The concept, goals, objectives, the essence of personnel assessment. Personnel certification is

2024 Author: Howard Calhoun | [email protected]. Last modified: 2023-12-17 10:16

Periodic personnel appraisal allows the manager not only to find out the level of professional training and mood of employees, but also to assess how their personal and business qualities correspond to their position.

Contrary to popular belief, the main task of certification is not to control the labor activity of employees, but to search for a reserve and unlock potential opportunities to increase the level of return of each employee.

The concept of personnel appraisal

Evaluation of employees involves a series of tests, interviews or interviews.

At the same time, the purposes of personnel appraisal are not limited to evaluation itself. Their main value is to identify employees who could work more efficiently in other positions. Based on the results of the certification activities, the manager decides on the transfer, promotion, training or retraining of individual employees.

The value of objectivity to obtainreliable results

The most important component of the attestation procedure is its objectivity. This means that when evaluating employees, specific criteria and methods are used to avoid the influence of subjective factors.

It cannot be said that personal impressions only interfere with the work of the manager during the certification, but they can significantly distort the results of the procedure. One-sided perceptions of employees translate into bad HR decisions and management mistakes.

Assignment of certification of employees of the enterprise

Often, staff appraisal is a great chance to prove themselves for those employees who "rest their heads on the ceiling." Having mastered their field of activity and not seeing opportunities for further growth, employees lose motivation. They become inefficient and inactive, their productivity declines.

Performing personnel changes based on the results of appraisal allows optimal use of the workforce of the organization.

The purpose of certification activities can be:

• Drafting new compensation packages. Such changes affect the material interest of the staff (wages change, the system of punishments and rewards, motivation increases).
• Making managerial decisions regarding the development of the organization, optimizing personnel policy (feedback is being established, potential is being shown, the employee has the opportunity for personal and professional development, he receivesinformation about what the organization expects from him). The company, having received and analyzed the data, can adjust its plans and manage human resources more efficiently.
• Reflection of the actual state of the enterprise at the current moment, detection of possible problems in the labor sphere. Given this goal, personnel certification is the study and evaluation of the employee's past activities, their results, the need for training, as well as the identification of existing work problems and the search for ways to eliminate them.

Main components of the certification process

Taking into account the goals for which the certification procedure is carried out, the manager plans:

1. Personnel evaluation.
2. Evaluation of the work of employees.

Certification of personnel is the study of the degree of preparedness of an employee to perform specific labor tasks (those that he does at his workplace). In addition, this type of assessment involves identifying the level of the employee's potential abilities, which is necessary to predict his professional growth.

The essence of labor assessment measures is to compare the actual results with those that were predicted (they check the content, quality, volume of the work done). The study of planned indicators according to technological maps, plans and work programs of the organization allows you to form an objective concept of the actual quantity, quality and intensity of labor.

In progressAttestation events, managers assess the work of not only employees, but also their entire department. To do this, there is a special procedure in which information from other (related) divisions is involved and used, as well as data provided by external partners and clients of the company.

As a rule, a company can obtain the most reliable, objective and useful data when using both directions in conducting certification activities (assessment of labor, as well as qualities and abilities that influenced the result).

Evaluation of employees and their performance

Certification of personnel at the enterprise includes a whole range of different procedures: it can be written tests or an interview.

To summarize the results and facilitate their analysis, the manager fills out an evaluation form with two sections (a description of the qualities of the employee and the results of his work). At the same time, he uses both a scoring and written explanations, comments, justifications.

The objectives of staff appraisal are to optimize the use of labor resources, so it is so important to discuss the results of procedures and final assessments with the employees themselves. Being familiarized with how they passed the certification, they must sign the appropriate document. The advantage of such a system is the ability for employees to indicate whether they agree with the assessment given to them. If there are special circumstances that prevented the full performance of their duties, the employee maylead.

How often is the assessment

Most successful companies choose to hold an evaluation event every year. Some of them perform such reviews more frequently - once every six months, often in combination with a simplified assessment procedure.

Also, the certification of the organization's personnel may include the periodic organization of informal interviews. Such actions are accompanied by a discussion of the results of labor, and also contribute to the ongoing monitoring of the labor process. With a good formalization of labor assessment procedures, the manager can introduce assessment activities even more often: weekly, monthly or quarterly. Of course, such procedures cannot be called attestation procedures, but they can be used to monitor the dynamics of the work efficiency of the staff and the entire unit.

Who is assessed and assessed

Supervision by the manager is necessary for employees who have just been hired or have received a new assignment (transfer, promotion).

For example, McDonald's, famous for its management strategies, provides for mandatory certification of all managers and specialists who have received a promotion (decrease).

In addition, six months after an employee joins the organization or is transferred to a new location, they are also assessed.

Psychological aspect of assessment

In addition to monitoring labor activity and identifying potential opportunities, the essence of personnel certification isadaptation of an employee who has fallen into new conditions. Careful and regular monitoring helps the manager to see how quickly the employee got involved in the work, how effectively he copes with duties and what kind of behavioral adjustment he needs.

For many corporations, "human resources" is quite an expensive investment, so they are interested in getting a quick return on its use. For this purpose, personnel changes and experiments are used. These actions are inevitably accompanied by strict control, an assessment of the strengths and weaknesses of the employee, as well as the provision of necessary assistance in correcting shortcomings. At the same time, the relevance of the appointment is checked.

Evaluation results

If we are talking about checking the correctness of the appointment of an ordinary executor or a lower-level manager, then the conclusion is made after several months. To evaluate the middle and senior managers, they analyze the data for the year.

In the event that an employee fails to cope with the duties assigned to him, and his activities cannot be corrected, the manager is forced to resort to demotion or even dismissal.

Why companies are interested in reducing the attestation period

Most large corporations have their own code, set of standards, the so-called "corporate rules". The administration cannot allow a new employee to independently and uncontrollably master these standards. As you know, few American or domestic companies can boast such stable "groupnorms” of labor behavior, such as, for example, Japanese.

In this context, the essence of staff appraisal (especially its regularity and high frequency) is to instill in the employee the norms of behavior and the basics of work. The standards laid down in the first months are consolidated and maintained in the process of regular annual assessment procedures.

How is the certification of employees at the enterprise

Despite the fact that most companies have their own procedures for preparing and conducting certification events, there are several universal steps that are applicable to almost any production area:

• Preparation: at this stage, they prepare an order for the assessment, approve the certification commission, prepare documentation and forms, inform the workforce about when and how the certification procedure will take place.
• Form the composition of the commission and approve it. Typically, it consists of the Director of Human Resources (Chairman), Chief of Human Resources (Deputy Chairman), Head of Appraisal Department (Member), Legal Counsel (Member), Social Psychologist (Member).
• The main activities, that is, directly attestation of personnel: this is work to assess the individual contribution of each employee, entering data into questionnaires, as well as computer analysis of the information received.

Completion of attestation: specialists sum up the results, accept personaldecisions about whether to promote an employee, send them to study, relocate or fire (if the employee did not pass the assessment)

Those managers and specialists who have worked in their place for less than a year, pregnant women, mothers with children under one year of age and other employees in preferential categories are not subject to assessment.