Professional suitability - what is it? Labor psychology

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

Professional suitability is a determination of how an employee fits the position in terms of business qualities, professional knowledge, personal characteristics, psyche, ingenuity and the ability to quickly make the right decisions in emergency situations. The circle of employees subject to mandatory certification is determined by the head of the company. This list should be recorded in the regulatory documents of each particular enterprise.

How is the approval of the Attestation Regulations carried out?

Approval of the attestation Regulations is carried out by the head of the enterprise, who issues the corresponding order. This document highlights the main points:

• certification deadlines;
• place;
• list of employees to be tested;
• number and composition of the attestation commission;
• the basis for the inspection (if it is unscheduled);
• order of registration and announcement of results.

Important! Allemployees must be familiarized with the adopted Regulations against signature.

Who can be exempt from mandatory certification?

Naturally, this list is completely optional and subjective:

• Employees who have recently been accepted into the organization (that is, their probationary period has not yet expired at the time of the review).
• Graduates of educational institutions (elementary, secondary and senior level), the first year working at the enterprise.
• Women who are expecting replenishment in the family (pregnant women).
• Employees who occupy positions that do not require any qualifications.

Purpose of verification

The purpose of an employee aptitude test can be:

• the need to make a decision on the further promotion of the employee up the career ladder;
• possible personnel transfers within the company;
• necessity to identify potential candidates who should receive additional training;
• the desire to “say goodbye” to an insufficiently qualified worker and have an argument for this (or maybe not).

If the fact of insufficient qualifications of the employee is established, then this can serve as a good reason for terminating the employment contract between the employer and the employee (at the initiative of the first). And all this in accordance with Article 81 (paragraph 3) of the Labor Code of the Russian Federation (LCRF).

Important! There is one nuance that the employer should not forget: an employee can only be fired if there is no way to transfer him to another job (having a lower category of professional suitability and less paid). Naturally, with all this it is necessary to take into account the state of he alth of the employee. Remember: the transfer is possible only with the written consent of the employee himself. Only this way and nothing else.

Of course, an employee who has not passed the test for professional suitability is unlikely to meekly agree to another position or may refuse to undergo certification at all. Therefore, in order to avoid all sorts of conflicts and disputes, it is better to indicate a clause on mandatory certification in the contract immediately when applying for a job.

Formation of the attestation commission

The number and composition of the commission can be any. As a rule, it includes the heads of divisions (departments) and, without fail, the head of the personnel department. If necessary, experts from outside can be involved in the work of the commission. If there is a trade union organization at the enterprise, its representative must also participate in the work of the certification commission.

Who does the resilience test?

Fitness testing can be done easily using a variety of methods and calculations. Of course, the subject can be asked to take a huge number of tests, which will be subjected to research usingcomputer technologies. But this is a road to nowhere. The fact is that a person is a rather complex instrument in itself, and a machine is unlikely to understand all the intricacies of human nature and the psyche. In terms of technical knowledge, maybe yes, but no more. To study Homo sapiens, you need a second one, only a researcher.

In order for the procedure for the professional suitability of employees to have good results, it must be carried out by a specially trained person (an experienced researcher), who, as part of the attestation commission, will make the final verdict.

Work psychology is no joke

Labor psychology is an important branch of psychology that deals with the study of a person in terms of his behavioral characteristics in the process of work. That is, the research is aimed at finding out the motivating moments that regulate the labor activity of Homo sapiens, which realizes itself in performing actions. In addition, labor psychology finds out how a person's activity depends on his personal characteristics.

Criteria for assessing the professional suitability of an employee

Aspects assessed by the researcher:

• psychological qualities of the subject;
• behavioral characteristics during the period of work in this position;
• results of labor activity;
• what methods did the person achieve them.

Frequency of attestation

Each individu althe enterprise itself sets the dates for the next mandatory certification. Moreover, it can be periodic or one-time. The duration, that is, for how long it should be carried out, is also under the control of the company itself: as the manager decides, so be it. Usually the frequency is once every 3-5 years. And the determination of professional suitability is carried out within 3-6 months. This time is enough to test everyone and make decisions.

Note! Information about the timing and schedule of the inspection should be brought to the attention of the employees of the enterprise a month before it begins.

What form do aptitude tests take?

Of course, it's not the form that matters, but the content. But still certification can be carried out:

• in the form of a personal interview;
• professional testing;
• writing test;
• practical exam demonstrating the skills of the “test-taker”;
• case methodologies (employees are given a specific task - they must describe the algorithm of their actions);
• personality questionnaires.

Note! The test form depends on what position the subject holds and the type of activity of the organization.

Checking by the employer of future employees of the company

Performance testing is a kind of safety net that every employer must take in order to somehow justify the risks associated with hiringalmost unknown people as employees of his company.

Verification options can be completely different: someone is interested in the public image of the applicant for a place, as well as information about his criminal record; others - the education received by the candidate; and still others analyze, for example, the credit history of a potential employee.

Main stages of work with applicants for a place

Preliminary work with applicants for a place can be divided into several stages:

• Filling out standard forms by candidates.
• Building a database that includes all the information about applicants. Data is entered after a preliminary interview and submission of a resume.
• Verification of all information received, including characteristics and recommendations from the previous place of work (or study).
• Testing potential employees.
• If necessary, study the submitted medical certificates.
• Several (consecutive) interviews: with HR manager; with the head of the department in which the vacancy is planned; with a commission specially formed for this occasion.
• Making the final decision on enrollment (assigned either to the head himself or to the coordinating council).

Organization of recruitment on a competitive basis

The main goal of organizing the competition is the desire to raise the prestige of the vacant position to the proper level; attract as much as possibleapplicants; democratize selection and so on and so forth. Contest Options:

• The candidate is not subjected to any tests, they are simply talked to. Based on the submitted documents and by a majority of votes, a decision is made.
• Applicant undergoes psychological testing and interview.
• Testing the candidate in the most thorough manner for professional suitability.

Police fitness

What is meant? First of all, these are:

• age limit;
• education;
• medical indicators;
• socio-psychological characteristics;
• other.

Verification system

A fundamentally new and modern system for checking the professional suitability of police officers has been created, which includes:

• pre-interview;
• medical examination;
• testing that detects the use of alcohol, as well as narcotic, toxic or psychotropic substances;
• psychological examination;
• oral survey using a polygraph;
• identifying personal and business qualities;
• determination of the general level of intelligence, as well as the ability to logical judgment and inference;
• testing for balance, emotionalresilience and self-control;
• identifying the ability to express information in writing and orally;
• determining the level of physical fitness.

Important! Risk factors that do not at all positively characterize the future police officer include the following: direct participation in the circulation of weapons; personal contacts with people who have a negative reputation in society, as well as a criminal present and past; use (without any doctor's prescription) of narcotic and psychotropic substances; alcohol abuse and others. The Ministry of Internal Affairs of the Russian Federation has taken the most serious measures so that people seen in what was described above never become employees of their service.

All candidates appear before a commission, which includes specialists with higher medical or psychological education. They will not only look into the soul of each test subject, but will also reveal the possibilities, desires and abilities that are “somewhere, very deep.”

Categories for selecting future police officers

All candidates will be divided into four (conditional) categories:

• first recommended;
• just recommended;
• conditionally recommended;
• unable to fulfill the duties of an employee of the Ministry of Internal Affairs of the Russian Federation.

Active Police Officer Failed Test

To an active employee who has not passed the aptitude test (available intype of testing related to the use of firearms, special equipment, as well as physical force) the following actions will be taken:

• Removal from his post.
• Disciplinary action (in due course).
• Certifications for compliance with the position held.

And rightly so. Since the profession of a policeman is always associated with a risk to the life of not only the officer himself, but also the people around him.

In conclusion

Testing for professional suitability is, first of all, a significant update of personnel policy, which undoubtedly benefits not only the organization itself, but also each of its individual employees. It's just some "moment of truth". But here opinions are divided. Some would say that aptitude testing is a waste of time. And, most likely, they will be wrong.