Some standard content:
ICS 03. 080. 99
National Standard of the People's Republic of China
GB/T 26998-2011
Examination and assessment for professional managers
Issued on 2011-09-29
General Administration of Quality Supervision, Inspection and Quarantine of the People's Republic of China Administration of Standardization of the People's Republic of China
Implemented on 2011-11-01
Normative references
Terms and definitions
Principles of professional evaluation
Objects of evaluation
Contents of professional evaluation
Evaluation tools
8 Evaluation staff
Evaluation process
Appendix A (Informative Appendix)
Position classification of professional managers
GB/T 26998—2011
This standard was drafted in accordance with the rules given in GB/T1.1-2009. GB/T 269982011
This standard was proposed by the National Professional Manager Examination and Assessment Standardization Technical Committee (SAC/TC502) and is under the jurisdiction of the drafting units of this standard: Professional Manager Research Center. School of Psychology, Beijing Normal University, Enterprise Research Institute, Development Research Center of the State Council. The main drafters of this standard are Wen Yazhen, Li Lihong, Zhao Changqing, Wang Jicheng, Xu Jianping, Liu Xinming, and Ni Yueying. 1 Fan Pu
Professional Manager Examination and Assessment
GB/T 26998--2011
This standard specifies the principles, objects, content, tools, processes, and staff requirements for professional manager examination and assessment (hereinafter referred to as assessment).
This standard is applicable to various institutions engaged in professional manager entry assessment. Internal assessment of enterprise management personnel can refer to it. 2 Normative references
The following documents are indispensable for the application of this document. For all references with a date, only the version with the date is applicable to this document. For all references without a date, the latest version (including all amendments) is applicable to this document. GB/T26999-2011 Terms related to professional managers 3 Terms and definitions
The terms and definitions defined in CB/T26999--2011 and the following terms and definitions are applicable to this document. 3.1
Examination
A method of checking the knowledge and ability of professional managers through written examinations and interviews. 3.2
Assessment
The process of testing and evaluating the quality of professional managers using scientific measurement tools and evaluation techniques. 3.3
Structured interviewStructured interviewAn interview format in which interview questions and answers are designed in advance and conducted according to a uniformly designed procedure and time. 3. 4
Unstructured interviewwtstructured interviewA type of interview that uses pre-designed interview questions and asks questions randomly within a certain period of time without a fixed procedure. 3.5
In-baskel tesi
By simulating the actual business and management environment of an enterprise, the assessment object is provided with a variety of documents such as personnel, finance, and materials, and the assessment object is required to handle them on the spot as a supervisor within limited conditions and time, so as to examine his planning, authorization, organization, and decision-making capabilities.
Roleplaying
By simulating a specific environment in the business activities of an enterprise, the assessment object is required to play a certain role and deal with problems related to the role, and by observing his behavior, his role-related capabilities are examined. 3.7
Extemporaneous evolution
presentation
Requires the subject to organize his own views based on the materials provided on site and present them in public. By observing his behavior, the assessment tool is used to examine his thinking, expression and adaptability. 3.8
Management game
Management game
Uses a game to simulate a certain management work in the business management activities of an enterprise. By observing the game process, the assessment tool is used to examine the organization, command, communication and coordination capabilities of the assessment subject. 3.9
Personality test
A psychological test method to measure and evaluate the temperament, character, interests and motivation of the assessment subject.
Ability test
A psychological test method to examine the stable personality psychological characteristics of the assessment subject to complete a certain job. 3, 11
Case analysis
An evaluation tool that examines the knowledge, experience, analytical ability, judgment ability and ability to solve practical problems of the evaluation object through the analysis and explanation of the enterprise management activity case.
4: Evaluation principles
4.1 Fairness
When evaluating the same evaluation object, unified content, unified tools, unified process and unified standards should be used. 4.2 Targetedness
The evaluation content, tools, process and standards should match the professional characteristics of professional managers. 4.3 Scientificity
The evaluation tools should have high reliability and validity. 4.4 Confidentiality
The evaluation staff should keep the evaluation information they come into contact with confidential and shall not disclose it. 5 Evaluation objects
5.1 Applicable objects
People who are engaged in various types of business management work in the enterprise, take professional managers as their career orientation and aim to obtain professional manager qualifications. 5.2 Application conditions
Includes the applicant's education, work experience, years of employment and other conditions. No discriminatory conditions should be set.
5.3 Grading of assessment subjects
Based on the assessment subject's qualifications, education, case quality, ability and experience, it is divided into two levels: professional manager and senior professional manager. Among them, the second-level professional manager is the highest level of professional manager. 5.4 Classification of assessment subjects
CB/T 26998—2011
Based on the different categories of assessment subjects, it is divided into operations director, financial director, marketing director, etc., as well as production manager, marketing manager, administrative manager and other non-professional positions (see Appendix A). 6 Assessment content
6.1 Professional ethics
Professional ethics should include the following basic contents: Observing integrity:
Fair performance of duties:
Social responsibility:
d) Avoidance of competition.
Professional quality
Professional quality should include the following basic contents: Compliance management:
Cooperation and win-win;
Challenge head-on;
International vision.
Professional knowledge
Professional managers of different levels and positions should master the following professional knowledge to varying degrees, but not limited to the following: Strategic management:
Marketing;
Production management;
Finance and finance;
Human resource management;
Technical management.
Different requirements should be put forward for the professional knowledge mastery of professional managers of different levels and positions. Professional competencebzxZ.net
General competence
6. 4. 1. 1
Professional managers at all levels and positions shall possess, but are not limited to, the following general competences: team leadership ability;
business decision-making ability;
risk management ability;
change and innovation ability;
6. 4. 1. 2
communication and coordination ability;
goal execution ability.
Different requirements shall be put forward for the professional competence level of professional managers at different levels. 3
GB/T 26998—2011
6.4.2 Professional competence
Corresponding professional competence shall be determined for each position according to different levels. 7 Assessment tools
7.1 Types of tools
7.1.1 Requirements for written examination
7.1,1.1 The written examination shall include objective questions, subjective questions and case analysis questions. 7.1,1,2 Objective questions shall include true or false questions, multiple choice questions, etc.; subjective questions shall include discussion questions, essay questions, etc. 7.1.1.3 The meaning and instructions of objective questions shall be complete, clear and concise, easy to understand, and unambiguous. The noun terms, chart formats, data specifications + case statistics shall be standardized.
7.1.1,4 Subjective questions shall be clearly stated, unambiguous, and the information provided shall be complete: the format of the question shall be open-ended: the scoring rules shall be clear. 7.1.1.5 The materials for case analysis questions should be authentic and typical, in line with the characteristics of the positions and levels of professional managers. The events in the cases should be specific and clear, and be able to provide the information needed to answer the questions in a comprehensive manner; the scoring rules should be clear. 7.1.2 Psychological test requirements
Psychological tests suitable for professional managers should include ability tests and personality tests. 7.1.2.1
7.1.2.2 The results of ability tests should have corresponding normative explanations, with a reliability of 0.85 or above. 7.1.2.3 The results of personality tests should have corresponding normative explanations, with a reliability of no less than 0.70. 7.1.2.4 Psychological tests should match the level and category of professional managers. 7.1.3 Interview requirements
The interview should be structured, unstructured or semi-structured according to the level and category of the assessment object. 7.1,3.1
7.1.3.2 The design of interview questions should be based on the position of the professional manager to be recruited, and reflect the content related to his profession. 7.1.3.3 Interview questions should include interview guidance, interview key points, interview questions and scoring methods. 7.1.4 Technical requirements for assessment center
7.1.4.1 The assessment center technology should simulate the real management situation and reflect the key events in the work of professional managers of specific levels and pending positions.
7.1.4.2 The assessment center technology should be selected for professional managers of different levels. 7.1.5 Technical requirements for brain image talent intelligence assessment 7.1.5.1 Brain image talent intelligence assessment technology should measure indicators such as brain area dominance and dimension preference. 7.1.5.2 Professional brain image testers should be used, and relevant technical personnel should operate according to the prescribed procedures. 7.2 Use of tools
7.2.1 Professional quality should be measured by psychological tests and assessment center technology; professional knowledge should be measured by written tests; professional ability should be measured by psychological tests, interviews and assessment center technology. 7.2.2 According to the different levels and categories of the assessment objects, a variety of assessment tools should be combined and used in combination to conduct comprehensive assessment from multiple angles. 7.2.3 There should be more than one set of homogeneous test papers for written tests and interviews. 7.2.4 Clear requirements should be made for the number of test papers. 7.2.5 The weights of various assessment tools should be clarified according to the different assessment objects. 7.3 Question bank
7.3.1 The assessment organization should establish a question bank and have a dedicated person to maintain it. GB/T 26998--2011
7.3.2 Question bank The test questions should be well-prepared, rigorously classified, clearly structured, convenient to retrieve, easy to maintain, and highly confidential. 7.3.31
The number of questions in the question bank should be sufficient to produce at least 50 test papers for each position. 7.3.4 Experts should be organized regularly to analyze the effectiveness of the question bank and update and improve the test questions. 7.4 Informatization of assessment tools
7.4.1 Comprehensively adopt online knowledge tests, psychological tests, remote interviews and other informatization assessment methods to ensure the standardization of the implementation process.
The informatization of question bank management should include test paper composition, test paper analysis, retrieval and printing. 7.4.3 The informatization of assessment management should realize online examinations, paper marking, score management and score analysis. 8 Assessment staff
8.1 Basic requirements
All types of assessment personnel should have good moral qualities and abide by assessment professional norms, confidentiality regulations and related disciplines. 8.2 Question setters
Question setters should meet the following requirements:
a) They should have a bachelor's degree or above in a related major, or have a professional title above the intermediate level; b) They should master the assessment process, methods and theories, understand the current situation and trends of domestic and foreign enterprise management; master the question setting skills of relevant assessment tools; d) They should have relevant question setting work experience.
8.3 Examiners
Examiners should meet the following requirements:
) They should have a bachelor's degree or above in a related major, or have a professional title above the intermediate level; b) They should understand the current situation of domestic and foreign enterprise management and the application of relevant assessment methods, and have strong communication skills; d) They should have been in charge of relevant assessment for more than 2 years. 8.4 Examination staff
Examination staff should meet the following requirements:
a) They should have a college degree or above, understand the background knowledge of relevant assessment tools; b) They should have strong communication skills;
They should have relevant examination work experience.
9 Assessment Process
9.1 Pre-examination training
9. 1. 1 Assessment staff training
The question setters, assessment examiners and examination staff should be trained on their duties, business and discipline, and relevant agreements should be signed. 5
GB/T 26998—20 11
9.1.2 Assessment subject training
9.1.2.1 Assessment subjects can participate in targeted training on assessment content and other aspects. 9. 1. 2. 2 The training hours should be no less than 60 hours. 9.2 Application review
Check whether the applicants meet the application requirements of the level they apply for. 9.3 Assessment implementation
9.3.1 Assessment venue
9.3.1.1 Assessment venue should be well-lit, well-ventilated, quiet, and the temperature should be between 18℃ and 25℃. 9.3.1.2 The height of the seat of the assessment object should be more than 80 cm. 9.3.2 Assessment organization
9.3.2.1 The same operation sequence and instructions should be used for each assessment object. 9.3.2.2 The ratio of the number of examinees to the number of assessment objects in the written test should be 1 t 30 or less. 9.3.2.3 Interviews should ensure that each assessment object has at least 2 interview examiners. 9.3.3 Assessment discipline
9.3.3.1
The documents and materials that the assessment object can and cannot carry should be determined according to the different types of assessment tools. 9.3.3.2 Clearly define the punishment regulations for cheating. 9.4 Scoring and Review
9.4. 1 Scoring shall be carried out in accordance with the prescribed scoring method. 9.4.2 After the scoring is completed, a review team shall be organized to check the results and eliminate errors. 9.5 Comprehensive Evaluation Report
A comprehensive analysis shall be conducted on the evaluation results of the evaluation personnel to form a comprehensive evaluation report. 9.6 Score Registration and Archiving
The test results and other information of the evaluation object shall be uniformly registered and archived. 9.7 Evaluation Result Feedback
9.7. 1 The evaluation object
The evaluation results shall be fed back to the evaluation implementation unit and the evaluation object. 9. 7. 2 Feedback Content
The feedback content includes:
a) Occupational Case Report;
b) Occupational Knowledge Score;
c) Occupational Ability Score or Report;
d) Comprehensive Evaluation Report.
Reaction method
9. 7. 3. 1
9. 7. 3.2
Feedback should be provided by individual interviews, seminars and letters. Feedback results can be provided through the professional manager qualification certificate: Feedback requirements
GB/T 26998—2011
9. 7. 4. 1
When providing feedback, the personality of the person being assessed should be respected and the information should be expressed in clear and concise language or text. 9.7.4.2
Guide the person being assessed to give full play to his or her own strengths and explain the low scorers with caution. When providing feedback on the assessment results, confidentiality should be maintained. 9. 7. 4. 3
GB/T 26998—2011
Business-level professional managers
Appendix A
(Informative Appendix)
Classification of professional manager positions
Table A.1 Classification of professional manager positions
Including direct but not limited to non-CEO operations director, financial director, human resources director, administrative director, planning director, production director, marketing director, project director, technical director, marketing director, sales director, information director, logistics director, purchasing director and other positions:
Including but not limited to operations manager, financial manager, development planning manager, human resources manager, administrative manager, production manager, technical manager, quality manager, safety manager, equipment energy manager, project manager, marketing manager, market manager, sales manager, account manager, brand manager, corporate culture manager, social responsibility manager, international trade manager, logistics manager, procurement manager, planning manager, investment manager, financial manager, securities manager, futures manager, information manager, regulatory manager, public relations manager and other positions. Qualification Certificate
China Business Professional Manager
China Professional Manager
Note: The national industry organization approved by the professional management is responsible for the registration, issuance and annual inspection of qualification certificates.2 Psychological test requirements
Psychological tests suitable for professional managers should include ability tests and personality tests. 7.1.2.1
7.1.2.2 The results of ability tests should have corresponding normative interpretations, and the reliability should be 0.85 or above. 7.1.2.3 The results of personality tests should have corresponding normative interpretations, and the reliability should not be lower than 0.70. 7.1.2.4 Psychological tests should match the level and category of professional managers. 7.1.3 Interview requirements
The interview should be structured, unstructured or semi-structured according to the level and category of the assessment object. 7.1,3.1
7.1.3.2 The design of interview questions should be based on the position of the professional manager to be interviewed, and reflect the content related to his profession. 7.1.3.3 Interview questions should include interview guidance, interview tips, interview questions and scoring methods, etc. 7.1.4 Technical requirements for assessment centers
7.1.4.1 Assessment center technology should simulate real management situations and reflect key events in the work of professional managers of specific levels and pending positions.
7.1.4.2 Assessment center technology should be selected for professional managers of different levels. 7.1.5 Technical requirements for brain image talent intelligence assessment 7.1.5.1 Brain image talent intelligence assessment technology should measure indicators such as brain area advantages and dimension preferences. 7.1.5.2 Professional brain image testers should be used and operated by relevant technical personnel in accordance with the prescribed procedures. 7.2 Use of tools
7.2.1 Professional quality should be measured by psychological tests and assessment center technology; professional knowledge should be measured by written tests, and professional ability should be measured by psychological tests, interviews and assessment center technology. 7.2.2 According to the different levels and categories of the assessment objects, a variety of assessment tools should be combined and used in conjunction to conduct comprehensive assessments from multiple angles. 7.2.3 There should be more than one set of homogeneous test papers for written examinations and interviews. 7.2.4 There should be clear requirements for the number of test papers. 7.2.5 The weights of various assessment tools should be clearly defined according to the assessment objects. 7.3 Question Bank 7.3.1 The assessment organization should establish a question bank and have a dedicated person to maintain it. GB/T 26998--2011 7.3.2 The questions in the question bank should be well-designed, well-classified, well-structured, easy to retrieve, easy to maintain, and highly confidential. 7.3.31 The questions in the question bank should be sufficient to produce at least 50 test papers for each position. 7.3.4 Experts should be organized regularly to analyze the effect of the question bank and update and improve the test questions. 7.4 Informatization of assessment tools
7.4.1 Comprehensively adopt online knowledge test, psychological test, remote interview and other informatization assessment procedures, and ensure the standardization of the implementation process.
The informatization of question bank management should include test paper composition, test paper analysis, retrieval and printing. 7.4.3 The informatization of assessment management should realize the functions of online examination, paper marking, score management and score analysis. 8 Assessment staff
8.1 Basic requirements
All kinds of assessment staff should have good moral qualities, abide by the assessment professional norms, confidentiality regulations and related disciplines. 8.2 Question setters
Question setters should meet the following requirements:
a) They have a bachelor's degree or above in relevant majors, or have a professional title above the intermediate level; b) Master the assessment process, methods and theories, understand the current situation and trends of domestic and foreign enterprise management; master the question setting skills of relevant assessment tools; d) Have relevant question setting work experience.
8.3 Examiners
Examiners should meet the following requirements:
) Have a bachelor's degree or above in relevant majors, or have a professional title of middle school or above; b) Understand the current situation of domestic and foreign enterprise management and the application of relevant assessment methods, and have strong communication skills; d) Have been in charge of relevant assessment for more than 2 years. 8.4 Examination staff
Examination staff should meet the following requirements:
a) Have a college degree or above, and understand the background knowledge of relevant assessment tools; b) Have strong communication skills;
Have relevant examination work experience.
9 Assessment process
9.1 Pre-examination training
9. 1. 1 Assessment staff training
Training on duties, business and discipline should be conducted for question setters, assessment examiners and examination staff, and relevant agreements should be signed. 5
GB/T 26998—20 11
9.1.2 Training of assessment subjects
9.1.2.1 Assessment subjects may participate in targeted training on assessment contents and other aspects. 9.1.2.2 The training hours shall be no less than 60 hours. 9.2 Application review
Check whether the applicants meet the application requirements of the level they apply for. 9.3 Assessment implementation
9.3.1 Assessment venue
9.3.1.1 The assessment venue shall be well-lit, well-ventilated, and quiet, with a temperature between 18℃ and 25℃. 9.3.1.2 The height of the seat of the assessment subject shall be more than 80 cm. 9.3.2 Assessment organization
9.3.2.1 The same operation sequence and instructions shall be used for each assessment subject. 9.3.2.2 The ratio of the number of examinees to the number of subjects in the written test should be less than or equal to 1 t 30. 9.3.2.3 The interview should ensure that each subject has at least 2 interview examiners. 9.3.3 Assessment discipline
9.3.3.1
The documents and materials that the subject can and cannot carry should be determined according to the different types of assessment tools. 9.3.3.2 Clearly define the punishment regulations for cheating. 9.4 Scoring and review
9.4.1 Scoring should be carried out according to the prescribed scoring method. 9.4.2 After the scoring is completed, a review team should be organized to check the results and avoid mistakes. 9.5 Comprehensive evaluation report
A comprehensive analysis should be conducted on the assessment results of the assessment personnel to form a comprehensive evaluation report. 9.6 Score registration and archiving
The test results and other information of the subject should be uniformly registered and archived. 9.7 Feedback on Assessment Results
9.7. 1 Feedback Objects
The assessment results should be fed back to the assessment implementation unit and the assessment object. 9. 7. 2 Feedback Content
Feedback content includes:
a) Occupational case report;
b) Occupational knowledge results;
c) Occupational ability results or reports;
d) Comprehensive evaluation report.
Feedback Methods
9. 7. 3. 1
9. 7. 3.2
Feedback should be provided through individual interviews, seminars and letters. The results can be fed back through the professional manager qualification certificate: Feedback requirements
GB/T 26998—2011
9.7.4.1
When giving feedback, the personality of the person being assessed should be respected and expressed in clear and concise language or text. 9.7.4.2
Guide the person being assessed to give full play to his or her own strengths and explain the low scorers with caution. Keep confidentiality when giving feedback on the assessment results. 9.7.4.3
GB/T 26998—2011
Business-level professional managers
Appendix A
(Informative Appendix)
Classification of professional manager positions
Table A.1 Classification of professional manager positions
Including direct but not limited to non-CEO operations director, financial director, human resources director, administrative director, planning director, production director, marketing director, project director, technical director, marketing director, sales director, information director, logistics director, purchasing director and other positions:
Including but not limited to operations manager, financial manager, development planning manager, human resources manager, administrative manager, production manager, technical manager, quality manager, safety manager, equipment energy manager, project manager, marketing manager, market manager, sales manager, account manager, brand manager, corporate culture manager, social responsibility manager, international trade manager, logistics manager, procurement manager, planning manager, investment manager, financial manager, securities manager, futures manager, information manager, regulatory manager, public relations manager and other positions. Qualification Certificate
China Business Professional Manager
China Professional Manager
Note: The national industry organization approved by the professional management is responsible for the registration, issuance and annual inspection of qualification certificates.2 Psychological test requirements
Psychological tests suitable for professional managers should include ability tests and personality tests. 7.1.2.1
7.1.2.2 The results of ability tests should have corresponding normative interpretations, and the reliability should be 0.85 or above. 7.1.2.3 The results of personality tests should have corresponding normative interpretations, and the reliability should not be lower than 0.70. 7.1.2.4 Psychological tests should match the level and category of professional managers. 7.1.3 Interview requirements
The interview should be structured, unstructured or semi-structured according to the level and category of the assessment object. 7.1,3.1
7.1.3.2 The design of interview questions should be based on the position of the professional manager to be interviewed, and reflect the content related to his profession. 7.1.3.3 Interview questions should include interview guidance, interview tips, interview questions and scoring methods, etc. 7.1.4 Technical requirements for assessment centers
7.1.4.1 Assessment center technology should simulate real management situations and reflect key events in the work of professional managers of specific levels and pending positions.
7.1.4.2 Assessment center technology should be selected for professional managers of different levels. 7.1.5 Technical requirements for brain image talent intelligence assessment 7.1.5.1 Brain image talent intelligence assessment technology should measure indicators such as brain area advantages and dimension preferences. 7.1.5.2 Professional brain image testers should be used and operated by relevant technical personnel in accordance with the prescribed procedures. 7.2 Use of tools
7.2.1 Professional quality should be measured by psychological tests and assessment center technology; professional knowledge should be measured by written tests, and professional ability should be measured by psychological tests, interviews and assessment center technology. 7.2.2 According to the different levels and categories of the assessment objects, a variety of assessment tools should be combined and used in conjunction to conduct comprehensive assessments from multiple angles. 7.2.3 There should be more than one set of homogeneous test papers for written examinations and interviews. 7.2.4 There should be clear requirements for the number of test papers. 7.2.5 The weights of various assessment tools should be clearly defined according to the assessment objects. 7.3 Question Bank 7.3.1 The assessment organization should establish a question bank and have a dedicated person to maintain it. GB/T 26998--2011 7.3.2 The questions in the question bank should be well-designed, well-classified, well-structured, easy to retrieve, easy to maintain, and highly confidential. 7.3.31 The questions in the question bank should be sufficient to produce at least 50 test papers for each position. 7.3.4 Experts should be organized regularly to analyze the effect of the question bank and update and improve the test questions. 7.4 Informatization of assessment tools
7.4.1 Comprehensively adopt online knowledge test, psychological test, remote interview and other informatization assessment procedures, and ensure the standardization of the implementation process.
The informatization of question bank management should include test paper composition, test paper analysis, retrieval and printing. 7.4.3 The informatization of assessment management should realize the functions of online examination, paper marking, score management and score analysis. 8 Assessment staff
8.1 Basic requirements
All kinds of assessment staff should have good moral qualities, abide by the assessment professional norms, confidentiality regulations and related disciplines. 8.2 Question setters
Question setters should meet the following requirements:
a) They have a bachelor's degree or above in relevant majors, or have a professional title above the intermediate level; b) Master the assessment process, methods and theories, understand the current situation and trends of domestic and foreign enterprise management; master the question setting skills of relevant assessment tools; d) Have relevant question setting work experience.
8.3 Examiners
Examiners should meet the following requirements:
) Have a bachelor's degree or above in relevant majors, or have a professional title of middle school or above; b) Understand the current situation of domestic and foreign enterprise management and the application of relevant assessment methods, and have strong communication skills; d) Have been in charge of relevant assessment for more than 2 years. 8.4 Examination staff
Examination staff should meet the following requirements:
a) Have a college degree or above, and understand the background knowledge of relevant assessment tools; b) Have strong communication skills;
Have relevant examination work experience.
9 Assessment process
9.1 Pre-examination training
9. 1. 1 Assessment staff training
Training on duties, business and discipline should be conducted for question setters, assessment examiners and examination staff, and relevant agreements should be signed. 5
GB/T 26998—20 11
9.1.2 Training of assessment subjects
9.1.2.1 Assessment subjects may participate in targeted training on assessment contents and other aspects. 9.1.2.2 The training hours shall be no less than 60 hours. 9.2 Application review
Check whether the applicants meet the application requirements of the level they apply for. 9.3 Assessment implementation
9.3.1 Assessment venue
9.3.1.1 The assessment venue shall be well-lit, well-ventilated, and quiet, with a temperature between 18℃ and 25℃. 9.3.1.2 The height of the seat of the assessment subject shall be more than 80 cm. 9.3.2 Assessment organization
9.3.2.1 The same operation sequence and instructions shall be used for each assessment subject. 9.3.2.2 The ratio of the number of examinees to the number of subjects in the written test should be less than or equal to 1 t 30. 9.3.2.3 The interview should ensure that each subject has at least 2 interview examiners. 9.3.3 Assessment discipline
9.3.3.1
The documents and materials that the subject can and cannot carry should be determined according to the different types of assessment tools. 9.3.3.2 Clearly define the punishment regulations for cheating. 9.4 Scoring and review
9.4.1 Scoring should be carried out according to the prescribed scoring method. 9.4.2 After the scoring is completed, a review team should be organized to check the results and avoid mistakes. 9.5 Comprehensive evaluation report
A comprehensive analysis should be conducted on the assessment results of the assessment personnel to form a comprehensive evaluation report. 9.6 Score registration and archiving
The test results and other information of the subject should be uniformly registered and archived. 9.7 Feedback on Assessment Results
9.7. 1 Feedback Objects
The assessment results should be fed back to the assessment implementation unit and the assessment object. 9. 7. 2 Feedback Content
Feedback content includes:
a) Occupational case report;
b) Occupational knowledge results;
c) Occupational ability results or reports;
d) Comprehensive evaluation report.
Feedback Methods
9. 7. 3. 1
9. 7. 3.2
Feedback should be provided through individual interviews, seminars and letters. The results can be fed back through the professional manager qualification certificate: Feedback requirements
GB/T 26998—2011
9.7.4.1
When giving feedback, the personality of the person being assessed should be respected and expressed in clear and concise language or text. 9.7.4.2
Guide the person being assessed to give full play to his or her own strengths and explain the low scorers with caution. Keep confidentiality when giving feedback on the assessment results. 9.7.4.3
GB/T 26998—2011
Business-level professional managers
Appendix A
(Informative Appendix)
Classification of professional manager positions
Table A.1 Classification of professional manager positions
Including direct but not limited to non-CEO operations director, financial director, human resources director, administrative director, planning director, production director, marketing director, project director, technical director, marketing director, sales director, information director, logistics director, purchasing director and other positions:
Including but not limited to operations manager, financial manager, development planning manager, human resources manager, administrative manager, production manager, technical manager, quality manager, safety manager, equipment energy manager, project manager, marketing manager, market manager, sales manager, account manager, brand manager, corporate culture manager, social responsibility manager, international trade manager, logistics manager, procurement manager, planning manager, investment manager, financial manager, securities manager, futures manager, information manager, regulatory manager, public relations manager and other positions. Qualification Certificate
China Business Professional Manager
China Professional Manager
Note: The national industry organization approved by the professional management organization is responsible for the registration, issuance and annual inspection of qualification certificates.3 Interview requirements
The interview should be structured, unstructured or semi-structured according to the level and category of the assessment object. 7.1,3.1
7.1.3.2 The design of interview questions should be based on the position of the professional manager to be interviewed and reflect the content related to his profession. 7.1.3.3 Interview questions should include interview guidance, interview key points, interview questions and scoring methods. 7,1.4 Assessment center technology requirements
7.1.4.1 The assessment center technology should simulate real management situations and reflect the key events in the work of professional managers of specific levels and pending positions.
7.1.4.2 The assessment center technology should be selected and used for professional managers of different levels. 7.1.5 Technical requirements for brain image talent intelligence assessment 7.1.5.1 Brain image talent intelligence assessment technology should measure indicators such as brain area dominance and dimension preference. 7.1.5.2 A professional brain image tester should be used, and the relevant technical personnel should operate it according to the prescribed process. 7. 2 Use of tools
7.2.1 Professional quality should be measured by psychological tests and assessment center technology; professional knowledge should be measured by written tests, and professional ability should be measured by psychological tests, interviews and assessment center technology. 7.2.2 According to the different levels and categories of the assessment objects, a variety of assessment tools should be combined and used in combination to conduct comprehensive assessment from multiple angles. 7.2.3 There should be more than one set of homogeneous test papers for written tests and interviews. 7.2.4 Clear requirements should be made for the number of test papers. 4
7.2.5 The weights of various assessment tools should be clarified according to the different assessment objects. 7.3 Question Bank
7.3.1 The assessment organization shall establish a question bank and have a dedicated person to maintain it. GB/T 26998--2011
7.3.2 The questions in the question bank shall be well-designed, rigorously classified, clearly structured, convenient to search, easy to maintain, and highly confidential. 7.3.31
The questions in the question bank shall be sufficient to combine at least 50 test papers for each position. 7.3.4 Experts shall be organized regularly to analyze the effect of the question bank, and to update and improve the test questions. 7.4 Informatization of Assessment Tools
7.4.1 Comprehensively adopt online knowledge tests, psychological tests, remote interviews and other informatization assessment methods, and ensure the standardization of the implementation process.
The information management of the question bank should include test paper composition, test paper analysis, retrieval and printing. 7.4.3 The information management of assessment should realize online examination, paper marking, score management and score analysis. 8 Assessment staff
8.1 Basic requirements
All types of assessment staff should have good moral qualities, abide by assessment professional norms, confidentiality regulations and related disciplines. 8.2 Question setters
Question setters should meet the following requirements:
a) They have a bachelor's degree or above in a related major, or have a professional title above the intermediate level; b) Master assessment technology, methods and theories, understand the current situation and trends of domestic and foreign enterprise management; master the question setting skills of relevant assessment tools; d) Have relevant question setting work experience.
8.3 Examiners
Examiners should meet the following requirements:
) Have a bachelor's degree or above in relevant majors, or have a professional title of middle school or above; b) Understand the current situation of domestic and foreign enterprise management and the application of relevant assessment methods, and have strong communication skills; d) Have been in charge of relevant assessment for more than 2 years. 8.4 Examination staff
Examination staff should meet the following requirements:
a) Have a college degree or above, and understand the background knowledge of relevant assessment tools; b) Have strong communication skills;
Have relevant examination work experience.
9 Assessment process
9.1 Pre-examination training
9. 1. 1 Assessment staff training
Training on duties, business and discipline should be conducted for question setters, assessment examiners and examination staff, and relevant agreements should be signed. 5
GB/T 26998—20 11
9.1.2 Training of assessment subjects
9.1.2.1 Assessment subjects may participate in targeted training on assessment contents and other aspects. 9.1.2.2 The training hours shall be no less than 60 hours. 9.2 Application review
Check whether the applicants meet the application requirements of the level they apply for. 9.3 Assessment implementation
9.3.1 Assessment venue
9.3.1.1 The assessment venue shall be well-lit, well-ventilated, and quiet, with a temperature between 18℃ and 25℃. 9.3.1.2 The height of the seat of the assessment subject shall be more than 80 cm. 9.3.2 Assessment organization
9.3.2.1 The same operation sequence and instructions shall be used for each assessment subject. 9.3.2.2 The ratio of the number of examinees to the number of subjects in the written test should be less than or equal to 1 t 30. 9.3.2.3 The interview should ensure that each subject has at least 2 interview examiners. 9.3.3 Assessment discipline
9.3.3.1
The documents and materials that the subject can and cannot carry should be determined according to the different types of assessment tools. 9.3.3.2 Clearly define the punishment regulations for cheating. 9.4 Scoring and review
9.4.1 Scoring should be carried out according to the prescribed scoring method. 9.4.2 After the scoring is completed, a review team should be organized to check the results and avoid mistakes. 9.5 Comprehensive evaluation report
A comprehensive analysis should be conducted on the assessment results of the assessment personnel to form a comprehensive evaluation report. 9.6 Score registration and archiving
The test results and other information of the subject should be uniformly registered and archived. 9.7 Feedback on Assessment Results
9.7. 1 Feedback Objects
The assessment results should be fed back to the assessment implementation unit and the assessment object. 9. 7. 2 Feedback Content
Feedback content includes:
a) Occupational case report;
b) Occupational knowledge results;
c) Occupational ability results or reports;
d) Comprehensive evaluation report.
Feedback Methods
9. 7. 3. 1
9. 7. 3.2
Feedback should be provided through individual interviews, seminars and letters. The results can be fed back through the professional manager qualification certificate: Feedback requirements
GB/T 26998—2011
9.7.4.1
When giving feedback, the personality of the person being assessed should be respected and expressed in clear and concise language or text. 9.7.4.2
Guide the person being assessed to give full play to his or her own strengths and explain the low scorers with caution. Keep confidentiality when giving feedback on the assessment results. 9.7.4.3
GB/T 26998—2011
Business-level professional managers
Appendix A
(Informative Appendix)
Classification of professional manager positions
Table A.1 Classification of professional manager positions
Including direct but not limited to non-CEO operations director, financial director, human resources director, administrative director, planning director, production director, marketing director, project director, technical director, marketing director, sales director, information director, logistics director, purchasing director and other positions:
Including but not limited to operations manager, financial manager, development planning manager, human resources manager, administrative manager, production manager, technical manager, quality manager, safety manager, equipment energy manager, project manager, marketing manager, market manager, sales manager, account manager, brand manager, corporate culture manager, social responsibility manager, international trade manager, logistics manager, procurement manager, planning manager, investment manager, financial manager, securities manager, futures manager, information manager, regulatory manager, public relations manager and other positions. Qualification Certificate
China Business Professional Manager
China Professional Manager
Note: The national industry organization approved by the professional management is responsible for the registration, issuance and annual inspection of qualification certificates.3 Interview requirements
The interview should be structured, unstructured or semi-structured according to the level and category of the assessment object. 7.1,3.1
7.1.3.2 The design of interview questions should be based on the position of the professional manager to be interviewed and reflect the content related to his profession. 7.1.3.3 Interview questions should include interview guidance, interview key points, interview questions and scoring methods. 7,1.4 Assessment center technology requirements
7.1.4.1 The assessment center technology should simulate real management situations and reflect the key events in the work of professional managers of specific levels and pending positions.
7.1.4.2 The assessment center technology should be selected and used for professional managers of different levels. 7.1.5 Technical requirements for brain image talent intelligence assessment 7.1.5.1 Brain image talent intelligence assessment technology should measure indicators such as brain area dominance and dimension preference. 7.1.5.2 A professional brain image tester should be used, and the relevant technical personnel should operate it according to the prescribed process. 7. 2 Use of tools
7.2.1 Professional quality should be measured by psychological tests and assessment center technology; professional knowledge should be measured by written tests, and professional ability should be measured by psychological tests, interviews and assessment center technology. 7.2.2 According to the different levels and categories of the assessment objects, a variety of assessment tools should be combined and used in combination to conduct comprehensive assessment from multiple angles. 7.2.3 There should be more than one set of homogeneous test papers for written tests and interviews. 7.2.4 Clear requirements should be made for the number of test papers. 4
7.2.5 The weights of various assessment tools should be clarified according to the different assessment objects. 7.3 Question Bank
7.3.1 The assessment organization shall establish a question bank and have a dedicated person to maintain it. GB/T 26998--2011
7.3.2 The questions in the question bank shall be well-designed, rigorously classified, clearly structured, convenient to search, easy to maintain, and highly confidential. 7.3.31
The questions in the question bank shall be sufficient to combine at least 50 test papers for each position. 7.3.4 Experts shall be organized regularly to analyze the effect of the question bank, and to update and improve the test questions. 7.4 Informatization of Assessment Tools
7.4.1 Comprehensively adopt online knowledge tests, psychological tests, remote interviews and other informatization assessment methods, and ensure the standardization of the implementation process.
The information management of the question bank should include test paper composition, test paper analysis, retrieval and printing. 7.4.3 The information management of assessment should realize online examination, paper marking, score management and score analysis. 8 Assessment staff
8.1 Basic requirements
All types of assessment staff should have good moral qualities, abide by assessment professional norms, confidentiality regulations and related disciplines. 8.2 Question setters
Question setters should meet the following requirements:
a) They have a bachelor's degree or above in a related major, or have a professional title above the intermediate level; b) Master assessment technology, methods and theories, understand the current situation and trends of domestic and foreign enterprise management; master the question setting skills of relevant assessment tools; d) Have relevant question setting work experience.
8.3 Examiners
Examiners should meet the following requirements:
) Have a bachelor's degree or above in relevant majors, or have a professional title of middle school or above; b) Understand the current situation of domestic and foreign enterprise management and the application of relevant assessment methods, and have strong communication skills; d) Have been in charge of relevant assessment for more than 2 years. 8.4 Examination staff
Examination staff should meet the following requirements:
a) Have a college degree or above, and understand the background knowledge of relevant assessment tools; b) Have strong communication skills;
Have relevant examination work experience.
9 Assessment process
9.1 Pre-examination training
9. 1. 1 Assessment staff training
Training on duties, business and discipline should be conducted for question setters, assessment examiners and examination staff, and relevant agreements should be signed. 5
GB/T 26998—20 11
9.1.2 Training of assessment subjects
9.1.2.1 Assessment subjects may participate in targeted training on assessment contents and other aspects. 9.1.2.2 The training hours shall be no less than 60 hours. 9.2 Application review
Check whether the applicants meet the application requirements of the level they apply for. 9.3 Assessment implementation
9.3.1 Assessment venue
9.3.1.1 The assessment venue shall be well-lit, well-ventilated, and quiet, with a temperature between 18℃ and 25℃. 9.3.1.2 The height of the seat of the assessment subject shall be more than 80 cm. 9.3.2 Assessment organization
9.3.2.1 The same operation sequence and instructions shall be used for each assessment subject. 9.3.2.2 The ratio of the number of examinees to the number of subjects in the written test should be less than or equal to 1 t 30. 9.3.2.3 The interview should ensure that each subject has at least 2 interview examiners. 9.3.3 Assessment discipline
9.3.3.1
The documents and materials that the subject can and cannot carry should be determined according to the different types of assessment tools. 9.3.3.2 Clearly define the punishment regulations for cheating. 9.4 Scoring and review
9.4.1 Scoring should be carried out according to the prescribed scoring method. 9.4.2 After the scoring is completed, a review team should be organized to check the results and avoid mistakes. 9.5 Comprehensive evaluation report
A comprehensive analysis should be conducted on the assessment results of the assessment personnel to form a comprehensive evaluation report. 9.6 Score registration and archiving
The test results and other information of the subject should be uniformly registered and archived. 9.7 Feedback on Assessment Results
9.7. 1 Feedback Objects
The assessment results should be fed back to the assessment implementation unit and the assessment object. 9. 7. 2 Feedback Content
Feedback content includes:
a) Occupational case report;
b) Occupational knowledge results;
c) Occupational ability results or reports;
d) Comprehensive evaluation report.
Feedback Methods
9. 7. 3. 1
9. 7. 3.2
Feedback should be provided through individual interviews, seminars and letters. The results can be fed back through the professional manager qualification certificate: Feedback requirements
GB/T 26998—2011
9.7.4.1
When giving feedback, the personality of the person being assessed should be respected and expressed in clear and concise language or text. 9.7.4.2
Guide the person being assessed to give full play to his or her own strengths and explain the low scorers with caution. Keep confidentiality when giving feedback on the assessment results. 9.7.4.3
GB/T 26998—2011
Business-level professional managers
Appendix A
(Informative Appendix)
Classification of professional manager positions
Table A.1 Classification of professional manager positions
Including direct but not limited to non-CEO operations director, financial director, human resources director, administrative director, planning director, production director, marketing director, project director, technical director, marketing director, sales director, information director, logistics director, purchasing director and other positions:
Including but not limited to operations manager, financial manager, development planning manager, human resources manager, administrative manager, production manager, technical manager, quality manager, safety manager, equipment energy manager, project manager, marketing manager, market manager, sales manager, account manager, brand manager, corporate culture manager, social responsibility manager, international trade manager, logistics manager, procurement manager, planning manager, investment manager, financial manager, securities manager, futures manager, information manager, regulatory manager, public relations manager and other positions. Qualification Certificate
China Business Professional Manager
China Professional Manager
Note: The national industry organization approved by the professional management is responsible for the registration, issuance and annual inspection of qualification certificates.2 Professional brain image testers should be used, and relevant technical personnel should operate them according to the prescribed procedures. 7.2 Use of tools
7.2.1 Professional quality should be measured by psychological tests and assessment center technology; professional knowledge should be measured by written tests, and professional ability should be measured by psychological tests, interviews and assessment center technology. 7.2.2 According to the different levels and categories of the assessment objects, a variety of assessment tools should be combined and used in conjunction to conduct comprehensive assessments from multiple angles. 7.2.3 There should be more than one set of homogeneous test papers for written tests and interviews. 7.2.4 Clear requirements should be made for the number of test papers. 7.2.5 The weights of various assessment tools should be clarified according to the different assessment objects. 7.3 Question bank
7.3.1 The assessment organization should establish a question bank and have a dedicated person to maintain it. GB/T 26998--2011
7.3.2 The technical parameters of the question bank should be complete, the classification should be rigorous, the structure should be clear, the retrieval should be convenient, the questions should be easy to update, and the confidentiality should be strong. 7.3.31
The questions in the question bank should be able to combine at least 50 sets of test papers for each position. 7.3.4 Experts should be organized regularly to analyze the effect of the question bank, and the test questions should be updated and improved. 7.4 Informatization of assessment tools
7.4.1 Comprehensively adopt online knowledge tests, psychological tests, remote interviews and other informatization assessment stages, and ensure the standardization of the implementation process.
The informatization of question bank management should include test paper composition, test paper analysis, retrieval and printing. 7.4.3 The informatization of assessment management should realize the functions of online examination, marking, score management and score analysis. 8 Assessment staff
8.1 Basic requirements
All types of assessment staff should have good moral qualities, abide by assessment professional norms, confidentiality regulations and related disciplines. 8.2 Question setters
Question setters should meet the following requirements:
a) They should have a bachelor's degree or above in a related major, or have a professional title above the intermediate level; b) Master the assessment process, methods and theories, understand the current situation and trends of domestic and foreign enterprise management; master the question setting skills of relevant assessment tools; d) Have relevant question setting work experience.
8.3 Examiners
Examiners should meet the following requirements:
) They should have a bachelor's degree or above in a related major, or have a professional title above the intermediate level; b) Understand the current situation of domestic and foreign enterprise management and the application of relevant assessment methods, and have strong communication skills; d) Have been in charge of relevant assessment for more than 2 years. 8.4 Examination staff
Examination staff should meet the following requirements:
a) Have a college degree or above and understand the background knowledge of relevant assessment tools; b) Have strong communication skills;
Have relevant examination work experience.
9 Assessment process
9.1 Pre-examination training
9. 1. 1 Assessment staff training
Training on duties, business and discipline should be carried out for question setters, assessment examiners and examination staff respectively, and relevant agreements should be signed. 5
GB/T 26998—20 11
9.1.2 Assessment object training
9.1.2.1 Assessment objects can participate in training on assessment content and other aspects in a targeted manner. 9. 1. 2. 2 The training hours should be no less than 60 hours. 9.2 Application Review
Check whether the applicants meet the application requirements of the level they applied for. 9.3 Assessment Implementation
9.3.1 Assessment Venue
9.3.1.1 The assessment venue should be well-lit, well-ventilated, quiet, and the temperature should be between 18℃ and 25℃. 9.3.1.2 The height of the seat of the assessment object should be more than 80 cm. 9.3.2 Assessment Organization
9.3.2.1 The same operation sequence and instructions should be used for each assessment object. 9.3.2.2 The ratio of the number of examinees to the number of subjects in the written test should be less than or equal to 1 t 30. 9.3.2.3 The interview should ensure that each subject has at least 2 interview examiners. 9.3.3 Assessment discipline
9.3.3.1
The documents and materials that the subject can and cannot carry should be determined according to the different types of assessment tools. 9.3.3.2 Clearly define the punishment regulations for cheating. 9.4 Scoring and review
9.4.1 Scoring should be carried out according to the prescribed scoring method. 9.4.2 After the scoring is completed, a review team should be organized to check the results and avoid mistakes. 9.5 Comprehensive evaluation report
A comprehensive analysis should be conducted on the assessment results of the assessment personnel to form a comprehensive evaluation report. 9.6 Score registration and archiving
The test results and other information of the subject should be uniformly registered and archived. 9.7 Feedback on Assessment Results
9.7. 1 Feedback Objects
The assessment results should be fed back to the assessment implementation unit and the assessment object. 9. 7. 2 Feedback Content
Feedback content includes:
a) Occupational case report;
b) Occupational knowledge results;
c) Occupational ability results or reports;
d) Comprehensive evaluation report.
Feedback Methods
9. 7. 3. 1
9. 7. 3.2
Feedback should be provided through individual interviews, seminars and letters. The results can be fed back through the professional manager qualification certificate: Feedback requirements
GB/T 26998—2011
9.7.4.1
When giving feedback, the personality of the person being assessed should be respected and expressed in clear and concise language or text. 9.7.4.2
Guide the person being assessed to give full play to his or her own strengths and explain the low scorers with caution. Keep confidentiality when giving feedback on the assessment results. 9.7.4.3
GB/T 26998—2011
Business-level professional managers
Appendix A
(Informative Appendix)
Classification of professional manager positions
Table A.1 Classification of professional manager positions
Including direct but not limited to non-CEO operations director, financial director, human resources director, administrative director, planning director, production director, marketing director, project director, technical director, marketing director, sales director, information director, logistics director, purchasing director and other positions:
Including but not limited to operations manager, financial manager, development planning manager, human resources manager, administrative manager, production manager, technical manager, quality manager, safety manager, equipment energy manager, project manager, marketing manager, market manager, sales manager, account manager, brand manager, corporate culture manager, social responsibility manager, international trade manager, logistics manager, procurement manager, planning manager, investment manager, financial manager, securities manager, futures manager, information manager, regulatory manager, public relations manager and other positions. Qualification Certificate
China Business Professional Manager
China Professional Manager
Note: The national industry organization approved by the professional management is responsible for the registration, issuance and annual inspection of qualification certificates.2 Professional brain image testers should be used, and relevant technical personnel should operate them according to the prescribed procedures. 7.2 Use of tools
7.2.1 Professional quality should be measured by psychological tests and assessment center technology; professional knowledge should be measured by written tests, and professional ability should be measured by psychological tests, interviews and assessment center technology. 7.2.2 According to the different levels and categories of the assessment objects, a variety of assessment tools should be combined and used in conjunction to con
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