The main forms and methods of personnel assessment. Modern systems of personnel assessment in the organization

Why do we need personnel assessment, and how human resources services can most effectively carry out personnel policy. The article talks about systems, methods and criteria for personnel assessment. An algorithm for constructing an employee assessment system is described. What methods of personnel assessment exist, in what cases they are applied. This article will help you understand the rather complex structure of the personnel assessment system, and will allow you to understand how you can get valuable information about a person for making decisions aimed at increasing the performance of subordinates.

Assessment system structure

Many companies sooner or later face the problem of personnel appraisal. Indeed, for the successful development of any structure, it is necessary to constantly improve, know its prospects and correct mistakes.

Personnel assessment enables managers or personnel services to more effectively pursue personnel policy, improve, attract new employees instead of those who do not cope with their responsibilities and, thereby, make work of higher quality.

Personnel assessment is a system for identifying certain characteristics of employees, which then help the manager in making management decisions aimed at increasing the performance of subordinates.

Typically, personnel assessment is carried out in three areas:

employee qualification assessment - when the characteristics of the standard are identified and compared with a specific person;
analysis of work results - here the quality of the work performed is assessed;
assessment of the employee as a person - are identified personal characteristics and are compared with the ideal ones for the location.

If we generally talk about building an assessment system in a company, it is very important to remember three main features, isolation from which will not give the required result.

First, the assessment must be carried out regularly.

Second, it must have a clearly defined purpose.

And thirdly, the assessment system should be transparent to everyone and based on generally understood criteria.

The personnel appraisal system itself is a whole series of actions and activities aimed at employee appraisal and are ongoing.

This system, to be effective, should be based on a basic and universal scheme for carrying out this assessment.

The first thing to do is to identify the company's need for personnel assessment and, on their basis, formulate clear goals that will be pursued when assessing employees. Among the main goals, the monitoring of the social climate in the team, the assessment of the quality of work and the degree to which a person's qualifications correspond to the position are usually highlighted.

The second step is to determine the subject of assessment, that is, who to assess. Depending on the goals, that the target audience, the information about which the company needs in the first place.

This is followed by the definition of the criteria by which the assessment will be carried out.

This requires professionals in the industry who can identify the most appropriate characteristics for each specific position.

After choosing the criteria, it is necessary to choose an assessment method based on them. The choice of the method itself is also carried out depending on some criteria, among which are compliance with the goals set at the beginning, the degree to which one or another suitable method is used, objectivity, which is best expressed in quantitative characteristics, understandability for the evaluated, and demand, that is, the results should really be necessary.

The next stage of the personnel assessment system is called the preparatory stage. There are a number of steps that need to be taken to assist in the assessment itself.

creation of an internal regulatory framework for assessment - development of provisions, regulations;
training of the personnel who will directly conduct the assessment;
informing the staff about the upcoming assessment and its positives.

After that, the assessment system enters its main stage - the actual assessment itself, the implementation of the entire project.

Then it is necessary to analyze all the information collected as a result of the assessment for its relevance and the quality of the system itself.

The final stage in the implementation of the assessment system is action - making management decisions in relation to those people who were assessed - promotion, demotion, training.

Personnel assessment methods

Let us now consider the methods themselves that can be used in personnel assessment.

According to their focus, they are classified into three main groups: qualitative, quantitative and combined.

Qualitative methods are methods that define employees without applying quantitative indicators... They are also called descriptive methods.

the matrix method - the most common method, involves comparing the qualities of a particular person with the ideal characteristics for the position;
system of arbitrary characteristics method - manual or personnel service simply highlights the most striking achievements and the worst mistakes in a person's work, and comparing them draws conclusions;
assessment of the performance of tasks is an elementary method when the work of an employee is assessed as a whole;
method "360 degrees" - involves the assessment of the employee from all sides - managers, colleagues, subordinates, clients and self-assessment;
group discussion - a descriptive method - which provides for a discussion of the employee with his supervisors or experts in the industry about the results of his work and prospects.

Combination methods are a collection of descriptive methods using quantitative aspects.

testing is an assessment based on the results of the decision in advance of the assigned tasks;
method of the sum of estimates. Each characteristic of a person is evaluated on a certain scale, and then displayed average comparable to the ideal;
a grouping system in which all employees are divided into several groups - from those who work perfectly and to those whose work is unsatisfactory against the background of the others;

Quantitative methods are the most objective, since all results are recorded in numbers;

rank method - several managers make up a rating of employees, then all ratings are compared, and usually the lowest are cut;
point assessment method - for each achievement, the staff receives a certain number of points in advance, which are summed up at the end of the period;
free point assessment - each quality of an employee is assessed by experts by a certain number of points, which are summed up and an overall rating is displayed.

All of the above methods are able to effectively evaluate only a certain aspect of a person's work or his socio-psychological characteristics.

Therefore, it is not surprising that in Lately more and more often, a universal complex method is used - the method of assessment centers, which has incorporated elements of many methods, in order to achieve the maximum objective analysis staff.

This method has as many as 25 criteria by which a person is assessed.

Among them: the ability to learn, the ability to make verbal and written generalizations, contact, perception of the opinions of others, flexibility in behavior, internal standards, creative characteristics, self-esteem, the need for approval by superiors and colleagues, careerist motives, the reality of thoughts, reliability, variety of interests, sustainability stressful situations, energy, organization, organizational and management skills.

Main evaluation criteria

All criteria for assessing personnel are usually divided into two main categories - performance criteria and competency criteria.

When assessing the effectiveness, the achieved performance indicators of a particular person are compared with the planned indicators for this period work. To this end, clearly measurable objectives are set before the start of the reporting period. The effectiveness of work is expressed in specific indicators: sales volume, number of completed projects, amount of profit, number of transactions.

When assessing the competence of an employee, his knowledge and ability to apply them in practice, personal qualities, behavior are assessed.

One of the most effective ways such an assessment is the solution of situational tasks, taking into account the position that the employee occupies or for which he applies.

These tasks are of two types - descriptive and practical, and differ in the nature of actions when solving a specific task.

Thus, the personnel assessment system is quite complex and has many nuances and aspects that need to be paid maximum attention. Otherwise, all the work invested in the assessment may result in a complete lack of information required at the output.

What is staff assessment?

Personel assessment- assessment of the existing state of knowledge, skills, and abilities by 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 ..

Objectives of the assessment in the "wide" use of the procedure

Recruitment, competition for filling a vacant position
Formation of a personnel reserve
Rotation of personnel
Determination of staff readiness for changes during reorganization
Downsizing
Determination of development potential
Determining training needs
Formation of a system of motivation with encouragement

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

Assessment of the current activities of employees.
Coordination of goals for the next period.
Staff development.
Administrative decisions
To help heads of departments of the company assess human resources and the effectiveness of their use.
Help employees understand the requirements for their position and get the opportunity to find out what exactly 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 adjustments to job responsibilities.
The assessment allows you to answer the questions: "What to teach?", "How to teach?", "Whom to teach?"
Conducting an assessment should help make the relationship in the company's team more business and transparent; eliminate misunderstandings between managers and subordinates.

The introduction of a system of attestation and assessment of professionally important qualities is an important mechanism of the personnel management system, which makes it possible to control the state of professional training, functional skills of employees of the enterprise. The implementation of a comprehensive mechanism for attestation and assessment of employees of the enterprise, allows you to use 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:

Systems of material and non-material incentives for personnel
Personnel selection and adaptation systems
Personnel training systems
Personnel development systems
Formation and work with the personnel reserve
Self-motivation and development of leadership qualities of personnel
Performance improvement systems

Based on many years of experience in conducting appraisal activities of A-Range Solutions experts, in order to implement a comprehensive personnel appraisal system, we offer you to carry out its clear regulation, providing appropriate procedures and documents, which will minimize personal and subjective factors in personnel appraisal. At the same time, it makes sense to immediately develop two areas of assessment: official certification (in accordance with the requirements of the legislation once every three to five years) and qualification assessment to determine the directions of personnel development and 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 the need to assess personnel arise?

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

How to measure indicators? How to build a rating scale?
How to assemble reliable information, for building an estimate?
Who will be the appraiser? Are the evaluators competent enough to carry out the evaluation procedure?
How to deal with process instability?
What about the immeasurability of a number of the most important aspects?
How to avoid "bazaar relationships," I love - I do not like ", binding to the payment of each step?
How to link a valuation to a fund wages in the conditions of uncertainty of future payments, ranging from a "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 appraisal system in the company in principle
It is necessary to make a management decision in the field of HRM of the company.
Investments are planned in the development of key areas of the enterprise
It is planned (or has already taken place) a change in the management team of the company
A change in the company's strategic goals is expected (or has already occurred)
It is necessary to form a project team to solve a strategic business problem
The legal basis for the movement of employees within the company is of high priority
Reduction of the number of staff, staff structure
Introduce enterprise optimization processes
The restructuring of the enterprise is being prepared
Formation of a training plan for company personnel requires an understanding of the level of competence of personnel
The formation of a personnel development plan and the formation of a personnel reserve at the enterprise is required
There is a tendency of falling indicators of labor discipline
A noticeable decrease in labor productivity
There are constant conflict situations
Recorded complaints from employees to the inspection authorities
The need for the formation or change of the personnel incentive system at the enterprise has "ripened".

What methods of personnel assessment are there?

Document analysis- study of resumes, written recommendations, reviews, educational documents, etc. The reliability of the submitted data (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 standards and requirements for product quality, production flowsheets. The personnel in the company adhere to established procedures, norms for development and production. Standard assessments are developed for these requirements.
Psychological testing- allows you to obtain in a quantitative and descriptive form the results of assessing personality traits. Quantitative results allow you to compare employees for specific qualities. A specially instructed specialist can conduct an assessment using personal questionnaires, and only a specialist who knows how to use a specific questionnaire can process the results and give recommendations.
Work Behavior Assessment and Assessment Interview
Professional tests- are developed for a specific position and test the knowledge and skills key for it. They can be created by the direct supervisor to assess the employees of his department, 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, propose an algorithm for solving the problem / task. This assessment method allows us to identify the presence of an integrated approach to solving problems, a strategic vision.
Rating 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 a division and between divisions of the company, building a "chain" of rating according to previously developed criteria.
Competency assessment- a set of individual characteristics expressed in behavioral indicators and determining the quality of work performed in a given position in a given organization
360 degrees- this is obtaining data about the actions of an employee in real work situations and about the business qualities Oh. At the same time, information is received from people who communicate with this person at different levels: the boss, colleagues, subordinates, subordinates, clients.
Assessment-center- A comprehensive method for assessing competencies 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 assess each participant according to a set of predefined, directly related to work patterns of behavior. Decisions are made through a joint discussion of all the data received.
Management by goals(MBO from Management by Objectives) - begins with a joint (employee and his manager) determination of the employee's key goals for a certain period (from 6 months to 1 year). There should be few such goals and should reflect the most important tasks of the employee's activity for the next period and be: specific, measurable, achievable, significant, time-oriented.
KPI(Key Performance Indicators) - assessment by key performance indicators - for this type of assessment to work not only to control the results, but also to improve the efficiency of employees, it must, on the one hand, take into account the strategic goals of the company, on the other, be clear and understandable for each employee.
HR audit- diagnostics of the present state human resources and the effectiveness of the functioning of the personnel management system for compliance with the strategy, goals and objectives of your enterprise, identification of risk zones and development zones
Attestation Is a procedure for a systematic formalized assessment of the compliance of a specific employee's activities with the standard of performance of work at a given workplace in a given position
Test - cases Is a structured description of an economic, social or working situation, proposed for its analysis and search for possible solutions in order to train or evaluate the subjects according to the given parameters. Determination of the current state of professional knowledge, abilities, skills in the subject area and the level of expression of professional subject competence and personal properties.

How is the staff assessment carried out?

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

initial meeting with the customer. Definition of the problem situation
preliminary assessment of the conditions for carrying out work on personnel assessment: approval of the goal and objectives, timing, labor intensity of work, as well as the budget and the composition of the team of experts - consultants. When determining the cost of work, the amount of the project is compared with the expected effect of the implementation of measures to improve the system for the selection and adaptation of personnel
formation and approval of a work plan, approval of contact persons from the customer
definition and approval of the methodological part, including the choice of methods and assessment tools. Includes work on the publication of internal regulations, orders regulating this work in accordance with the Labor Code of the Russian Federation, personal notification of the evaluated employees before the start of the assessment.
obtaining permission from the customer to collect and process information, conduct interviews with the personnel of the enterprise. Collection, systematization of information. If necessary, by prior agreement with the customer, the experts - consultants of the A-Range Solutions company develop questionnaires, questionnaires.
development and approval of the personnel assessment structure. For the implementation of these works, it is important that the customer provides verified, reflecting the research problem, reliable information, ensuring the comparability of the data.
carrying out the actual assessment procedure
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 assessing the personnel of the enterprise, the results obtained, as well as conclusions and recommendations are described.
selection of experts who implement the implementation of the results of personnel assessment at the enterprise.

What is the result?

Depending on the goals, objectives, problems, you acquire a systematized structured view of the state of human resources in your company:

understanding of the current state of knowledge, skills, and skills of the company's personnel
conformity qualification level human resources to 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
a description of possible legal risks (the occurrence of labor disputes, penalties from the inspection authorities) with reference to the 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.

What are the company's key resources? Money, technology or information? A competent manager will answer without hesitation - of course, people will come first.

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It is about the professionalism of the employees, their experience, qualifications and skills. To improve the efficiency of using this asset, various analysis systems are applied.

The history of development

Modern approaches, terms and principles of personnel assessment are a product of the evolution of science and production activities... Study general patterns process allows you to understand it at the moment.

The stages of forming a theoretical and practical base are as follows:

in the 20s and 30s. of the last century, enterprises were seriously interested in using a scientific approach in the organization of labor and control of workers, in this regard, the scientist was given the opportunity to summarize the available information, based on the results of experiments carried out in real conditions;
50-80 years. - the period of building schemes for testing various categories of employees and indicators of their performance;
since the beginning of the 90s. and to this day, existing knowledge is systematized and the skills acquired are further developed, which allows companies to purposefully apply latest theories given the experience gained.

Unlike the West, in our country there is a surge of interest in governance labor resources happened relatively recently - at the end of the last century. And, despite the fact that the principles remain general for everyone, in practice one has to take into account mentality, as well as national and psychological characteristics.

So Russian managers ready-made Western models do not fit. They will have to find their own ways to apply the theoretical base and experience of foreign colleagues in order to build an individual model of personnel management in a modern organization.

Types

The existence of any company is justified by a certain result of activity, which is achieved by the joint work of the entire team. The team must be balanced to effective solution assigned tasks. Various professional methods are used to select the optimal composition.

The structure of the assessment system includes:

the subject who will be engaged in the research - for example, a leader, a group of controllers, colleagues, subordinates, a third-party specialist or the subject himself, in addition, the use of combinations of the listed forms is allowed;
an object, and it can be either one employee or a certain category;
subject - a characteristic undergoing analysis, most often performance or personal qualities inherent in an employee.

Different research methods are used depending on the situation. This is due to the impossibility of applying the same approach to assessing the quality or quantity of the product produced and the benefits that the organization received.

There are many different systems classified based on the criteria they consider.

Traditional

In Russia, one of the most common forms of employee analysis is personal assessment based on the subjective conclusions of the immediate supervisor.

The method is effective for large structures that function in the absence of external shocks.

Despite the established procedure for the procedure, there are several approaches to its implementation.

Standard grade

During the certification period, a special form is filled out, where individual aspects of the employee's activity are correlated with the established ideal value.

The simple and low-cost method is one-sided and does not take into account professional characteristics.

In an effort to modernize the approach described above, employers often invite a personnel specialist who fills out the appropriate form based on the results of an interview with the line leader of the unit where the subject works.

This ensures an impartial assessment and a positive attitude of subordinates.

Comparative methods

Ranking involves the arrangement of objects from the best to the least effective by correlating the level of individual achievements of employees, marked in a special table.

The method is approximate enough, it can be used to identify the need for further development - for example, additional training.

The use of direct opposition can spoil relationships within the team and cause distrust of leadership.

Goal setting

The essence of the technique is to formulate goals for a certain period. Efficiency is achieved by coordinating actions with a subordinate. P

Moreover, such tasks must meet the following criteria:

uniquely definable;
quantifiable;
with a high probability of achievement and at the same time requiring efforts;
related to the labor functions of the employee and the mission of the organization;
with a limited execution period.

Unconventional

Many companies today consider conventional valuation tools to be insufficiently effective. In this regard, new methods and research technologies began to actively develop.

Among them are:

analysis of the employee by his colleagues and assessment of the ability to perform labor functions as part of a team;
analysis of the individual achievements of an employee or department, taking into account the indicators of the organization;
certification of ability to professional growth, mastering new skills and abilities.

One of the most popular methods is considered to be the 360-degree system.

Colleagues, clients and management of the research object fill out a special questionnaire. Thus, a comprehensive monitoring of the subject is carried out.

In addition, methods of psychological analysis have become widespread. With the help of tests and interviews, the presence of certain features and the degree of their development are revealed.

Large structures create special programs that analyze the capabilities of employees -.

Quantitative

The most common type of such research is a questionnaire survey. Using a list of questions in a numeric dimension, a predefined variable is analyzed.

The respondent is invited to answer in a free form or choose the most appropriate from the options offered.

Qualitative

In this case, information is obtained through in-depth analysis of a small amount of data. Most often, interviews are chosen among the methods of personnel assessment.

It is carried out according to the following rules:

questions are asked by a human resources specialist;
there is no dialogue;
the correspondent should not influence the content of the responses;
the purpose of the conversation is to collect material as an indicator of the subject's presence of certain references.

Modern methods of personnel assessment and their characteristics

To conduct an effective study of an employee's competencies, taking into account his past merits and existing potential, more and more complex systems are used.

Their creation requires special knowledge and skills. In addition, it is necessary to understand business processes, to have a good understanding of the company's tasks and the specifics of its activities.

Business Appraisal

To determine the degree of suitability of an employee and his position or vacancy for which he is applying, it is necessary to analyze many factors related to him.

As a result of the procedure, the following will be formed:

conclusion about the availability of knowledge and skills;
socio-psychological image of the subject;
medical report on the possibility of performing labor functions;
list of business and moral characteristics;
influence on the employee's efficiency bad habits and hobbies;
the degree of aptitude;
results of certification.

Determination of the employee's potential

This assessment includes the identification of some competencies:

skill level;
experience;
psychology of Personality;
general culture;
working capacity;
physical and mental health.

The following methods of analysis are most often used:

the personnel assessment center is a business game where observers collect information on a number of criteria in conditions that are as close to reality as possible;
testing the presence of psychological and physical qualities, the ability to carry out any activity;
a questionnaire that allows you to form an opinion about the level of intelligence, features of thinking, attention and memory;
study of biography;
referring to one of the mental types of people;
conversation to determine the level of knowledge.

Individual

This research method allows you to draw up a report indicating the assessments of experience in various areas and qualitative characteristics.

It is carried out in the form of an interview, composed in such a way as to reveal the necessary potential or an interactive game, which is more effective tool in the selection of executives and sales managers.

Group

Consider the complex monitoring of a division of a firm using the assessment center as an example. It is conducted on the basis of an established set of criteria and competencies. It is unique for each organization and is a reflection of its requirements for its employees.

The principle of the approach is quite simple:

the expert observes the subject in a simulated situation;
all information is entered into a special form;
recommendations are formed based on the results.

Assessment of management personnel

Personnel assessment in the organization - important aspect practice and theory of management. The team of both a private enterprise and public service must be able to fulfill the company's goals based on its values. To form and maintain a powerful team, to achieve the set strategic objectives of the administration, it is necessary to systematically assess employees using various existing methods.

Attestation

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

Attestation is a complex system that uses a variety of assessment methods. Its results are required for:

Assessment of the employee's compliance with the current position, his specialization and the level of qualification (grade), the possibility of revising the salary within the framework of the corresponding levels for this position.
Monitoring the fulfillment of the goals set for employees during the previous attestation.
Setting tasks for the next period.
Definitions for employee developmental activities.
Making personnel decisions: changing the salary, transferring an employee to another grade, changing specialization, raising / lowering a position, transferring to another job, dismissal.
Changes to the compensation package by transferring to another grade (position).

Personnel qualifications and assessments should be carried out on a regular basis whenever possible. Its frequency depends on the position. When conducting certification, certain characteristics of a particular person are compared: business qualities, communication skills, professional qualifications. The results are then compared with the performance of other workers and industry benchmarks for the position.

Indicator selection

Before developing an employee certification 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 the employee, or for each individual task, it is necessary to develop clear, well-understood performance indicators and standards for their implementation. To establish the 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.
Diligence and participation in work.
Attitude towards managers and employees.
Reliability.
Quality of work.
The intensity of the work.
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 followed. So, the developed criteria should:

Display normative ideas about personal and business qualities, work behavior, employee performance, based on organizational and individual goals.
Have quantitative certainty for assessing different levels of performance.
Be reliable and reliable in order to rule out subjective errors.
Be understandable for managers and performers.

In addition, the costs of the assessment 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 adhere to 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 staff will be as correct as possible.

First, the goals are specified for implementation. They must be described as clearly as possible, otherwise the whole point of the certification is lost.
The actual level of performance achieved against the established standards is then measured. The range of methods, methods, 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) results. This will help to objectively rank employees among themselves based on achievements and failures.
The next stage consists in the obligatory discussion of the assessment results 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 research results.

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

Evaluation principles

Personnel assessment methods will fully function in compliance with the following principles:

Objectivity. Only valid information bases and metrics for defining employee characteristics. The current activity, period of work, dynamics of results are taken into account.
Publicity. Comprehensive familiarization of the tested employees with the assessment methodology, bringing the results to the attention of stakeholders.
Efficiency. The speed and timeliness of certification, the regularity of its implementation.
Democracy. Participation of the members of the audited group in the assessment of subordinates, colleagues.
Unity of evaluation criteria.
Clarity, accessibility and simplicity of the procedure.
Effectiveness. Taking prompt action based on the results obtained.

Personnel assessment in the organization is carried out in two areas of activity: current and prospective. Current activity analyzed for work performance and compliance with the requirements for a specific position. When planning promising activities, managers determine what qualities need to be developed, what needs to be taught to an 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 begin with defining a list of the most important indicators. For example, they can be:

labor efficiency;
professional behavior;
personal qualities.

Business assessment of personnel must meet the following requirements: completeness and reliability of the display of results, concreteness, ensuring compatibility with the achievements of other employees, as well as with the previous period.

Key figures may vary for different positions. Somewhere stress resistance is important, somewhere prompt decision-making, perseverance and scrupulousness, the ability to convince or the ability to say "no". A person cannot be perfect in everything. Therefore, they determine 2-4 positions that are critical for a particular profession, and when checking them, they focus on them.

In order to score professional activity was objective, you should use a variety of methods that best suit the structure of an organization, its goals, as well as the nature of the team's activities. Professional sources describe many methods for studying and analyzing the competence of employees. Among them:

Attestation is an assessment of the performance of personnel, which uses an integrated approach using a variety of methods. During the audit, the attestation commission determines the suitability of the candidate for the vacant position or the position that he occupies.
The forced choice method. This procedure consists in the selection by experts of the characteristics most suitable for the employee, for example: the ability to plan their activities, sociability, work experience, etc.
The descriptive method involves creating a consistent, detailed characterization of the positive and negative traits of each employee.
Testing is a personnel assessment system that determines professional knowledge and skills, abilities, motives, personality psychology. These qualities are revealed using special tests that can be deciphered using "keys".
A business game is a kind of management game, in the course of which the knowledge and skills of an employee are analyzed, as well as his ability to work in a small group is assessed.
Management by Objectives (in foreign literature - Management by Objective (MBO)). Evaluating the effectiveness of personnel using this method provides for the general setting of tasks by the manager and the employee, after which the results of their implementation are assessed 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 assessed, 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 by competencies for specific personnel tasks. Personnel assessment methods can include behavioral interviews as well as case studies (game situations). For the selection of candidates for high positions and in the assessment of top managers, the emphasis is on behavioral interviews, and for the promotion of employees to the talent pool - on business games.
Self-report (presentation) consists in conducting oral presentations of a manager or a specialist in front of the work 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. An individual and general questionnaire is filled in for each person.
Assessment by the method of committees. In this method, the work of employees is discussed in a group, and it is broken down into separate tasks. As a result, a list of actions is drawn up, each of which is assessed as successful and unsuccessful.
Method of independent judges: the employee is evaluated by independent persons who were not familiar with him (usually 5-7 people act as “judges”). At the same time, personnel assessment methods are based on the principles of cross-examination.
Interview: Applicant acts as HR manager and interviews multiple job candidates. The ability to correctly analyze and select employees is tested.
Observation. In this case, the employee is assessed both in an informal (on vacation, at home) and in a work environment using the methods of instant 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, the interview and testing method can be used simultaneously, and to make a decision on dismissal from the position, it is enough to conduct an employee certification.

Research volume

The analysis of personnel assessment directly depends on the volume of research, the quantity and quality of the research 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 in a complex business and personal qualities, labor behavior, and the results of activities.

According to the regularity of the research, 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 that 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. Current determines the level of performance of duties by the employee at the moment. The summary summarizes the work performed and its results at the end of a certain period. Perspective determines the abilities, qualities, motivation, expectations of the employee, that is, it allows us to predict his potential capabilities.

Rating system

Depending on the criteria, there is a quantitative, qualitative, analytical (summary of all results for all criteria) assessment and the definition of time benchmarks. Personnel performance assessment is divided into two types:

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

Subjects of assessment

This concept means employees assessed by their manager, colleagues, clients, subordinates. They can also be subjects of a comprehensive, so-called 360 ° assessment, taking into account all of the above factors in a complex.

In addition, the so-called self-assessment, or internal assessment of personnel, is practiced. In this case, information is obtained after conducting motivational monitoring. The combination of conclusions on external and internal testing allows for a fuller implementation of the orienting and stimulating functions of research.

Assessment of the labor activity of personnel allows:

Assess the professionalism of the employee, namely: the level of professional training (knowledge, skills), the level of psychological training (personality orientation, motives of behavior, adaptability, character traits, temperament), labor efficiency (productivity, quality of work), 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.
To form an effective mechanism for professional motivation of employees.

Overseas experience

The assessment of personnel in foreign countries is somewhat different from how this process is going on in our country. In the United States and Western Europe, a special test for assessing personnel is used - the Bussiness Personality Test (BPT). It contains 100 questions, the results of personnel 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 the given answer options.

The giant General Electric has determined that criticism is an ineffective means of informing subordinates about shortcomings in their professional activities. In order to provide feedback, a two-way discussion is needed on specific performance improvement issues. In Japan, the assessment of personnel is based on the philosophy of production adopted here, that is, the abilities of each employee are determined individually. A feature of such an assessment of personnel is its regularity and obligation for everyone.

Domestic experience

In Russia, and 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 speed of reaction.

Conclusion

Not all of these methods are equally good at implementing the personnel appraisal process. Their effectiveness directly depends on the goals set, the level of maturity of the company, its objectives and the type of corporate culture. Evaluation of personnel training, possession of theoretical knowledge and practical skills are equally important. Agree, it is better to conduct employee certification using the performance management method, since each company works directly for the end result, which is customer satisfaction and profit. Therefore, in order to achieve these goals, it is necessary to periodically check how each employee is doing the work. Already on the basis of these data, the administration can make an appropriate managerial decision on increasing wages or, conversely, on reducing them, on career growth or on the dismissal of a person.

Organizations exist to achieve their goals. The degree of implementation of these goals shows how effectively the organization operates and how efficiently organizational resources are used.

You've had to wonder what the secret is successful organizations? An increasing number of managers are coming to the realization that for the success of the company, along with financial capital, the most important component is human resources.

Successful organizations are focused on the profit indicator, which allows you to assess the effectiveness of the organization as a whole, which consists of the effectiveness of the use of all organizational resources, including each employee.

Naturally, employees do their job differently. job duties- in any organization or department there are leaders, outsiders and middle peasants. To carry out this differentiation, it is necessary to have a system for assessing the effectiveness of the performance of each employee of their job functions.

Personel assessment Is a procedure aimed at determining the current efficiency of an employee (associated with the performance of immediate duties and the achievement of the company's goals), his personal and professional characteristics and potential.

Personnel assessment aims to study the degree of preparedness of the employee to perform exactly the type of activity that he is engaged in, as well as to identify the level of his potential opportunities in order to assess the prospects for growth (rotation), as well as the development of personnel measures necessary to achieve the goals of personnel policy.

Analysis of management practice shows that successful companies in most cases use both types of employee performance assessment at the same time. Thus, procedures are carried out aimed at assessing the results of work, as well as the personal and business qualities of employees that affect the achievement of these results.

THE IMPORTANCE OF EVALUATION

Personnel appraisal system- this is a number of actions and activities aimed at assessing employees and are ongoing.

Three conditions for effective system estimates:

The assessment should be carried out regularly.
The assessment should have a clearly defined purpose.
The assessment system should be transparent to everyone and based on universally understood criteria.

The personnel appraisal system allows you to solve the following tasks:

making balanced personnel decisions;
development and promotion of highly effective and high-potential employees;
development and implementation of procedures that maintain the level of loyalty and motivation of employees;
creation of effective training and personnel development programs;
formation of individual development plans for employees.

The rating system is linked to key business processes company:

Selection and placement of personnel.
Monitoring staff performance.
Employee motivation.
Employee training and development.

Tasks of the personnel appraisal system:

selection of external and internal candidates for vacancies;
determining the effectiveness and competence of employees;
identification of talented and high potential employees (HiPo);
identification of strengths and areas for further development of the employee;
identifying the reasons for the low efficiency of personnel;
the basis for making personnel decisions;
formation of a personnel reserve;
determination of the level of motivation of employees;
identifying the reasons for staff turnover;
diagnostics of the degree of personnel satisfaction with working conditions / innovations;
determination of the effectiveness of training programs.

What is the assessment of the leader?

Subordinates know their goals.
The goals are equally balanced throughout the year.
Relevant and objective criteria for systematic feedback.
Employees are motivated to meet business goals.
During the year, the manager has the opportunity to observe the actual implementation of the goals.
Work results are directly related to employee remuneration.

What is the score for a subordinate?

The employee knows clearly what the company / manager expects of him The goals set are clear and understandable.
The company creates opportunities to achieve these goals.
An opportunity is created to manage your development.
There is an opportunity to show your professionalism.
The employee knows that high performance will be fairly rewarded by the company.

Subject of assessment (what is being evaluated?):

knowledge, skills and abilities of the employee;
behavior patterns;
psychological characteristics of a person;
labor efficiency (work results).

ASSESSMENT METHODS

All methods are classified into three main groups:

High quality.
Quantitative.
Combined.

1. Qualitative methods Are methods for defining employees without the use of quantitative indicators. They are also called descriptive methods.

Qualitative methods include:

The matrix method - the most common method, involves comparing the qualities of a particular person with the ideal characteristics for the position;
The method of the system of arbitrary characteristics - management or personnel service simply highlights the brightest achievements and the worst mistakes in a person's work, and compares them to draw conclusions;
Assessment of the performance of tasks is an elementary method when the work of an employee is assessed as a whole;
Method "360 degrees" - involves the assessment of the employee from all sides - managers, colleagues, subordinates, clients and self-assessment;
Group discussion is a descriptive method that involves a discussion of an employee with his supervisors or experts in the industry about his performance and prospects.

2. Combined methods Is a set of descriptive methods using quantitative aspects.

Combined methods include:

Testing is an assessment based on the results of solving pre-set tasks;
The method of the sum of estimates. Each characteristic of a person is assessed on a certain scale, and then the average indicator is displayed, compared with the ideal;
A grouping system in which all employees are divided into several groups - from those who work perfectly and to those whose work is unsatisfactory against the background of others.

3. Quantitative methods- the most objective, since all results are recorded in numbers;

TO quantitative methods relate:

Ranking method - several managers make a rating of employees, then all ratings are compared, and usually the lowest are cut;
Point assessment method - for each achievement, the staff receives a predetermined number of points, which are summed up at the end of the period;
Free point assessment - each quality of an employee is assessed by experts for a certain number of points, which are summed up and an overall rating is displayed.

All of the above methods are able to effectively evaluate only a certain aspect of a person's work or his socio-psychological characteristics.

Therefore, it is not surprising that in recent years, a universal complex method is increasingly used - the method of assessment centers, which has incorporated elements of many methods, in order to achieve the most objective analysis of personnel.

This method has as many as 25 criteria by which a person is assessed. Among them: the ability to learn, the ability to make verbal and written generalizations, contact, perception of the opinions of others, flexibility in behavior, internal standards, creative characteristics, self-esteem, the need for approval by superiors and colleagues, careerist motives, the reality of thoughts, reliability, variety of interests, sustainability stressful situations, energy, organization, organizational and management skills.

CRITERIA FOR EVALUATION

Evaluation of personnel is always carried out according to certain criteria, which can be professional or managerial competencies, key indicators efficiency (KPI), various scales and indicators. At the same time, the assessment implies the presence of a certain target level ("ideal profile"), with which the results are compared and on the basis of which conclusions are drawn about the effectiveness and potential of the employee.

All criteria for assessing personnel are usually divided into two main categories - performance criteria and competency criteria.

When assessing the effectiveness, the achieved performance indicators of a particular person are compared with the planned indicators for a given period of work. To this end, clearly measurable objectives are set before the start of the reporting period. The effectiveness of work is expressed in specific indicators: sales volume, number of completed projects, amount of profit, number of transactions.

When assessing the competence of an employee, his knowledge and ability to apply them in practice, personal qualities, behavior are assessed. One of the most effective ways of such an assessment is solving situational problems, taking into account the position that the employee occupies or for which he applies. These tasks are of two types - descriptive and practical, and differ in the nature of actions when solving a specific task.

STAGES OF ASSESSMENT

1. Objectives of the assessment.

Identify the company's need for personnel assessment and, on their basis, formulate clear goals that will be pursued when assessing employees. Among the main goals are usually the assessment of the quality of work, the degree to which the qualifications of the employee correspond to the position held, and the level of staff motivation.

2. Target audience.

Depending on the goals, the target audience of employees is determined, the information about which the organization needs in the first place.

3. Evaluation criteria.

Determine the criteria by which the assessment will be carried out. This requires professionals in the industry who can identify the most appropriate characteristics for each specific position.

4. Methods of assessment.

The choice of the method itself is also carried out depending on some criteria, among which are compliance with the goals set at the beginning, the degree to which one or another suitable method is used, objectivity, which is best expressed in quantitative characteristics, understandability for the evaluated, and demand, that is, the results should really to be needed.

5. Preparation for the assessment.

There are a number of steps to follow to help guide the assessment itself:

creating an internal regulatory and methodological framework for assessment - developing standards of procedures, assessment tools and drawing up an action plan;
training employees in methods and tools that will directly conduct the assessment;
informing the staff about the upcoming assessment and its positives.

6. The main stage- conducting the assessment itself, implementing the entire action plan.

7. Consolidation of results.

Collection and analysis of all information collected as a result of the assessment: determination of the qualifications (competence) levels of employees, identification of training and development needs.

8. Making management decisions in relation to those people who were assessed - promotion, demotion, training.

General rules for building and implementing an assessment system:

Evaluation must necessarily take place.
Evaluation (feedback from the employee) should be regular.
Job orientation, i.e. address the key criteria for the position.
Focus on further development.
Give reasons for the assessment, explain the reasons for the results obtained (even the employee whom you are firing needs to be assessed and explain the reason for the dismissal).
Be clear about the purpose for which the manager is assessing.
Take feedback in return. Build a dialogue with a subordinate, not a leader's monologue.

In conclusion, we note that the construction and implementation of an assessment system in an organization is not an end in itself, it is closely related to the personnel training and development system, in this combination, assessment is a powerful tool for managing employees and directly depends on the strategic goals of the company.

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