Post by moon125 on Nov 6, 2024 0:48:09 GMT -5
Good personnel are worth their weight in gold today. Do you think that only professionals work in your company? A competent personnel assessment will help answer this question. What is it, why is it needed, how is it carried out - we will tell you in this article.
What is personnel evaluation?
Personnel assessment is a way to identify various characteristics of employees. The goal is to help the manager in making management decisions.
The event allows us to determine the level of development of professional skills, the motivation of personnel to work, and to characterize shopify website design their personal characteristics, including the coincidence or discrepancy between personal values and the values of the organization.
The personnel evaluation system also allows us to ensure that each employee is suited to their professional role and is able to perform their job functions in the best possible way.
The reasons for evaluation are varied:
summing up the year;
formation of HR strategy;
training planning;
complaints from customers;
decline in productivity in the department;
an increase in the number of conflicts within the team;
change of management and/or owners;
the need to reduce staff;
the arrival of a new manager who conducts monitoring to get to know his subordinates, understand their professional capabilities, work methods, and internal processes in the company;
planning major changes in the company (expansion, change of strategy, re-profiling, etc.)
What are the benefits of research?
The procedure allows solving the following management and HR tasks.
Hiring
recruit the best personnel;
determine the need for new specialists.
Adaptation
identify problems in the first months of work: low quality or lack of mentoring, lack of resources or openness, overwork;
Provide newcomers with quality feedback that will help them adapt quickly.
Efficiency
improve labor discipline;
make management and personnel decisions;
identify the need to change the organizational structure;
critically review activities, optimize business processes, regulations and procedures (based on the results of assessing the quality of interaction ).
Why is personnel evaluation necessary?
The relationship between an employee's performance and his or her attitudes, skills, and work behavior
Skills and competencies
determine the level and compliance of employees’ skills with the competency model approved by the organization;
motivate staff to develop and learn;
to form a personnel reserve of employees with high performance indicators.
Engagement and loyalty
characterize the quality of working conditions, internal processes, and the atmosphere in the team;
increase employee interest in work, involvement and loyalty (by conducting relevant surveys );
predict turnover.
Results of the engagement study in the Happy Job service
Results of the engagement study in the Happy Job service
Education
determine the main areas of activity, plan training;
create quality training courses, pay for external training necessary to improve productivity;
improve the level of knowledge of staff.
Retention
know the company's weaknesses and develop them;
retain people in the company through quality feedback based on testing results.
HR brand
form EVP;
strengthen the employer brand in the market.
Indirectly, the tool allows businesses to determine the effectiveness of the HR department, since it is HR specialists who are responsible for recruiting and training employees who complement each other in professional and personal characteristics.
Main functions of personnel assessment
Analysis is useless unless it has a specific purpose or does not result in management action. Over time, and from previous similar events, people realize that the process is formal and do not strive to grow professionally for the sake of improving future results.
Clear criteria are needed for effective research. These are usually skills formulated according to the model of competencies and values adopted in the company. These may include learning ability, communication skills, speed and accuracy of task execution, customer focus, creativity, stress resistance, organizational skills.
Objectives of personnel assessment
Functions and purposes of personnel assessment
When evaluating personnel, qualitative (verbal, descriptive), quantitative (point, rating) and combined methods are used.
In quantitative assessment, the criteria are target or average indicators. It is important that they are transparent, achievable, and correspond to the professional role.
Personnel assessment methods
The following are used to evaluate employees:
analysis of competencies, including skills, personal characteristics, values, namely, compliance with the company's values of the employee's typical professional behavior. The 360° method is usually used for this ;
performance analysis, including the already familiar KPIs, achievement of set goals or obtaining the necessary business results;
certification - a regular comprehensive procedure that helps determine to what extent employees meet the minimum necessary requirements depending on the position;
engagement and loyalty analysis, which includes an assessment of the employee's internal attitude towards work, the productivity of the work environment, and the extent to which the person is committed to the goals and objectives of the company, as well as their disposition towards the manager and colleagues.
Certification is organized in accordance with the requirements of legislation, as well as the internal regulatory documents of the organization.
The efficiency analysis is based on the figures from the reports: the profit received, the market share won, the dynamics of customer loyalty, etc. The actual results are compared with the target ones. If the former are equal to or exceed the latter, the result is considered positive, in most cases the company rewards the employee with bonuses, awards him titles, for example, "Employee of the Month".
What is personnel evaluation?
Personnel assessment is a way to identify various characteristics of employees. The goal is to help the manager in making management decisions.
The event allows us to determine the level of development of professional skills, the motivation of personnel to work, and to characterize shopify website design their personal characteristics, including the coincidence or discrepancy between personal values and the values of the organization.
The personnel evaluation system also allows us to ensure that each employee is suited to their professional role and is able to perform their job functions in the best possible way.
The reasons for evaluation are varied:
summing up the year;
formation of HR strategy;
training planning;
complaints from customers;
decline in productivity in the department;
an increase in the number of conflicts within the team;
change of management and/or owners;
the need to reduce staff;
the arrival of a new manager who conducts monitoring to get to know his subordinates, understand their professional capabilities, work methods, and internal processes in the company;
planning major changes in the company (expansion, change of strategy, re-profiling, etc.)
What are the benefits of research?
The procedure allows solving the following management and HR tasks.
Hiring
recruit the best personnel;
determine the need for new specialists.
Adaptation
identify problems in the first months of work: low quality or lack of mentoring, lack of resources or openness, overwork;
Provide newcomers with quality feedback that will help them adapt quickly.
Efficiency
improve labor discipline;
make management and personnel decisions;
identify the need to change the organizational structure;
critically review activities, optimize business processes, regulations and procedures (based on the results of assessing the quality of interaction ).
Why is personnel evaluation necessary?
The relationship between an employee's performance and his or her attitudes, skills, and work behavior
Skills and competencies
determine the level and compliance of employees’ skills with the competency model approved by the organization;
motivate staff to develop and learn;
to form a personnel reserve of employees with high performance indicators.
Engagement and loyalty
characterize the quality of working conditions, internal processes, and the atmosphere in the team;
increase employee interest in work, involvement and loyalty (by conducting relevant surveys );
predict turnover.
Results of the engagement study in the Happy Job service
Results of the engagement study in the Happy Job service
Education
determine the main areas of activity, plan training;
create quality training courses, pay for external training necessary to improve productivity;
improve the level of knowledge of staff.
Retention
know the company's weaknesses and develop them;
retain people in the company through quality feedback based on testing results.
HR brand
form EVP;
strengthen the employer brand in the market.
Indirectly, the tool allows businesses to determine the effectiveness of the HR department, since it is HR specialists who are responsible for recruiting and training employees who complement each other in professional and personal characteristics.
Main functions of personnel assessment
Analysis is useless unless it has a specific purpose or does not result in management action. Over time, and from previous similar events, people realize that the process is formal and do not strive to grow professionally for the sake of improving future results.
Clear criteria are needed for effective research. These are usually skills formulated according to the model of competencies and values adopted in the company. These may include learning ability, communication skills, speed and accuracy of task execution, customer focus, creativity, stress resistance, organizational skills.
Objectives of personnel assessment
Functions and purposes of personnel assessment
When evaluating personnel, qualitative (verbal, descriptive), quantitative (point, rating) and combined methods are used.
In quantitative assessment, the criteria are target or average indicators. It is important that they are transparent, achievable, and correspond to the professional role.
Personnel assessment methods
The following are used to evaluate employees:
analysis of competencies, including skills, personal characteristics, values, namely, compliance with the company's values of the employee's typical professional behavior. The 360° method is usually used for this ;
performance analysis, including the already familiar KPIs, achievement of set goals or obtaining the necessary business results;
certification - a regular comprehensive procedure that helps determine to what extent employees meet the minimum necessary requirements depending on the position;
engagement and loyalty analysis, which includes an assessment of the employee's internal attitude towards work, the productivity of the work environment, and the extent to which the person is committed to the goals and objectives of the company, as well as their disposition towards the manager and colleagues.
Certification is organized in accordance with the requirements of legislation, as well as the internal regulatory documents of the organization.
The efficiency analysis is based on the figures from the reports: the profit received, the market share won, the dynamics of customer loyalty, etc. The actual results are compared with the target ones. If the former are equal to or exceed the latter, the result is considered positive, in most cases the company rewards the employee with bonuses, awards him titles, for example, "Employee of the Month".