Business success depends not only on the correct selection and placement of personnel, and effective management.Therefore, experts of personnel services of any organization must be clear about the nature of work and the requirements for staff.Their abilities and skills as well as personal motivation and ability to motivate people to do the work - all this is necessary to achieve the objectives of the organization.The approach is a proven competency assessment and appropriate method.It can also be used for training and development, work with the personnel reserve, in determining the methods of motivation, compensation and benefits.Methods for evaluating personnel are needed to control and personnel decisions.Usually analyze the level of competence and efficiency of personnel.In recent years, many organizations have adopted different methods of assessment of behavioral factors.
Competence characterized knowledge, skills, values and personal characteristics.Efficacy was quantified for this KPI is used, which stands for key performance indicators.The most difficult to evaluate the behavior of the employee.The most common methods of personnel evaluation - is interviewing, testing, role-playing, as well as a complex method that includes a variety of interpenetrating technique - assessment center.It began to be used in the period of the Second World War to recruit spies or junior officers in the army of the allies in the West.Later, he was also distributed at the business organization.Currently, almost all major Western companies with the help assess the personnel.In our country, a method known since the early nineties.
more complicated procedure allows assessment center in the future to focus on the real quality of employees with regard to their professional and psychological characteristics.In addition, the methods applied in the complex personnel evaluation more objectively evaluate the compliance officer and the requirements of potential experts.How it works?User is presented and, in the presence of experts enters into a business game, which is played from a prepared script business situation.The procedure involves interviewing, psychological, vocational and general testing as well as preparation of a biographical questionnaire.The mandatory employee must describe the professional achievements, conduct its analysis of business case with the choice of strategy and tactics.Experts observe and make recommendations for each participant.
But most companies in our psychological characteristics are evaluated using the test and interview in the selection of personnel.To assess the working staff on their performance and behavior typically use traditional methods of personnel evaluation.KPI is always associated with the organization's business processes and the existing control system in it.To assess behavioral factors can be applied method of estimation of personnel, provides the following competencies: focus on results, leadership and initiative, flexibility and adaptability, development, teamwork and cooperation, discipline and responsibility.To quantify the appropriate point system, grading which rises from an unacceptable level, to exceeding expectations.This interval is divided into several, depending on the specific structure of the company.For each competence are analyzed and the appropriate points by the employee, his supervisor and the official authorized to make a final conclusion.
Along with well-known and widely used, some companies use unconventional methods of personnel evaluation.They are difficult to classify (although some training centers and consulting companies lead the popularity rankings), but can lead to understanding the matter just a few examples.One of the most popular methods - a stressful interview when a representative of the employer, for example, delayed by 30 minutes for an interview and a pen or throws in the face of the candidate.Also standard scenarios suggest answers to questions indecent.Not everyone will agree to work in such a company, even after the partial recognition of the deliberate actions of a recruiter.Non-standard methods are varied and myriad.
