The success of a business depends not only on the proper selection and placement of personnel, but also on its effective management. Therefore, specialists of personnel services of any organization should clearly represent the nature of work and requirements for employees. Their abilities and skills, as well as personal motivation and the ability to motivate people to perform work - all this is necessary to achieve the goals set in the organization. The competency assessment approach is a proven and appropriate method. It can also be used for training and development, in working with the personnel reserve, in determining ways of motivation, compensation and benefits. Personnel assessment methods are necessary for monitoring and making personnel decisions. Usually analyze the level of competence and effectiveness of the employee. Recently, many organizations have begun to apply various methods for assessing behavioral factors.
Competencies are characterized by knowledge, skills, values, personal characteristics. Efficiency is estimated quantitatively; for this, KPIs are used, which stands for key performance indicators. The hardest thing to evaluate is employee behavior. The most common methods for assessing personnel are interviewing, testing, business games, and also a comprehensive method that includes various interpenetrating techniques - an assessment center. It began to be used back in World War II to recruit intelligence officers or junior officers in the Allied army in the West. Later it was extended to business organizations. At present, almost all major Western companies use it to evaluate personnel. In our country, the method has been known since the beginning of the nineties.
A more complex procedure of assessment centers allows you to further focus on the real qualities of employees, taking into account their professional and psychological characteristics. In addition, the personnel assessment methods used in the complex most objectively assess compliance with job requirements and the potential capabilities of specialists. How it works? The participant is presented and, in the presence of experts, enters into a business game in which the business situation is played out according to the prepared scenario. The procedure includes interviewing, psychological, professional and general testing, as well as compiling a biographical questionnaire. Without fail, an employee must describe professional achievements, conduct his analysis of business examples with a choice of strategy and tactics of action. Experts observe and make recommendations for each participant.
But more often in our companies psychological characteristics are evaluated using testing and interviewing when selecting personnel. To evaluate working employees by their effectiveness and behavior, traditional methods of personnel assessment are usually used. KPIs are always associated with the organization’s business processes and its control system. To assess behavioral factors , a personnel assessment technique can be applied that provides for the following competencies: result orientation, leadership and initiative, flexibility and adaptability, development, teamwork and cooperation, discipline and responsibility. For a quantitative assessment, a point system is suitable, the gradation of which increases from an unacceptable level to exceeding expectations. This interval is divided into several, depending on the specifics and structure of the company. For each competency, an analysis is carried out and corresponding points are set by the employee himself, his immediate supervisor and the official authorized to make a final conclusion.
Along with well-known and widely used, some companies use non-traditional methods of personnel assessment. They are difficult to classify (although some training centers and consulting companies give popularity ratings), but only a few examples can be given to understand the issue. One of the most popular methods is a stressful interview, when the representative of the employer, for example, lingers for an interview for 30 minutes or more or throws a pen in the face of the candidate. Standard scripts also provide answers to indecent questions. Not every person agrees to work in such a company, even after partial recognition of the intentional actions of the recruiter. Non-standard methods are diverse and there are a lot of them.