Well and last, about what it costs not to forget, is the estimation of personnel forming of skilled reserve. In relation to that, when it is better in all to conduct the estimation of personnel, idea divided. One insist on that only coming in a company, a manager must do the estimation of personnel, to know, with what it will be him to work. Other, to which join and I, defend an idea, that it does not cost at once to put everything from feet to the head. At first it follows to visit this collective, estimate a situation to enter certain processes and after it to start the estimation of personnel. Basic rule of estimation of personnel - she must be based on clear criteria which are developed under every position separately and are based on post instructions. It can conduct an estimation different methods and apply different methods. As be said higher about other processes, the process of estimation it costs to prescribe in position. The choice of method of estimation depends on the specific of positions.
Objects of estimation :
- Psychological descriptions of personality (personality features and character traits)
- Knowledge, abilities and skills of employee
- Conduct (values, relations, opinions)
- Efficiency of labour
The estimation of psychological descriptions of personality often meets at the selection of personnel. The methods of estimation are limited to testing and interviewing. Quality of estimation depends on qualification of specialist, conducting an estimation.
Estimation of knowledge, abilities and skills more frequent meets at a selection and teaching of personnel. Basic methods of estimation are testing and trainers, rarer interviewing. However, for the estimation of row of skills, business games befit better. Quality of estimation depends on worked out of methodical base (tests) and competence of experts, conducting an estimation.
A conduct is the most difficult object of estimation. Used in all three functions of HR. The often applied methods of estimation are questioning and interviewing. Quality of estimation fully depends on worked out of methodical base (model of competenses) and competence of experts, conducting an estimation. Partly the elements of conduct can be estimated through such form of business game as assessment-centry.
The estimation of efficiency of labour differs in that firmly related to the business processes of company and checking system. In other words, estimation of efficiency is ordinary estimation, conducted on the stage of control of personnel. An estimation of efficiency is an estimation of implementation of personal KPI. KPI and motivation of personnel in the monthly checking system allow to get considerable competitive edges for your company.
One of the newest methods of estimation of personnel is a circular estimation or method 360 degrees. This methods it was begun actively to apply in the west in 90th of XX of century. At the beginning of 2000th Russian HR -специалисты began to adopt this experience for western colleagues, and now this method is the popular mean of estimation of personnel and for us. Essence of methods "360 degrees" consist in that the estimation of employee is conducted by all his work environment: leaders, inferiors, colleagues and clients . Also an employee can ask to estimate itself. However this methods of estimation are the separate group of methods of estimation is also interviewing and (or) questioning, simply complex and in a few new to the form.
The complex and quite independent methods of estimation of personnel is attestation.
Attestation" (from Latin "attestatio" is a certificate) is determination of level of accordance. Attestation is one of the most widespread forms of estimation of work of personnel, and more precisely determinations of level of fulfilling the of worker occupied position and (or) place which he applies on. The employees of most organizations with the put right management pass procedure of attestation, as a rule, one time per a year .
It follows also to remember, that we must estimate not only activity of other workers, but also constantly monitoring efficiency of own work and those processes, what of us entered. If something which very beautifully sounds in theory does not work in practice, our task - to do necessary conclusions and bring in rapid changes. Exactly due to a critical relation, foremost, to own work and to professional flexibility, we can own hands brick after a brick to build most effective control system by a personnel for our company.
Literature
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2. Boli John, George M Thomas. World Culture in the World Polity : A Century of International Non - Governmental Organization. // American Sociological Review, Vol.62 No.2 (Apr., 1997) p. 171-190.
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6. Mark А. Huzlid, Dave Ulrih, Brian I. BekkerБ, Measuring of effectiveness of work of HR -department. People, strategy and productivity = of The HR Scorecard Linking People, Strategy, and Performance. - М.: "Williams", 2007. - С. 304. — ISBN 1-57851-136-4