Current staff appraisal. Evaluation of personnel in the organization. Critical Situation Evaluation Method

So, briefly about tasks of personnel assessment in the organization:

obtaining information for acceptance management decisions;
stimulating employees and "keeping in good shape";
planning and development of training programs;
cost reduction or cost justification.

Personnel assessment criteria

Based on the tasks, it is possible to formulate the main qualitative criteria for assessing personnel in the company:

focus on achieving the Company's Strategy and goals;
compliance with corporate culture;
transparency of procedures and clarity of results for consumers (managers, employees).

If we talk about the criteria by which the assessment of personnel takes place, then it is customary to divide it into a competency-based approach (and different kinds performance appraisals. And it correlates with the types of evaluation.

Types of personnel assessment

There are two main types of personnel assessment:

performance evaluation for certain period;
assessment of personal and professional qualities - competence-based approach.

It is important (and true for both species) that evaluation be done regularly.

Evaluation of the results of personnel work

Evaluation of the results of personnel work is impossible without the existence of a well-functioning planning system in the company. When the goals of departments and employees are linked and digitized. When there are clear boundaries of responsibility. There should also be a system for recording the results of activities.

The best option would be to implementKPI or similar. Some companies introduce an additional or redundant system of providing feedback. For example, gamification.

Assessment of personal qualities and skills of personnel

Assessment of personal and professional qualities occurs using different methods. And more on that later. But the most important thing in personnel assessment is the presence of clear and transparent criteria - competencies.

It is after determining the evaluation criteria that the methods of personnel evaluation are selected. For example, in the modern world, IT employees are especially in demand, so special attention is paid to their assessment and selection. However, IT employees have different roles in the company and depending on their role, functional area, corporate culture organizations, certain requirements are imposed on them, which can be formulated in the form of evaluation criteria or competencies. After drawing up the criteria, you can move on to assessment methods, since each method has its own scope, that is, it is intended for assessment in certain situations. You can read more about what is recommended to be assessed by IT professionals and how.

Personnel assessment methods

Our company is engaged in the assessment of personnel on competencies. The most well-known formats are described below - individual and group assessment methods. At the same time, the development of technology contributes to the emergence of new forms, for example, we are implementing.

Individual methods of personnel assessment

The most well-known individual assessment methods are:

interview (competency interview/structured interview/in-depth interview);
testing and personality questionnaires;
activity monitoring;
case methods;
180/360° evaluation - feedback.

Personnel Assessment Interview

The interview is probably the most commonly used evaluation method.

Almost every employee who comes to the company is interviewed. Also, in many companies, we implement in-depth interviews (research of motivation and attitudes) to assess managers in situations where it is impossible to conduct an assessment center (status managers or a small number of employees).

In short, the interview on competencies takes place in the form of a 1.5-3 hour conversation, in which the consultant learns about the person’s previous experience using a special technology that allows you to obtain information about the availability necessary qualities, knowledge and skills.

A large number of mistakes made by interviewers are due to the apparent simplicity of the method - ask questions and listen. But it's not. After all, each of us wants to give the most attractive information about ourselves. Therefore, when conducting an interview, a specialist with technology is needed (for example,STAR).

Testing in personnel assessment

Testing can be called the simplest and, in some cases, the most cost-effective way to assess staff. Having its pros and cons.

Testing is most effective when examining the knowledge of employees and determining personal characteristics using standardized and proven methods. Many techniques are easy to use, are in the public domain and can be used without the involvement of providers. They do not require much time (except for interpretation) and are convenient for the possibility of remote conduction.

In some cases, we supplement the assessment center with test methods.

However, there are major limitations of the test methods:

in some cases, low accuracy;
the ability to transfer the key (correct answers) to other employees;
limited description, impossibility of forecasting, etc.

Observation as a method of personnel assessment

Field accompaniment, joint visits to clients, listening to calls, monitoring the execution of the technological chain, "photo of the day" ... All these are forms of observing employees in activities to evaluate performance and behavior. And further feedback.

It is most effective to conduct observation in the presence of a checklist or other form of fixation. In this case, it is possible to provide the employee with structured feedback, compare his actions with other employees. If this method is carried out by external consultants without prior notice to the employee, then it is often called " Mystery shopper” or “test purchase”.

Group methods of personnel assessment

Group personnel assessment methods allow you to combine approaches - individual case solving, simulation of meetings and negotiations, production processes and interaction with subordinates.

Group - variations on the theme of business games:

assessment center (Assessment Center / Development Center, etc.);
light assessment (business game with rating of participants);
simulation of meetings and negotiations.

Assessment center in personnel assessment

(Assessment Center, Development Center - a lot of name options) is the most accurate way to assess competencies. According to the data we have, the validity of the classical assessment reaches 85-90%, while the next method - the competency-based interview - has only 60-70%.

The method consists of a combination role playing, individual exercises and cases developed under the competence of the company. This (together with the professionalism of the observers) explains high accuracy method.

Checking the personnel today - in the conditions of fierce competition - the heads of enterprises pay increased attention. The success of the company directly depends on the criteria by which the staff is formed and how effectively their potential is used. And good leaders understand this. In connection with the demand dictated by the realities of the time, higher educational establishments began to produce specialists of a new level - personnel managers. Courses in this specialty are also very popular. They enable mid-level managers to quickly master the new skills necessary for effective work.

At first glance, it may seem that not every enterprise and firm needs HR specialists. However, in reality, they perform a very important job that cannot be entrusted to other employees. Highly qualified management personnel owns a wide range of assessment methods and techniques professional activity. Moreover, in this process, the experience gained is very important, and often the managers' own achievements also show themselves effective. Today we will describe the process of personnel assessment and cover all its stages.

Staff assessment: some general information

For the first time, personnel verification with a scientific approach to this issue was discussed around the twenties of the last century. The greatest interest in this process was traced among American businessmen, who tried to use every opportunity to increase labor productivity.

Thirty or forty years later, specialists appeared who dealt only with personnel issues. They began to be trusted with the recruitment of employees for production and analysis of the level of their qualifications in relation to their position. As a result, there was a need to develop basic knowledge, which could become fundamental tools in the activities of HR managers. Thus, types of personnel assessment, methods of analysis and classification of criteria were developed, according to which the professional suitability of employees is determined. Of course, in this period of time they were still, so to speak, "raw", but nevertheless they gave good results.

In the nineties, HR courses became more and more in demand. Gradually, the new direction was transformed into a full-fledged scientific discipline, which to this day is systematizing the accumulated knowledge gained over the years of its existence. Most of successful companies does not skimp on personnel specialists, who can both be part of the organization's staff and be civilian employees. Today, large entrepreneurs try to analyze the activities of their employees at least twice a year. This forethought saves working time, wages, to make the most effective personnel changes and in other ways to increase labor productivity, and, consequently, the effectiveness of the enterprise itself.

We will give an assessment and classification a little later) can be represented as a combination of several systems that act as tools. The latter allow you to most effectively perform the functions of personnel management. These include:

selection of employees;
determining a workplace for them;
motivational component;
employee training;
development of the individual abilities of the staff, contributing to the advancement in career ladder;
formation of a reserve personnel base;
solution of all personnel issues, including the reshuffle in all categories of personnel.

Above, we have listed the main functions of managers, but this does little to reveal their relationship with valuation activities. But this question is very important in the topic we are studying. We will talk about this later.

Functions of personnel management and evaluation of employees' performance

Before moving on to the types of personnel assessment, it is necessary to talk in more detail about the relationship between assessment activities and the main functions of managers, which we have already listed. So let's take a closer look at these processes.

Without personnel planning, it is already extremely difficult to imagine the work of any enterprise. Even small firms trying to give this issue a lot of attention. Based on the results of the assessment, the HR specialist reveals the level of qualification of existing employees, and as a result of the analysis, the company's need for new personnel becomes clear.

Recruiting new hires for any HR manager is a daunting process. Thanks to the application different types Personnel assessment specialists determine how effectively the company uses its resources to attract highly qualified workers.

Without training its staff, any company is doomed. She will not be able to keep up with the times and will quickly lose her positions to business competitors. Therefore, the assessment activity will make it possible to draw correct conclusions about how high the need for employees in training is. Also, by assessing the personnel of the enterprise, it turns out whether the existing training programs correspond to the spirit of the times and what results they give in reality.

Without exaggeration, the personnel reserve can be called the "golden" reserve of the enterprise. This base is replenished based on the results of assessing the activities of employees and their effectiveness in various work processes.

Training and development of personnel are very close, but still they are not identical functions. in this direction determines not only the levels of qualification of personnel, but also its not yet unlocked potential. But for its 100% disclosure, training will be needed, which we have already written about earlier.

Without motivational and stimulating components, the process of interaction between the employer and employees is impossible. More precisely, it can be effective for only a short period of time. Then the introduction of some motivational systems is required. The assessment will help you choose the best effective tools that motivate employees to deliver higher performance.

The process of personnel assessment at some stages of the organization work activities is its integral part. For example, it is impossible to imagine hiring a new employee without a certain assessment of his personal and professional qualities. Also, when certain employees are promoted, a thorough analysis of their activities and potential, which can be revealed in a new position, is carried out.

Goals of employee evaluation

Management staff first of all, it cares about improving the efficiency of each individual employee and the entire enterprise as a whole. But this is a kind of generalized formulation of the goals pursued by the manager, introducing the evaluation procedure into the working days. The scientific substantiation of the goal-setting of this process covers it more widely. It is believed that the main goals in the evaluation activities of employees of the enterprise are three goals:

Identification of the benefits of keeping the employee. It is done by determining the ratio of costs for each specific employee and the qualitative amount of work performed by him. After receiving the results of the personnel assessment analysis, the manager can decide whether to continue to keep the employee in his place or to carry out a staff reduction.
Identification of the employee's potential. Evaluation of personnel in this area is important when it comes to searching for a candidate for promotion. The head of the company must clearly understand whether there is a person among his employees who is able to take responsibility and take the vacant seat. Otherwise, the enterprise will have the costs of finding, attracting and training a person from the outside.
Identification of a functional role. Each employee performs a particular role in the company. And often it has no connection with his position and professional skills. A functional role is a consequence of a combination of personal qualities and characteristics. Evaluation of employees allows you to determine the categories of personnel: a team player, a bright personality, a potential leader, and so on.

Interestingly, in many countries in Asia, personnel assessment is an integral part of the work process. And often it is completely based on it. This is most relevant for Japan. There, HR managers conduct a thorough and multifaceted assessment of the employee, determining his abilities, and only according to the results of the work done, they appoint him to a particular position. Thus, any enterprise uses its personnel as efficiently as possible, which increases its competitiveness and leads to new level development.

Russian companies are still far from their foreign counterparts. However, every year foreign developments are more and more adapted to Russian realities and introduced into practice. But still very often problems arise due to the lack of unified system, which would meet all the requests of the management team at the same time.

Criteria for evaluation

How can you evaluate employee performance? First of all, according to the set of criteria. Under them, experts understand a number of characteristics: personal, professional, behavioral, and so on. They should individually answer the manager's question about how exactly his duties will be performed by the employee. As a result, it becomes clear whether the employee's capabilities meet the requirements of the employer personally and corporate ethics.

Today it can be said that employees are developed taking into account many factors. The specialist studies the specifics of the company's activities, the current state of the company, as well as what exactly the manager wants to receive as the final product. It is very important for a personnel appraiser to understand the purposes for which a personnel assessment is conducted. That is, it is necessary to determine the priority criterion, depending on the type of activity of the employee. For example, when selecting personnel for employment on a production line, the priority is high quality work. At the same time, the employee must be executive, loyal, disciplined and have the ability to perform large amounts of work.

The result of the audits and its effectiveness for the head of the enterprise primarily depends on the evaluation criteria. Today, these criteria are mainly divided into two groups:

Revealing This group includes an assessment of the professional qualities of an employee. The specialist evaluates his knowledge, skills acquired at work, as well as fixed skills. In addition, the behavioral model of the employee is studied, which is formed mainly from the totality of his personal qualities. It is most convenient to conduct such an assessment by setting certain tasks for the employee in the form of a number of typical situations that are most often encountered by him in the workplace. And he must solve them, relying on his professional skills. This method is quite effective when it comes to identifying the level of competence of an employee.
Determining the effectiveness of work. In this group, all approaches and methods are associated with comparative analysis. For him, the real results of an individual employee and the indicators planned by management for the same period of time are taken. However, before carrying out an assessment according to such criteria, it is necessary first to very clearly outline the scope of tasks for the employee and notify him of the expected results. However, they must be expressed in certain categories. For example, sales volumes, transactions concluded, the amount of profit, and so on.

It should be noted that the development of employee evaluation criteria is very milestone, preceding directly the process of assessing the work of personnel. At the same time, the work is carried out by a group of people: a personnel specialist, a manager, a personnel manager. In the future, they announce all the criteria to employees so that all participants in the process equally understand what is expected of them and how their professional performance will be assessed.

Primary requirements

When developing criteria, the internal needs of the company and its management are always taken into account. However, the general requirements applicable in the industry must always be maintained. Typically, at least seven general requirements, which should not contradict the individual.

First of all, it is necessary that the criteria be achievable. For example, if a company concludes ten to fifteen contracts a year with major partners through the joint efforts of the entire management team, then it is not worth setting the same ten contracts for each of them as the main task and then assessing activities based on these criteria.

An important condition for the development of criteria is their objectivity. The specialist must first of all take into account the position occupied by the employee and, already focusing on it, lead the development. Bias lies in the focus on a specific employee, which is a fundamentally wrong approach to assessing professional performance.

Don't forget about transparency. After all, the results of the assessment directly depend on how clear the employees are of the tasks assigned to them and the requirements presented.

In the process of developing criteria, it is necessary to take into account such requirements as motivation and compliance with job duties. That is, the evaluation activity should be combined with the motivational component. At the same time, it should be borne in mind that the requirements cannot be wider than the scope of duties that the employee performs while in his position.

Also, the criteria should correspond to terms such as "understandability" and "dynamic". The last requirement for the criteria is very important, since in modern realities the working conditions of companies are changing very quickly. And this means that employees of the enterprise must also comply with them.

Types of employee performance appraisal

Management staff highly qualified owns several types or methods of evaluating the work of other employees. The more extensive their set, the higher the likelihood that the results of the assessment will be accurate and useful to the entrepreneur.

There are currently three types of assessment. They are classified according to their focus:

Descriptive.
Quantitative.
Combined.

Descriptive evaluation of employees

HR managers are often called this species qualitative, since it completely excludes the use of quantitative characteristics. It allows you to describe the employee most fully, using several simple techniques in your work:

Matrix method. It consists in creating an ideal model of an employee for each position available in the company. In the future, the staff will be compared with this matrix.
System of arbitrary characteristics. For such an assessment, it is required to single out the most significant achievements and failures from the entire work activity of an employee. Further, the manager or specialist in charge of personnel management conducts personnel assessment based on the data received.
Evaluation of the performance of tasks. This approach is considered the simplest of all. It is often used by novice specialists when the goals of personnel assessment do not affect the promotion of an employee. In this case, the assessment requires data on the entire work of a particular person, allowing you to understand how well he copes with his direct duties.
"Three hundred and sixty degrees." To get the material needed for analysis production activities employee, information is required from his colleagues, superiors and subordinates.
Group discussion. Each employee individually conducts a conversation with his manager and invited experts in the same field in order to find out the effectiveness of his work and further prospects in this industry.

Quantitative type of assessment

This type of assessment is considered the most accurate, since its result is presented in the form of numbers, tables and charts. When using it, the following methods are used:

Point scores. Before checking the work of the personnel, a point system is developed, which is built on assigning a certain point to the employee for each of the possible achievements. After the required time period has elapsed, the results are summed up, which clearly show the effectiveness of the personnel.
Ranked. This method requires a very long preparation and a lot of experience. It is based on a rating system. The criteria for its compilation vary in each case, depending on the needs of the manager. Briefly, it can be described as the process of assigning a rating to employees, and those who are in the lowest positions are subject to reduction, dismissal or removal from their position.
Free scoring. This approach is a combination of the two previous ones. An employee of the company receives points for his personal and professional qualities. As a result, a rating is compiled, which is used by the manager for his own purposes.

Combined score

If the manager wants to cover all the qualities and achievements of the staff as widely as possible in order to get the most detailed information in the evaluation process, he must refer to its combined form. It includes two main methods:

Sum of points. Each employee is subjected to a thorough analysis, and a score is assigned to their characteristics. As a result, they are summed up and then compared with the ideal indicator derived using the matrix.
Grouping. Here, the result of the assessment excludes individuality, since all personnel are subject to division into groups. They may have different purposes and purposes. For example, the manager allocates impeccable employees into one group, into the second - initiative, but without sufficient experience, and into the third - the most hopeless. There are quite a few variations on this method.

Despite the fact that all of the above types of assessments seem comprehensive, in reality they allow you to evaluate only certain aspects of an employee's performance. Therefore, HR specialists are working on the creation of more effective methods that would allow obtaining the most accurate results in several parameters.

Format of personnel assessment indicators: possible options

Result personnel check usually ends up on the manager's desk in the form of an evaluation sheet. Its most convenient design is a table. And it can be in different formats.

For example, the quantitative format involves comparing ratings for each employee. At the same time, all the criteria declared on the initial stage checks. But an individual format based on an assessment of personal and professional qualities gives the manager information about what types of work an employee can perform and what skills he has.

Personnel management and personnel appraisal is a very important aspects activities of the company that contribute to its development and determine the prospects for growth.

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 adjustments official duties.
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 of professional 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 not 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, 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 assessment 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 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 a strategic business problem
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 staff in the company adheres to established procedures, standards 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 department, as well as external experts from 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 assessment method allows to identify the presence of integrated approach to problem solving, 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- 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 is the receipt of data on the actions of an employee in real work situations and on the business qualities. 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) - evaluation by key performance indicators - in order for this type of evaluation to work not only for monitoring results, but also for improving the efficiency of employees, it must, on the one hand, take into account strategic goals company, on the other hand, to be clear and understandable for each employee.
HR audit– diagnosis of the present condition human resources and efficiency of the personnel management system for compliance with the strategy, goals and objectives of 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. Determining the current state of 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 the current state of knowledge, skills, 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
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.

Why is personnel assessment needed, and how can HR departments most effectively conduct personnel policy. The article talks about systems, methods and criteria for assessing personnel. An algorithm for constructing an employee evaluation system is described. What methods of personnel assessment exist, in what cases they are used. This article will help to 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 to make decisions aimed at increasing the performance of subordinates.

Structure of the assessment system

Many companies sooner or later face the problem of personnel assessment. 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 departments to more effectively conduct personnel policy, improve, attract new employees instead of those who do not cope with their duties and, thereby, do better work.

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 the results of the work - here they evaluate the quality of the work performed;
assessment of an employee as a person - personal characteristics are identified and compared with ideal ones for a given place.

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

First, evaluation should be carried out regularly.

Secondly, 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 assessment system itself is a whole series of actions and activities aimed at assessing employees and of a permanent nature.

This system, in order to be effective, should be based on the main and universal scheme for conducting this assessment.

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

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

This is followed by the definition of the criteria by which the evaluation 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, including compliance with the goals set at the beginning, the degree of foreignness of one or another suitable method, objectivity, which is best expressed in quantitative characteristics, understandability for those being evaluated, and relevance, that is, the results really should be necessary.

The next stage of the personnel assessment system is called preparatory stage. Here you need to perform a number of actions that will help in conducting the assessment itself.

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

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

All the information gathered from the assessment should then be reviewed for its relevance and the quality of the system itself.

The final stage in the implementation of the evaluation system is the action - the adoption of managerial decisions in relation to those people who were evaluated - promotion, demotion, training.

Personnel assessment methods

Let us now consider the methods themselves, which can be used in the evaluation of personnel.

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

Qualitative methods are methods that determine employees without the use of quantitative indicators. They are also called descriptive methods.

matrix method - the most common method, involves comparing the qualities of a particular person with ideal characteristics for the position held;
arbitrary characteristics system method - manual or personnel service simply highlights the brightest achievements and the worst mistakes in a person’s work, and comparing them draws conclusions;
assessment of the performance of tasks - an elementary method when the work of an employee as a whole is evaluated;
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 managers or experts in the industry about the results of his work and prospects.

Combined methods are a set of descriptive methods using quantitative aspects.

testing is an assessment based on the results of solving pre-set tasks;
method of the sum of estimates. Each characteristic of a person is evaluated on a certain scale, and then an average indicator comparable to the ideal is displayed;
a grouping system in which all employees are divided into several groups - from those who work perfectly well to those whose work is unsatisfactory compared to the rest;

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

rank method - several managers rank employees, then all ratings are compared, and usually the lowest ones are reduced;
scoring 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 scoring - each quality of an employee is evaluated by experts for a certain number of points, which are summed up and the overall rating is displayed.

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

Therefore, it is not surprising that in recent times Increasingly, a universal integrated method is used - the method of assessment centers, which has absorbed elements of many methods, 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 study, the ability to make oral and written generalizations, contact, perception of the opinions of others, flexibility in behavior, internal standards, creative characteristics, self-esteem, the need for approval from superiors and colleagues, careerist motives, the reality of thoughts, reliability, diversity of interests, stability to stressful situations, vigor, organization, organizational and managerial abilities.

Main evaluation criteria

All criteria in the evaluation of personnel are usually divided into two main categories - performance criteria and competence criteria.

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

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

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

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

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