In article it is a question of an assessment of quality of the personnel for successful business.
Success in business depends on quality of the personnel, it is not less than from financial investments, real estate value, structure of warehouse stocks, etc. Performance appraisal is also important, as financial, accounting, commodity or marketing policies. It should be adhered to the organization purposes.
Main objectives at performance appraisal: an optimum choice of the candidate corresponding to work in corporate culture; determination of its future potential; choice of methods of the situational management; creation of the motivational program.
Any manager (manager), than it operated: process, result, resursami – can carry out the activity only if he is able to measure with what works. If we can’t measure something, we can’t and operate it. If we can’t estimate our personnel, and operate it we too we can not.
Let’s consider, introduction of system of performance appraisal is connected with what expectations in the company?
First, following the results of an assessment we receive the exact understanding, what people rabotayut in our company. The reality such is that success in business depends on quality of the personnel not less if it is no more, than from other factors – such as volume of finanyosovy investments, real estate value, structure of warehouse stocks, etc.
Secondly, thanks to an assessment we can competently place the correct people on the correct places to achieve the best results. In other words, we have possibility most effectively to dispose of our resource. What chances to get to the appointed place if you wander in the wood without the card and a compass? Nevyyosokiye. And the probability is how great, what we will make the most optimum personnel decisions if we have no objective these rather business and administrative qualities of employees?
Thirdly, only on the basis of an assessment we can choose the shortest and deystyovenny ways of change of a situation to the party necessary to us. Performance appraisal – is a reference point for formation of target programs of selection and hiring, training and development, a rotayotsiya and personnel advance.
Fourthly, the regular assessment – is the unique possibility to trace occurring changes. Business – is the dynamic environment which constantly changes depending on our actions (no less than absence of these actions). If we periodicheski don’t estimate a situation, we risk to pass important trends or tendencies, not to see in time that our actions aren’t effective, to miss the moment for changes.
Fifthly, performance appraisal allows to reveal also deeper and system problems in the company. For example, the superfluous sense of duty and dependence of employees can testify to "zabyurokratizirovannost" of the organization or other problems in a control system.
Performance appraisal – one of systems in human resource management service without which other systems of service of human resource management can’t effectively function: staff recruitment; personnel development; personnel compensation.
The assessment and certification of the personnel is necessary not only for administrative tseyoly, but first of all for mutual understanding improvement between the subordinate and the head, improvements of activity of employees and their development.
If you can’t make is qualified performance appraisal, you will pick up casual and incompetent workers who can’t vypolnyat tasks in time and with high quality and won’t be engaged in self-development and to aspire to increase of the professional qualification.
First of all, it is necessary to understand for itself, performance appraisal why is necessary. It should be adhered to the organization purposes, performance appraisal as end in itself – absolutely useless expenditure of means, time and forces.
Main objectives which we reach at a right choice of tools of performance appraisal: an optimum choice of the candidate corresponding to work and corporate culture; determination of its future potential; choice of optimum methods of the situational management; a basis for planning of trainings, training and development; creation of the motivational program. Distinguish four types of performance appraisal: productivity assessment; assessment of competences; potential assessment; satisfaction assessment.
Before choosing and installing one of types of performance appraisal, postarajtes to answer the following questions:
1) Who makes the decision on need of performance appraisal?
2) For what performance appraisal is necessary to the organization?
3) What features of corporate culture of the organization? (The answer to this question pomozhet to choose "correct" for this organization a type of performance appraisal).
4) What experts and knowledge are necessary for competent carrying out an assessment personala?
Answers to these questions are urged to save the organization from unpleasant neozhidanyonost and to help to be prepared adequately for a meeting with some personal and organizatsiyoonny problems arising in the course of performance appraisal.
Who makes the decision on need of performance appraisal? Most likely, board of directors or team of top managers. And it is good, if company management ponimaet that performance appraisal as is important, as financial, accounting, commodity or marketinyogovy policies. Support from top management is vital at all stages of carrying out an assessment.
However, the decision on carrying out an assessment and its execution is very frequent is assigned to personnel or manager department, and even then, for some reason, not perceived by the personnel at the proper level. Unfortunately, often the HR manager – it is far not the best candidate for carrying out an assessment. Not because it doesn’t have enough knowledge or skills but because by the nature of the work it has no direct workers kontaktov with all personnel of the organization. Existence of labor relations is a naiyovazhneyshy part of an assessment in the form of interview. This mission should be therefore accepted by linear managers heads of divisions, and a role of the HR manager – in a choice and razrabotke an effective technique.
Complexity consists also that the system of performance appraisal can "break" about the cultural environment of the enterprise or generate the conflict between the personality and organizatsiyoy. Therefore it is especially important, that the decision on carrying out an assessment passed a way from top to down and from below up – the management makes the decision, leads up it to the manager on personalu, and he, in turn, develops system, trains in it employees, directs process, then generalizes results and provides them to the management.
Prepared Century Benkovsky.