Methods and criteria for evaluation in personnel assessment

Criteria for assessing staff are an indispensable element in the field of human resource management. Despite the obvious need for this procedure, there are many disputes on this topic among professionals, especially regarding the development of the criteria themselves, be it labor productivity , discipline, creativity, initiative or competent approach. Evaluation of personnel in the organization should be regular and conducted in strictly regulated terms, solving specific managerial tasks:

• Evaluation and certification of staff allows you to carefully assess the successes and achievements of the employee, to review his current salary, to evaluate the opportunities for promotion, promotion of the employee, and possibly even dismissal.
• The work of the attestation commission should be regulated by the relevant position of the organization. The attestation must be correctly legalized, since the appraisal reports are the legal basis for raising, dismissal, labor transfer, reprimanding, rewarding and changes in the employee's salary.

Evaluation criteria for attestation are also clearly defined in the provisions of the relevant organizational unit, instructions and other documents regulating the activities of the employee, as well as his rights and responsibilities. For employees of the management echelon there are requirements for business, managerial and personal qualities, for example, the following are considered mandatory:

• Knowledge of the foundations of production, its technical and technological features and possible directions for the development of this production;
• Knowledge of micro- and macroeconomics, methods of planning, analysis and monitoring;
• Knowledge of production and economic activities, ways to reduce costs and other costs in the areas of finance, production, personnel, etc .;
• Knowledge of the features of human resources management;
• Knowledge of modern technologies in the field of marketing, advertising and public relations;
• Knowledge of the basics of corporate governance;
• Knowledge of the basis for the development of strategic programs for the development of the organization (marketing plan, production plan, budget plan, etc.) for short and long periods, knowledge of market monitoring, forecasting and market analysis, study of the competitive environment;
• Ability to interact with government agencies, strategic partners, investors, wholesale and retail customers and employees of the organization. Loyal attitude towards the organization.

Qualitatively developed evaluation criteria is one of the most complex stages in attestation, and the subject of the assessment itself is:

• High-quality and effective performance of their duties;
• Compliance with the standards of conduct in accordance with their official status;
• Timeliness and efficiency of achievement of the set goals, tasks, production plans, implementation of the budget plan, sales volume and output;
• Presence of personal business qualities, such as initiative, responsibility, punctuality, competence, etc.

Evaluation criteria should be objective, honest and transparent, which allows the employee to clearly understand his strengths and weaknesses. Such openness provokes healthy competition in the team, develops responsibility and initiative, which gives rise to results.