Each manager in the performance of their duties has to constantly face the need to evaluate subordinates. Criteria for assessing staff are necessary for making decisions on career advancement, on increasing salaries or on the need for further training of an employee.
The use of modern methods of objective assessment of the activities of employees and managers in the context of democratization of management and a market economy is of particular importance.
The personnel assessment system is an important and even integral element in the management of personnel. It is a system with a rather complex structure, which allows you to carry out a regulatory function in relation to the activities of employees and managers.
Evaluation of personnel activities on the eve of planned certification, in the process of election of senior staff, in the formation of a personnel reserve, as well as in case of possible reshuffle in personnel — these are, in practice, the key areas for evaluating the functioning of organizations.
Today, at all enterprises, the most important principle of working with personnel is the ability to objectively evaluate an employee according to his personal and business qualities. For this, appropriate personnel assessment criteria have been formed.
The list of business qualities of managers
- knowledge of production processes, their technological and technical features, modern development trends;
- knowledge of methods of economic planning and analysis;
- the ability to choose the means and methods of achieving optimal results of economic and industrial activities at the lowest labor, energy and financial costs;
- the presence of special skills and knowledge in the field of production management and organization (theoretical bases, advanced forms and methods, recommendations of modern foreign and domestic science), as well as the ability to apply them in practical activities in the production;
- the ability to rationally select and properly organize the work of personnel;
- the ability to direct the work team to address issues and tasks;
- the ability to maintain discipline and protect the interests of the team;
- the ability to plan the work of the administrative apparatus;
- correctly distribute authority, responsibility and rights between subordinate personnel;
- coordinate the activities of all departments and services in a single enterprise management system;
- the ability to accurately plan and organize their own activities, combining the main management positions in it, to use, depending on the situation, the most effective and appropriate methods and styles of work;
- the ability to show exactingness and rigor to subordinate personnel and to oneself;
- the ability to specifically and clearly solve operational issues and everyday affairs;
- control and take into account their own results and the work of the whole team;
- stimulate staff, take responsibility for the implementation of their own decisions;
- prevent and timely eliminate any manifestations of bureaucracy in the work of subordinates.
Personal criteria for evaluating personnel are also of great importance, especially in a market economy.
The list of personal qualities of managers
- justice and honesty;
- the ability to establish friendly relations with subordinate staff;
- tact and consistency in any situation;
- adherence to principles and determination;
- decisiveness and perseverance in decision making and initiative in their implementation;
- the ability to defend their own opinions and interests of the staff;
- self-criticism in assessing their own actions and actions;
- the ability to listen to the advice and recommendations of subordinates;
- the perception of criticism and the ability to draw proper conclusions;
- the ability to keep your word and not make promises that cannot be fulfilled;
- the ability to properly use the authority and rights in cases of application of organizational and administrative influences;
- the ability of personal behavior and personal example to exert a positive influence on subordinates in everyday life.
Evaluation criteria for managerial staff have both positive and negative sides. The argument in their favor is that they help solve a number of managerial issues and tasks.
Evaluation (especially objective), encourages more productive work. The presence of an evaluation program and the publicity of the results of its implementation forms the initiative, responsibility and stimulate the desire for more efficient activities.
The personnel assessment system serves as the legal basis for transfers, promotions, awards and dismissals, provides information on the issues of hiring employees, and also allows you to determine the size of salaries and remuneration for staff.