Types of personnel assessment. Personnel management

Personnel verification today - in the face of fierce competition - business leaders are paying 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 very well. In connection with the demand dictated by the realities of the time, higher educational institutions began to graduate specialists of a new level - personnel managers. Courses in this specialty are also very popular. They provide an opportunity for middle managers to quickly master the new skills necessary for effective work.

At first glance, it may seem that HR specialists are not needed at every enterprise and firm. However, in reality they carry out very important work that cannot be assigned to other employees. Highly qualified managerial staff has a wide arsenal of methods and methods for assessing professional activities. Moreover, in this process, the gained experience is very important, and often the managers' own achievements also prove effective. Today we will describe the process of staff assessment and touch on all its stages.

Personnel rating: some general information

For the first time, personnel testing with a scientific approach to this issue was first 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 to forty years later, specialists appeared who were only concerned with personnel matters. They began to trust the recruitment of employees for the production and analysis of the level of their qualifications regarding the position. In this regard, a need arose for the formation of 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, which determine the professional suitability of employees. Of course, in this period of time they were still, so to speak, raw, but nevertheless yielded good results.

In the nineties, HR courses became more and more in demand. Gradually, a 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 successful companies do not skimp on HR specialists, who can either be part of the organization’s staff or be civilian employees. Today, large entrepreneurs are trying to analyze the activities of their employees at least twice a year. Such forethought allows you to save working time, wages, make the most effective personnel changes and in other ways to increase labor productivity, and, consequently, the productivity of the enterprise itself.

The personnel assessment ( we will give the types and classification a bit later) can be represented as a combination of several systems that play the role of tools. The latter allow for the most efficient performance of personnel management functions. These include:

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

Above we have listed the main functions of managers, but this does not reveal much of their relationship with valuation activities. But this issue is very important in the topic we are studying. We will talk about this in the future.

HR functions and employee performance assessment

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

Without personnel planning, it is already extremely difficult to imagine the work of any enterprise. Even small firms try to pay significant attention to this issue. According to the results of the assessment, the personnel specialist identifies the qualifications of existing employees, and as a result of the analysis, the company's need for new personnel becomes clear.

The selection of new employees for any HR manager seems to be a difficult process. Thanks to the use of different types of personnel assessment, specialists determine how efficiently the company uses its resources to attract highly qualified workers.

Without the training of its personnel, any company is doomed. She will not be able to keep up with the times and will quickly lose her position to her business competitors. Therefore, valuation activities will allow us to draw the right conclusions about how high the employees' need for training is. Also, with the help of an assessment of the enterprise’s personnel, it is revealed whether the existing training programs correspond to the spirit of the times and what result they give in reality.

The personnel reserve can be without exaggeration called the "gold" reserve of the enterprise. This base is replenished based on the results of evaluating the activities of employees and their effectiveness in various work processes.

Personnel training and development are very close, but they are not identical functions. Evaluation activity in this area determines not only the qualification levels of personnel, but also its potential that has not yet been revealed. But for its full disclosure, it will just be necessary training, which we already wrote about earlier.

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

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

Employee Assessment Objectives

Management staff primarily 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 that the leader pursues by introducing an evaluation procedure on workdays. The scientific rationale for the goal-setting of this process covers it more broadly. It is believed that the main objectives in the evaluation of employees are three goals:

• Identification of benefits from employee maintenance. 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 analysis of the personnel assessment, the manager can decide whether to continue to keep the employee in place or to reduce the staff.
• Identification of employee potential. The assessment of staff in this area is important when it comes to finding 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 occupy the vacated chair. Otherwise, the company will have the costs of finding, attracting and training a person from the outside.
• Identification of the functional role. Each employee performs a role in the company. And often she does not have a connection with his position and professional skills. The functional role is a consequence of a combination of personal qualities and characteristics. Evaluation of employees allows you to determine the categories of personnel: team player, bright personality, potential leader and so on.

Interestingly, in many Asian countries, 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 on the basis of the results of the work they assign him to this or that position. Thus, any enterprise makes the most efficient use of its personnel, which increases its competitiveness and takes it to a new level of development.

Russian companies are still far from their foreign colleagues. However, every year, foreign developments are more and more adapted to Russian realities and put into practice. But nevertheless, very often problems arise due to the lack of a single system that would meet all the requirements of the management team at the same time.

Criteria for evaluation

How can you evaluate the performance of employees? First of all, by a set of criteria. Under them, experts understand a number of characteristics: personal, professional, behavioral, and so on. Separately, they must answer the head on the question of how exactly the employee will fulfill his duties. As a result, it becomes clear whether the employee’s capabilities meet the requirements of the employer personally and corporate ethics.

Today we can say that the criteria for evaluating employees are developed taking into account many factors. The specialist studies the specifics of the company, 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 the personnel appraisal specialist to understand the purpose of the personnel assessment. That is, it is necessary to determine a priority criterion, depending on the type of activity of the employee. For example, when selecting personnel for employment on a continuous production line, high quality work is a priority. In this case, the employee should be executive, loyal, disciplined and have the ability to perform large volumes of work.

First of all, the result of the inspections and its effectiveness for the head of the enterprise depend on the evaluation criteria. Today, these criteria are mainly divided into two groups:

• Identifying competency. This group includes the assessment of the professional qualities of an employee. The specialist evaluates his knowledge, acquired skills at work, as well as fixed skills. In addition, the employee’s behavioral model is studied, which is formed mainly from the totality of his personal qualities. It is most convenient to carry out such an assessment by setting certain tasks for the employee in the form of a number of typical situations that are most often encountered at the workplace. And he must solve them, relying on his professional skills. A similar method is quite effective precisely when it comes to identifying the level of competence of an employee.
• Identifying performance. In this group, all approaches and methods are associated with comparative analysis. For him, the actual results of a particular employee are taken separately and the indicators planned by the management for the same period of time. However, before conducting an assessment using similar criteria, you must first very clearly outline the tasks for the employee and notify him of the expected results. Moreover, they should be expressed in certain categories. For example, sales, transactions, the amount of profit and so on.

It is worth noting that the development of criteria for evaluating employees is a very important stage that precedes the process of evaluating personnel labor. At the same time, the work is carried out by a group of people: a human resources specialist, manager, human resources manager. In the future, they articulate all the criteria to employees so that all participants in the process will equally understand what is expected of them and how their professional performance will be evaluated.

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 should always be maintained. Typically, at least seven general requirements apply to the criteria that are set, which should not conflict with the individual.

First of all, it is necessary that the criteria are achievable. For example, if a company enters into ten to fifteen contracts a year with major partners by the joint efforts of the entire management team, then it is not worthwhile to put the same ten contracts as their main task and then conduct an assessment of activities based on these criteria.

An important condition for the development of criteria is their objectivity. The specialist must first take into account the position occupied by the employee and, already guided by it, conduct development. Bias is focused on a specific employee, which is fundamentally the wrong approach to assessing professional activities.

Do not forget about transparency. Indeed, the results of the assessment directly depend on how clear the employees are to the tasks assigned to them and the requirements.

In the process of developing criteria, it is necessary to take into account such requirements as motivation and compliance with official duties. That is, valuation activities should be combined with the motivational component. It should be borne in mind that the requirements cannot be wider than the range of duties that, being in his position, is performed by an employee.

Also, the criteria should correspond to such terms as “understandability” and “dynamism”. The last requirement for the criteria is very important, since in modern realities the working conditions of companies change very quickly. And this means that they must comply with the employees of the enterprise.

Types of employee performance assessment

Highly qualified managerial staff 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.

To date, there are three types of assessment. They are classified by their focus:

1. Descriptive.
2. Quantitative.
3. Combined.

Descriptive assessment of employees

Human resource managers still often call this type of quality, as it completely eliminates the use of quantitative characteristics. It allows you to describe the employee most fully, using a few simple techniques:

• Matrix method. It consists in creating the ideal employee model for each position in the company. In the future, personnel will be compared with this matrix.
• The system of arbitrary characteristics. For such an assessment, it is required to isolate the most significant achievements and failures from all the employee’s work activities. Next, the head or specialist, in charge of personnel management, conducts personnel assessment based on the data obtained.
• Assessment of the implementation 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 issues of employee promotion. 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 responsibilities.
• "Three hundred and sixty degrees." To obtain the material necessary for the analysis of the employee’s production activities, information is required from his colleagues, superiors and subordinates.
• Group discussion. Each employee individually conducts a conversation with his supervisor and invited experts in the same field to determine the effectiveness of his work and future 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 diagrams. When using it, the following methods are used:

• Grades by points.Before conducting an audit of the work of personnel, a point system is developed that is built on assigning an employee a certain point for each of the possible achievements. After the necessary time period has passed, results are summarized that clearly show the effectiveness of the staff.
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• Grouping. Here, the result of the evaluation excludes individuality, since all personnel should be divided into groups. They can have a different purpose and focus. For example, a manager identifies flawless employees in one group, in the second - initiative, but without sufficient experience, and in the third - the most hopeless. There are many variations on the use of this method.

Despite the fact that all of the above types of assessments seem to be comprehensive, in reality they allow you to evaluate only certain aspects of the employee. Therefore, HR specialists are working to create more effective methods that would allow to obtain the most accurate results in several ways.

The format of personnel assessment indicators: possible options

The result of a personnel review usually falls on the head table in the form of an evaluation sheet. Its most convenient design is a table. Moreover, it can be in different formats.

For example, a quantitative format involves comparing scores for each employee. In this case, all the criteria declared at the initial stage of the verification are of importance. But the individual format based on the assessment of personal and professional qualities gives the manager information about what types of work an employee can perform and what skills he owns.

Personnel management and personnel assessment are very important aspects of the company’s activities that contribute to its development and determine the growth prospect.