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Methods for assessing the work of personnel. The main methods of personnel assessment Qualitative assessment of the organization's personnel

Introduction ................................................ ................................................. ............

1. General approaches to appraisal of employees .............................................. .....

2. Forms of personnel assessment ............................................... .................................

3. Two approaches to personnel assessment .............................................. .......................

4. Methods for assessing personnel ............................................... ................................

4.1 Quantitative evaluation methods .......................................................... ...............

4.2 Qualitative Methods ratings ................................................ ................

4.3 Diagnostic scoring system .......................................................... .............

Conclusion................................................. ................................................. .......

Bibliography.

Applications ................................................. ................................................. ......

Introduction.

Organizations exist to achieve their goals. The degree of implementation of these goals shows how effectively the organization operates, i.e. how effectively organizational resources are being used.

The profit indicator allows you to evaluate the effectiveness of the organization as a whole, which consists of the efficiency of using all organizational resources, including each employee. Naturally, employees do not perform their production duties in the same way - in any organization or department there are leaders, outsiders and middle peasants. However, in order to carry out this gradation, it is necessary to have a unified system for evaluating the effectiveness of each employee's fulfillment of their official functions.

Such a system improves the efficiency of human resource management of the organization through:

¨ positive impact on employee motivation. Feedback has a beneficial effect on the motivation of employees, allows them to adjust their behavior in the workplace, and achieve increased productivity.

¨ professional training planning. Personnel assessment makes it possible to identify gaps in the work of each employee and provide measures to eliminate them.

¨ professional development and career planning. Evaluation of employees reveals their weak and strong professional qualities, which allows you to carefully prepare individual development plans and effectively plan your career.

¨ making decisions about remuneration, promotion, dismissal. Regular and systematic assessment of employees provides the management of the organization with the information necessary to make informed decisions about promotion wages(remuneration of the best employees has a motivating effect on them and their colleagues), promotion or dismissal.

The benefits mentioned above do not automatically come to the organization at the time of the implementation of the assessment system. They are implemented when a number of additional conditions are met:

¨ Firstly, the evaluation system and, most importantly, the actual evaluation of the work of employees should be as objective as possible and perceived by employees as objective. To impart objectivity to the assessment system, its criteria should be open and understandable to employees.

¨ Secondly, the results of the evaluation should be confidential, i.e. known only to the employee, his manager, department human resources. Publicizing the results creates tension in the organization, promotes antagonism between managers and subordinates, and distracts employees from preparing and implementing the corrective action plan.

¨ Staff acceptance of the assessment system and their active participation in the assessment process is also a condition for its effective functioning.

It is very difficult to create an assessment system that is equally balanced in terms of accuracy, objectivity, simplicity and understandability, therefore today there are several personnel assessment systems, each of which has its own advantages and disadvantages.

However, the most common is the personnel appraisal system.

General approaches to employee appraisal

Certification is a process for evaluating the effectiveness of an employee's performance official duties carried out by his immediate supervisor. Certification includes several stages: determining the date of certification, training the employee and manager, certification interview and filling out the form.

Employee's personal plan . One of the results of the certification interview is the approval of the employee's personal plan for the next certification period. The main purpose of the plan is to develop a "recipe" for improving the efficiency of the employee. There are several forms of such plans, although the most common (and complementary) ones at present are individual development plan and personal goals.

Individual development plan (Fig. 1) represents the self-assessment of the employee (in relation to the position he holds), his vision of how he could improve the results of his professional activity and activities that could help him in self-improvement. Often an individual plan contains a clause on the long-term professional development of an employee, i.e. development of his career.

Fig.1. Individual development plan

Personal goals - this is a limited set of key tasks for an employee for the certification period. Setting personal goals is an element of the system management through goal setting(MVO in English abbreviation). The goals included in the personal plan should be specific, measurable, tense and related to the tasks facing the organization as a whole and the unit in which the employee works. In order to achieve this, the goals set by the employee are discussed with the manager. The result of such a discussion is an agreed personal plan of the employee, which he is guided by during the attestation period.

Many organizations today use both individual development plans and personal goals to conduct certification. The first makes it possible to plan and evaluate Professional Development and growth of the employee, the second sets specific professional goals and provides a tool for assessing their performance.

current control. During the entire certification period, the manager exercises control over the work of the employee, including the implementation of the individual plan. For these purposes, the manager can use special form registration of achievements, which allows to more objectively evaluate the employee at the end of the period and better prepare for the certification interview.

FULL NAME. employee _______________________

Qualification period ______ - ______

2. Forms of personnel assessment

One of the most important methodological problems - Who must evaluate the worker. In the practice of most firms, this is done by a manager - a manager. In addition to him, in some cases they do this:

1. a committee of several controllers. This approach has the advantage that it eliminates the bias that can occur when an assessment is carried out by a single supervisor;

2. colleagues of the assessed. For this system to bear fruit, it is necessary that they know the level of productivity of his work, trust each other and do not seek to win each other the opportunity to raise salaries and promotions;

3. subordinates of the assessed;

4. someone not directly related to working situation. This option is more expensive than the others and is mainly used to evaluate a worker in some very important position. It is possible to use this option also in cases where it is necessary to fight accusations of bias and prejudice. It should be taken into account that when using this approach, the person making the assessment will not have such a volume of information as in the previous four options;

5. self-esteem. In this case, the employee evaluates himself using the methods used by other appraisers. This approach is used to develop the skills of introspection in employees rather than to evaluate performance;

6. the use of a combination of the listed forms of assessment: the assessment of the controller can be confirmed by self-assessment, and the results of the assessment by the boss can be compared with the assessment of subordinates or colleagues. Bilateral (appraiser - assessed) discussion of the assessment results gives good propositions for top management.

3. Two approaches to personnel assessment

Assessment methods in which employees are assessed by the immediate supervisor are traditional for most modern companies. They are effective in large hierarchical organizations operating in a fairly stable external environment.

What is staff appraisal?

Personel assessment– assessment of the current state of knowledge, skills and abilities of the company's personnel in order to design and develop measures to optimize them.

Purpose of personnel assessment at the enterprise - carrying out targeted and coordinated changes to the current personnel management system, which should ensure an increase in labor productivity, product quality, production culture (operation and maintenance of equipment), corporate culture, etc.

Assessment objectives in "wide" use of the procedure

Recruitment, competition for a vacant position
Formation personnel reserve
Personnel rotation
Determining the readiness of personnel for changes during the reorganization
Downsizing
Definition of development potential
Determination of training needs
Formation of a motivation system for promotion

The objectives of the evaluation in the "narrow" use of the procedure:

Evaluation of the current activities of employees.
Agreeing goals for the next period.
Staff development.
Administrative decisions
To help the heads of departments of the company evaluate human resources and the effectiveness of their use.
Help employees understand the requirements for their position and be able to find out exactly how they meet these requirements and what needs to be developed.
These assessments are designed to assist in making strategically important decisions, improve organizational structure and make job adjustments.
The assessment allows you to answer the questions: “What to teach?”, “How to teach?”, “Whom to teach?”, to plan training for certain employees, to identify the most promising of them, in the development of which the company will profitably invest.
Conducting an assessment should help make relations in the company's team more businesslike and transparent; eliminate misunderstandings between managers and subordinates.

The introduction of a system of certification and assessment of professionally important qualities is an important mechanism of the personnel management system that allows you to control the state vocational training, functional skills of employees of the enterprise. The implementation of a comprehensive mechanism for attestation and evaluation of employees of an enterprise makes it possible to apply a wide range of tools for material and administrative incentives, professional and personal and social motivation

The assessment of the company's personnel is the basis for:

Material and non-financial incentives personnel
Personnel selection and adaptation systems
Personnel training systems
Personnel development systems
Formation and work with personnel reserve
Self-motivation and leadership development of personnel
Performance Improvement Systems

Based on many years of experience in conducting assessment activities by A-Range Solutions experts, in order to implement a comprehensive personnel assessment system, we suggest that you carry out its clear regulation, providing appropriate procedures and documents, which will minimize personal and subjective factors in personnel assessment. At the same time, it makes sense to immediately develop two areas of assessment: official certification (in accordance with the requirements of the law once every three to five years) and qualification assessment to determine the directions for the development of personnel and its mobilization, analyze the results of its activities, focus on shortcomings and existing problems(annually). In addition, it is necessary to streamline and regulate the procedure for evaluating candidates for vacant positions.

When does a personnel assessment become necessary?

Even before the development and implementation of a personnel assessment system for a clear measurement of the quality and quantity of work in the assessment process, it is advisable to answer several questions:

How to measure indicators? How to build a rating scale?
How to collect reliable information in order to build an assessment?
Who will be the appraiser? Are the evaluators competent enough to carry out the evaluation procedure?
What to do with process instability?
How to deal with the immeasurability of a number of important aspects?
How to avoid "bazaar relations," love - do not love ", binding to pay for each step?
How to link the valuation to the payroll in the face of uncertainty about future payments starting from “ pilot project» to implementation throughout the company, avoiding payroll overruns?

Most often, an enterprise thinks about the development and implementation of a personnel assessment system if:

There is a stable staff turnover
There is no personnel assessment system in the company in principle
Must be accepted managerial decision in the field of HRM companies.
Investments are planned in the development of key areas of the company's activities
A change is planned (or has already taken place) management team companies
A change in the company's strategic goals is expected (or has already taken place)
It is necessary to form a project team to solve strategic business tasks
The legal basis for the movement of employees within the company is a high priority
Reduction of staffing, staffing structure
Introduce optimization processes in the enterprise
Enterprise restructuring is being prepared
The formation of a training plan for the company's personnel requires an understanding of the level of competence of the personnel
Requires the formation of a personnel development plan and the formation of a personnel reserve at the enterprise
There is a downward trend in labor discipline indicators
Significant decline in productivity
There are constant conflicts
Appeals of employees with complaints to the inspecting authorities were recorded
“Ripened” is the need to form or change the system of incentives for personnel at the enterprise.

What methods of personnel assessment are there?

Document Analysis– study of resumes, written recommendations, reviews, documents on education, etc. The reliability of the data presented (education, qualifications, work experience, responsibilities, functions, achievements) is assessed.
Analysis of established standards and regulations— there are certain requirements for processes within the company, such as regulations and requirements for product quality, technological schemes production. The personnel in the company adheres to the established procedures, norms for development and production. Under these requirements, standard assessments are developed.
Psychological testing- allows you to get in a quantitative and descriptive form the results of the assessment of personality traits. Quantitative results allow you to compare employees on certain qualities. A specially instructed specialist can conduct an assessment using personality questionnaires, and only a specialist who knows how to use a particular questionnaire can process the results and make recommendations.
Evaluation of work behavior and assessment interview
Professional tests- are developed for a specific position and test key knowledge and skills for it. They can be created by the immediate supervisor to evaluate the employees of their unit, as well as external experts consulting companies, specialized specialists.
Business essay method - h and for a certain time, the assessed person must describe a real problem that exists, offer an algorithm for solving the problem / task. This method Evaluation allows you to identify the presence of an integrated approach to solving problems, a strategic vision.
Evaluation scales- characterize the desired parameters of skills and competencies and a description of each division of this scale. Scales are selected for a specific grading system.
Ranging– comparative analysis personnel within the division and between divisions of the company, building a "chain" of rating according to pre-developed criteria.
Competency assessment- kit individual characteristics expressed in behavioral indicators and determining the quality of work performed in this position in this organization
360 degrees- this is the receipt of data on the actions of an employee in real work situations and on the business qualities shown by him. At the same time, information is obtained from people who communicate with this person on different levels: boss, colleagues, subcontractors, subordinates, clients.
Assessment center— An integrated competency assessment method is a multiple assessment process, reflected in 5 main properties: a group of participants performs a variety of exercises under the supervision of a team of trained observers who evaluate each participant against a set of predefined, work-related behaviors. Decisions are made by joint discussion of all received data
Goal Management(MBO from Management by Objectives) - begins with a joint (employee and his manager) definition of the employee's key goals for a certain period (from 6 months to 1 year). There should be few such goals and reflect the most important tasks of the employee's activity for the next period and be: specific, measurable, achievable, meaningful, time-oriented.
KPI(Key Performance Indicators) - score by key indicators efficiency - in order for this type of assessment to work not only for monitoring results, but also for improving the efficiency of employees, it must, on the one hand, take into account the strategic goals of the company, on the other hand, be clear and understandable for each employee.
HR audit– diagnostics of the current state of human resources and the effectiveness of the functioning of the personnel management system for compliance with the strategy, goals and objectives facing your enterprise, identification of risk zones and development zones
Certification- this is a procedure for a systematic formalized assessment of the compliance of the activities of a particular employee with the standard for performing work at a given workplace in a given position
Test - cases- this is a structured description of the economic, social or work situation, proposed for its analysis and search possible solutions for the purpose of training or evaluating subjects according to specified parameters. Definition current state professional knowledge, skills and abilities in subject area and the level of expressiveness of professional subject competence and personal characteristics.

How is staff appraisal done?

Standard list of works carried out by A-Range Solutions expert consultants:

introductory meeting with the client. Definition of a problem situation
preliminary assessment of the conditions for carrying out work on personnel assessment: approval of the goals and objectives, deadlines, labor intensity of the work, as well as the budget and composition of the team of experts - consultants. When determining the cost of work, the amount of the project is compared with the expected effect from the implementation of measures to improve the system of selection and adaptation of personnel
formation and approval of the work plan, approval of contact persons by the customer
definition and approval of the methodological part, including the choice of methods and assessment tools. Includes work on the issuance of internal orders, orders regulating this work in accordance with the Labor Code of the Russian Federation, personal notification of the assessed employees before the start of the assessment.
obtaining permission from the customer to collect and process information, conducting interviews with the personnel of the enterprise. Collection, systematization of information. If necessary, by prior agreement with the customer, expert consultants of A-Range Solutions develop questionnaires and questionnaires.
development and approval of the staff assessment structure. For the implementation of these works, it is important that the customer provides verified, reflecting the research problem, reliable information, ensuring data comparability.
carrying out the evaluation procedure itself
development of recommendations based on the results of the work carried out, a preliminary draft report of the work carried out is formed for discussion and agreement with the customer.
formation of the final report. The entire course of work on the assessment of the enterprise's personnel, the results obtained, as well as conclusions and recommendations are described.
selection of experts implementing the implementation of the results of personnel assessment at the enterprise.

What is the result?

Depending on the goals, objectives, issues, you get a systematic structured view of the state of human resources in your company:

understanding current state knowledge, skills and abilities of the company's personnel
compliance of the qualification level of human resources with the strategic and tactical tasks of the company
assessment of the professional contribution of the employee(s) to the efficiency of the company
compliance of the qualification level of employees with the level of their remuneration
compliance of the official duties of the employee (s) with the area of assigned responsibility
functional imbalance of the enterprise (in the context of human resources)
development zones and risk zones of human resources of your company
analysis of the management structure of the enterprise (in the context of HRM)
analysis of existing procedures governing the personnel assessment system
description of possible legal risks (occurrence labor disputes, penalties on the part of inspecting authorities) with reference to a regulatory legal act
recommendations for elimination of violations
priority of tasks in subsequent work with the personnel assessment system
work plan for the implementation of the results of personnel assessment at the enterprise.

Assessment of personnel in the organization - important aspect practice and theory of management. The team of both a private enterprise and public service must be able to realize the goals of the company, based on its values. In order to form and maintain a powerful team, to achieve the strategic goals set by the administration, it is necessary to systematically evaluate employees using various existing methods.

Certification

The most common form of performance appraisal is personnel appraisal and appraisal, which is a special managerial measure periodically carried out in an organization in full compliance with the national labor law. This is done by a special commission, which includes representatives of the leadership, chiefs structural divisions, representatives personnel service and other employees, one way or another related to personnel management.

Certification is integrated system, which uses various estimation methods. Its results are necessary for:

Evaluation of the employee's compliance with the current position, his specialization and skill level (grade), the possibility of revising the salary within the appropriate levels for this position.
Monitoring the fulfillment of the goals set for employees during the previous certification.
Setting goals for the next period.
Definitions for employee development activities.
Making personnel decisions: changing the salary, transferring an employee to another grade, changing specialization, promotion / demotion, transfer to another job, dismissal.
Changes in the compensation package by transferring to another grade (position).

Certification and evaluation of personnel, if possible, should be carried out regularly. Its frequency depends on the position. When carrying out certification, certain characteristics of a particular person are compared: business qualities, sociability, professional qualifications. Then the results obtained are compared with the results of the work of other employees and industry standards for this position.

Selection of indicators

Before developing an employee appraisal procedure, it is necessary to carefully study all the functions and tasks that employees must perform in accordance with job description. Based on the analysis, indicators are selected - criteria for assessing personnel.

For each specific function performed by an employee, or for each individual task, it is necessary to develop clear, well-understood performance indicators and performance standards for subordinates. To establish standards for the performance of work, the optimal number of indicators is selected, which will serve as benchmarks for assessing the various qualities of an employee. In practice, a certain set of evaluation criteria is most often used for this. It may include, for example, the following items:

Professional knowledge.
performance and participation.
Attitude towards managers and employees.
Reliability.
Quality of work.
Work intensity.
The pace of work.
The ability to express yourself.
Ability to organize planning.
Attitude to work.

Evaluation Criteria Requirements

When defining standards, certain requirements must be met. Thus, the developed criteria should:

Display normative ideas about personal and business qualities, labor behavior, the results of an employee's activities, based on organizational and individual goals.
Have quantitative certainty to evaluate different levels of performance.
Be reliable and valid to exclude subjective errors.
Be understandable to managers and performers.

In addition, the costs of the evaluation process should not exceed the benefits of its results. To obtain a thorough description of the object of analysis, it is necessary to use a sufficient number of criteria.

Sequence of evaluation processes

When evaluating and analyzing the effectiveness of employees, it is necessary to follow a certain sequence of actions in order to ultimately obtain clearly structured data. Such analytical material is easier to process, and the business assessment of the staff will be as correct as possible.

The first step is to define the goals to be achieved. They should be described as clearly as possible, otherwise the whole point of certification is lost.
The level of performance actually achieved against the established standards is then measured. The range of methods, ways, tools for this is huge and depends on the structure of the organization and the tasks it performs.
The third step is to compare the actual results with the desired (or expected). This will help to objectively rank employees among themselves based on achievements and failures.
The next stage is the mandatory discussion of the results of the assessment with employees in compliance with all the rules of business ethics.
At the end, motivational, qualification, administrative and other decisions are made based on the results of the study.

Whatever the assessment of personnel management, employees should know what positive results they have achieved in reporting period what prevented them from successfully solving problems and what recommendations they can use in their future activities.

Valuation principles

Personnel assessment methods will fully function subject to the following principles:

Objectivity. Only authentic ones are used information bases and systems of indicators in determining the characteristics of an employee. Current activities, period of work, dynamics of results are taken into account.
Publicity. Comprehensive familiarization of the audited employees with the assessment methodology, bringing the results to the attention of interested parties.
Efficiency. The speed and timeliness of certification, the regularity of its conduct.
Democracy. Participation of members of the audited group in the assessment of subordinates, colleagues.
Unity of evaluation criteria.
Clarity, accessibility and simplicity of the procedure.
Efficiency. Taking prompt action based on the results.

Personnel assessment in the organization is carried out in two areas of activity: current and prospective. Current activities are analyzed in terms of labor productivity and compliance with the requirements for a particular position. When planning long-term activities, managers determine what qualities need to be developed, what needs to be taught to the employee, the procedure for improving qualifications, and how best to unleash his potential.

Basic indicators

In order for the assessment of the work of the personnel of an organization, enterprise, institution to be adequate, it is recommended to first determine a list key indicators. For example, they may be:

labor productivity;
professional conduct;
personal qualities.

The business assessment of the personnel must meet the following requirements: completeness and reliability of displaying the results, specificity, ensuring compatibility with the achievements of other employees, as well as with the previous period.

For different positions, the main indicators may vary. Somewhere stress resistance is important, somewhere speed of decision-making, perseverance and scrupulousness, the ability to convince or the ability to say “no”. A person cannot be perfect in everything. Therefore, 2-4 positions are determined that are critical for a particular profession, and when checking, they focus on them.

In order for the evaluation of the professional activities of employees to be objective, one should use a variety of methods that are best suited to the structure of an organization, its goals, and the nature of the team's activities. Professional sources describe many methods for studying and analyzing the competence of employees. Among them:

Certification is an assessment of the work of personnel, which uses A complex approach using various methods. During the verification certifying commission determines the suitability of the candidate for the vacant position or the position he occupies.
forced choice method. This procedure consists in the selection by experts of the most suitable characteristics for the employee, for example: the ability to plan one's activities, sociability, work experience, etc.
The descriptive method involves the creation of a consistent, detailed characteristics positive and negative traits of each employee.
Testing is a system for assessing personnel, in which professional knowledge and skills, abilities, motives, and personality psychology are determined. These qualities are revealed with the help of special tests that can be deciphered using "keys".
A business game is a kind of management game, during which the knowledge and skills of an employee are analyzed, and his ability to work in a small group is also assessed.
Management by objectives (in foreign literature - Management by Objective (MBO)). Evaluating the effectiveness of personnel by this method involves the general setting of tasks by the manager and employee, after which the results of their implementation are evaluated at the end of the reporting period. This system covers all positions in the company - from technical to institutional levels.
Performance Management. According to this system, not only the final results of the employee's work are evaluated, but also his competencies - those personal qualities that are necessary to achieve the set goals.
The assessment center (group and individual) is designed to test employees in terms of competencies for specific personnel tasks. Personnel assessment methods may include behavioral interviews, as well as case studies (game situations). For the selection of candidates for high positions and in the evaluation of top managers, the emphasis is on behavioral interviews, and for the promotion of employees to the personnel reserve - on business games.
Self-report (performance) consists in conducting oral presentations by a manager or specialist in front of labor collective, during which the implementation of the work plan and personal obligations is analyzed.
360° method. According to him, employees are evaluated by colleagues, managers and their subordinates. For each person, an individual and general questionnaire is filled out.
Evaluation by the method of committees. In accordance with this method, the work of employees is discussed in a group, while it is divided into separate tasks. As a result, a certain list of actions is compiled, each of which is evaluated as successful and unsuccessful.
Method of independent judges: an employee is evaluated by independent persons who did not know him (usually 5-7 people act as "judges"). At the same time, personnel assessment methods are based on the principles of cross-examination.
Interview: The applicant acts as an HR manager and interviews several job applicants. The ability to correctly analyze and select employees is checked.
observation. In this case, the employee is assessed both in an informal (on vacation, at home) and in a working environment using the methods of momentary observations and photographs of the working day.

It should also be noted that at each stage of an employee’s work in a company, certain assessment methods can be used: for example, in the process of selecting an employee for a vacancy, you can use the interview and testing method at the same time, and to make a decision on dismissal from a position, it is enough to conduct an employee appraisal.

Scope of Research

The analysis of personnel assessment directly depends on the amount of research, the quantity and quality of the study methods used. In terms of content, they can be partial, when they evaluate only certain qualities of the performer or the level of work performance, and complex, when they consider business and personal qualities, labor behavior, and performance results in a complex.

According to the regularity of the study, they are divided into those that are organized constantly with a certain frequency (depending on the position: once every six months, a year, two, etc.), and episodic assessments, which are due to a certain stage (completion probationary period, promotion, disciplinary responsibility, etc.).

Depending on the frequency, the assessment is divided into current, final and prospective. The current one determines the level of performance by the employee of duties on this moment. The final summaries the performance of the work and its results at the end of a certain period. Perspective determines the abilities, qualities, motivations, expectations of the employee, that is, it allows you to predict his potential.

Grading system

Depending on the criteria, a quantitative, qualitative, analytical (reduction of all results according to all criteria) assessment and determination of time guidelines are distinguished. Personnel performance appraisal is divided into two types:

Systemic: when all blocks of the analysis system are involved;
Unsystematic: when the appraiser has the right to choose criteria, methods, methods, tools, analysis procedures.

Subjects of evaluation

This concept refers to employees evaluated by their manager, colleagues, clients, subordinates. They can also be subjects of a comprehensive, so-called 360° assessment, which takes into account all of the above factors in combination.

In addition, the so-called self-assessment, or internal assessment of personnel, is practiced. Information in this case is obtained after motivational monitoring. The combination of conclusions on external and internal testing allows you to more fully implement the orienting and stimulating functions of research.

Evaluation of the labor activity of the personnel allows:

Assess the professionalism of an employee, namely: the level of professional training (knowledge, skills), the level of psychological preparation (orientation of the personality, motives of behavior, adaptability, character traits, temperament), labor efficiency (productivity, quality of labor), the desire for rationalization and inventions.
Develop recommendations for the development of personal and professional qualities workers.
Determine the degree of compliance of remuneration, its effectiveness with the efforts of the employee and his expectations.
Determine the main directions of personnel development.
Form an effective mechanism professional motivation employees.

Foreign experience

Personnel assessment in foreign countries somewhat different from how this process goes with us. In the USA and Western Europe, a special personnel assessment test is used - the Bussiness Personality Test (BPT). It contains 100 questions, the results of staff assessment vary on a scale from 0 to 10 points. This allows you to get much more information from each question for analysis than using the traditional “no / yes” scale, or choosing from given answer options.

In the giant General Electric concern, criticism was found to be an ineffective means of informing subordinates about shortcomings in their professional activities. In order to ensure feedback, it is necessary to have a two-way discussion on specific issues for improving performance. In Japan, personnel assessment is based on the production philosophy adopted here, that is, the abilities of each employee are determined individually. A feature of this assessment of personnel is its regularity and obligation for all.

Domestic experience

In Russia, there are also analytical methods personnel assessments, and special electronic devices that work by analogy with "lie detectors". For example, the Luch apparatus, created by researchers at the Institute of Psychology, allows specialists to test such human qualities as quick wits and reaction speed.

Conclusion

Not all of the above methods are equally good in the implementation of the personnel assessment process. Their effectiveness directly depends on the goals set, the level of maturity of the company, its objectives and the type of corporate culture. Equally important is the assessment of staff training, possession of theoretical knowledge and practical skills. Agree, it is better to evaluate an employee using the performance management method, since each company works directly for final result, which is to meet the needs of consumers and make a profit. Therefore, in order to achieve these goals, it is necessary to periodically check how the work of each employee is performed. Already on the basis of these data, the administration can make an appropriate managerial decision to increase wages or, conversely, to reduce it, career growth or the dismissal of a person.

The effectiveness of an organization largely depends on the effectiveness of the people who work. Currently, there are a huge number of different methods that help to form in employees the dedication to their organization, motivation for results, as well as educate highly qualified professionals who can create competition in the market. In this article, we will look at modern methods staff assessments to create and maintain an effective talent pool. Read also the article ⇒ ““

Necessary criteria for assessing personnel to determine effectiveness

To develop any personnel assessment system, the employer must determine the main criteria on which this entire system will be based. The choice of criteria determines the specifics of the work, as well as the goals of the organization. There are three main evaluation criteria that an employer can build on when developing a personnel policy:

Evaluation of the personal qualities of an employee. This evaluation criterion can be formed both from internal and from external sources. This assessment important for employees who work with people constantly. These criteria may include: stress resistance, communication skills, appearance etc.
Assessment of the level of qualification and competence of an employee. In this case, the compliance of the employee with the position held, as well as the ability to apply his qualification knowledge in practice, is assessed. Usually assessment is carried out through testing or solving certain tasks that correspond to required level qualifications.
Evaluation of employee performance. Evaluation is carried out based on the results of the fulfillment of the tasks set, with what result the task was completed, in what timeframe, the efficiency of the use of the resources expended, etc.

A qualitative method for assessing personnel in an organization

The qualitative method is not based on figures, quantitative indicators, it is rather a descriptive method. It is suitable for a certain type of employees for whom behavioral and personal qualities are much more important than numerical indicators.

Approaches within this method	Description
Model approach	Competence of the ideal candidate is compared (a list of job and personal characteristics can be used) with the actual person holding the position
Estimation of an arbitrary characteristic	Data is collected on the results of the employee in the workplace: all his victories and failures. And on the basis of this, a conclusion is made about the effectiveness of the employee
Evaluation of the work performed (results)	One of the simplest approaches, when a conclusion about an employee is made based on the fact of the work performed by him
Survey of colleagues	The conclusion about the employee is made by interviewing his colleagues and employees from other departments
Personal conversation with an employee	The assessment is carried out on the basis of a personal conversation between the manager and experts directly with the employee himself

Quantitative method for assessing personnel in an organization

Considered one of the simplest and effective methods evaluation based on quantitative indicators. For employees, a certain bar is set, below which they cannot fall, and for a significant excess they receive certain bonuses. The method is quite transparent and understandable for all participants labor relations. The only aspect worth mentioning is the development of efficient and balanced scorecard that really will work a complex and time-consuming process. It is often difficult for an employer to maintain a balance between overestimated and underestimated indicators, since the former cause dissatisfaction among the employees themselves, and the latter reduce motivation.

	Description
Point system	A fairly simple evaluation system, when employees gain points over a certain period of time. The employer establishes a point scale, according to which, at the end of the period, the effectiveness of each employee is evaluated
Rating system	Within the framework of this system, employees compete among themselves for a place in the ranking. At the end of the evaluation period, the best employees are selected within this rating
Free scoring system	For each achievement, employees receive points, which are subsequently summed up and based on these amounts, employee ratings are formed

Combined personnel assessment method

This method includes the two previous methods and is a set of indicators by which the employee is evaluated from different angles. There may be performance labor activity and the ability to work in a team, the number of sales and communication skills, etc.

Assessment Methods	Approaches within the framework of these methods	Description
Combined Methods	Average rating system	The employer draws up a set of characteristics, for each of which points are set on a certain scale. Then all these scores are summed up, and the total average score is calculated to evaluate the employee.
	Grouping system	Employees are divided into groups according to the results of the work performed. Each group is assigned a certain rating from "unsatisfactory" to "excellent"

Approaches to assessing the qualifications and competence of employees of the organization

The qualification and professionalism of the employee is the basis on which the trust of the manager is based. But at present, in view of the rather rapidly changing scientific and technological progress, the market, as well as legislation, the requirement for the knowledge and skills of employees is increasing. Therefore, in order to adequately assess the effectiveness of personnel, employers have to use special approaches to assess the qualifications and competence of employees:

Certification of employees is one of the effective methods for assessing the professionalism, motivation of an employee, as well as confirming the qualifications of an employee. There are a number of specialties for which annual certification is a mandatory procedure. For others, this is an excellent opportunity to understand what they lack to be competitive and maintain high level professionalism.
Competency Assessment Center is one of the most modern approaches to the evaluation of employees, which is carried out in several stages and uses a variety of approaches to the evaluation of participants. Based on the results of the conduct, the employee receives a report, the so-called feedback, which includes, in addition to the results, a set of proposals for improving his professional competence.
Testing, filling questionnaires developed to determine not only the level of competence of the employee, but often the personal qualities of the employee. This approach is often used in the selection of candidates for vacant position to determine the best candidate.
An interview is one of the simplest approaches, but there are a number of psychological approaches to conducting an interview to identify the psycho-emotional state of an employee and his reaction to possible situations.
Involvement of experts from outside organizations for independent evaluation. Probably one of the most difficult assessment methods for an employee, but nevertheless the most objective.
Simulation various situations- it can be like business games in which employees are offered to complete a certain case, taking into account limited resources, or creating a competitive environment in the current workflow to identify stronger employees.

Evaluation of personnel using various principles makes it possible to clearly identify any aspects related to the fulfillment of the tasks assigned to them by employees, to determine the characteristics, personal qualities of the employees of the organization.

The principles of personnel assessment are based on a study of common criteria, 25 of which are sufficient to identify the qualities of a person. Among them may be the ability to generalize orally or in writing, management, career motives, internal standards, including ethical principles, self-esteem of a person, his organizational and Creative skills organization, reliability, etc.

Often, the personnel assessment system at an enterprise involves the use of an assessment center method or a universal integrated method. If the goals and objectives of personnel assessment are correct, then it is possible to effectively evaluate the work of employees, taking into account:

current control of work results;
the possibility of carrying out activities for certification;
results obtained in the process of current control and certification.

It is very important to bring the results of current control and certification to each employee in a timely manner.

The concept and goals of personnel assessment are associated with a purposeful process that allows you to establish the compliance of all the qualitative characteristics of an employee, including his skills, motivation, abilities and character, with the requirements of the role he performs.

Assessment and development of personnel allow achieving the following goals:

identify the level of professionalism of the employee (knowledge, skills, abilities);
to investigate psychological readiness (motives of personality behavior and its orientation, employee's temperament);
evaluate the employee's labor efficiency related to the productivity and quality of labor, the desire for rationalization and invention;
develop appropriate recommendations for the development of personal and professional qualities of employees;
identify the degree of correspondence between the level of remuneration and the efforts made by employees, the level of performance and the expected result;
establish directions for staff development;
form an effective mechanism for motivating employees.

Methods on the basis of which the employee is assessed

Qualitative (descriptive) methods allow you to evaluate employees without using quantitative ones. The most common among them is the matrix method, which is based on comparing the characteristics of an employee with possible ideal criteria corresponding to the position he occupies.

It is possible to single out the achievements of the strongest and the mistakes of the weakest workers by applying the method of a system of arbitrary characteristics, which involves comparing these indicators with each other. Using an elementary method, they evaluate the activities of an employee of the organization as a whole. Often, the use of the “360 degrees” method allows you to assess the employee from all sides by other employees, from management to the company's customers. The prospects and results of the work of an employee are discussed on the basis of a discussion method conducted by experts and management.

Combined or descriptive methods are based on quantitative aspects. For example, testing or a method of summing up scores. Each of the characteristics is evaluated according to a specific scale, followed by the determination of average indicators for comparison with ideal ones.

Quantitative methods make it possible to evaluate the qualities of an employee with the greatest objectivity, fixing each result in numbers. The ranking method is the most common quantification, which is a rating of employee characteristics compiled by several managers. After that, the ratings for all employees are reconciled and those at the bottom of the table are reduced. If the method is applied scoring, then the employee can receive in advance a certain amount of points - they are summarized at the end of the entire period.

Comprehensive employee assessment indicators

Using the criteria for assessing personnel, it is possible to obtain a characteristic of indicators that are equivalent for all employees. Since information about the employee must be reliable, this will require objectivity and accuracy of indicators. That's why comprehensive assessment personnel work is carried out on the basis of clearer criteria.

The criterion or a certain threshold affects whether the indicator will be satisfactory or unsatisfactory - in relation to established requirements from the organization to the employees. They are both planned and standardized.

Personnel assessment technologies involve the use of groups of the following criteria:

Professional.
Business.
Moral-psychological.
specific.

Professional criteria include characteristics related to knowledge in the field of professional activity, skills, abilities, professional experience of a person, etc. Among the business criteria are: responsibility, organization, efficiency, initiative.

Moral and psychological criteria are associated with justice, honesty, psychological stability, the employee's ability to self-esteem. Forming specific criteria are the qualities of an employee that characterize his authority, state of health, personality traits.

The system of indicators should be formed on the basis of:

Indicators of all 3 groups, which are equally important. If priority criteria are recognized certain group, this will lead to the neglect of other activities by employees.
Indicators that should not only cover all the necessary aspects of labor activity, but also not form an overly cumbersome system that will require a lot of time and money.

Personnel assessment automation system

The enterprise has a subsystem that facilitates the work of the personnel manager, labor engineer, heads of departments for organizational development and personnel management. The work of employees is evaluated by the above specialists and heads of departments on the basis developed by 1C - a personnel assessment program based on special methods.

The product includes the following modules:

Professional and psychological testing.
competency models.
Evaluation of work results by KPI.

The functional areas of the program 1C: Enterprise in the subsystem "Personnel Assessment" are:

Certification of personnel and analysis of labor results.
Monitoring the socio-psychological climate in the team in the process of implementing new or risky management decisions.
The study of strengths and weaknesses project and management teams.
Creation of teams of professionals, taking into account the individual psychological characteristics of each employee.
Selection and admission of candidates based on the analysis of the evaluated qualities, conducting personnel competitions, rotation of personnel, taking into account the compliance of employees with job requirements.
Implementation of a system of personnel competencies, predicting the behavior of employees in typical situations in order to identify potential risks associated with the activities of employees.
launch automated processes, including assessment and certification of personnel.
Evaluation of the work of employees in the system of performance indicators (KPI).

The algorithm of all actions for the assessment and certification of employees is shown in the figure (PICTURE 1).

Rules for the development of an organization's personnel assessment system

The personnel evaluation system can be developed as follows:

The assessment system, which is adopted in another organization, is copied.
Developed an evaluation system independently.
Consultants are invited to develop a system that meets the selected requirements.

If the management instructed a personnel management specialist to develop an assessment system, then it may not get the desired result due to the fact that there are practically no absolutely identical organizations. At the same time, this moment can positively affect the further promotion of staff on the career ladder.

If at one enterprise the requirements for employees are high, then at another they are average. In general, building an effective personnel assessment system in any organization will allow each employee to improve their status and qualifications. All specialists of the same profession and equal qualifications in different organizations perform different tasks, have different needs, etc.

If an organization needs to evaluate the results of the work of those specialists or workers whose activities are regulated by established standards and regulations, then clear indicators can be obtained. These include the number of customers served, sales volume, etc.

A comprehensive assessment of personnel is associated with the establishment of not only the required level of indicators, but also certain conditions for the behavior of employees, allowing each performer to achieve a high level of efficiency of their own work. If there are no clear indicators for evaluating the results of labor, then they are working goals set on the basis of the employee's job functions.

As evaluation tools are selected and procedures are defined to evaluate the work of employees in an organization, different enterprises can develop and impose completely different requirements. This affects the effectiveness of the indicators obtained: they will be relevant only if the staff correctly perceives their work results.

To extract maximum benefit From the operation of the evaluation system, it is necessary to correctly determine its goals, since very often it comes down to issues related to bonuses and remuneration.

Stages of building a personnel assessment system

The main purpose of personnel assessment procedures is to obtain objective information on the following indicators:

The results of the work of employees.
The effort required of them to achieve these results.
Employee satisfaction with working conditions.
Satisfaction of employees with the remuneration received.