Creation of control system by a personnel how to begin with a zero
Creation of control system by a personnel how to begin with a zero
of control system by a personnel : how to begin with a zero
1. Managers are from a
2. Skilled strategy
3. Basic processes which
must exist in a company, from the point of view of management human capitals
PERSONNEL is a
personnel, establishments, enterprises or part of this composition, being a
group of for professional or to another signs.
-(Personnel) - in includes itself all partners and the professional state of
employees, brought over to public accountant activity of firm.
ORGANIZATIONS- aggregate of physical persons, being with organization as legal
entity in relations, by the managed contract of найма, and possessing certain by high-quality descriptions
(capabilities, motivation, business and personality internalss), allowing to
provide achievement of aims.
management a personnel :
1) Terms of labour: implementation of terms of
psychology, ergonomics and technical aesthetics of labor; labor and technician
of safety protection; guard of environment.
2) Labor relations: analysis and adjusting of group and
personal mutual relations; relations of guidance; management conflict
situations; social psychological diagnostics; co-operating of leaders is with
3) Registrations and account of shots: registration and
account of acceptance, liberation and translation; informative providing;
professional orientation; providing of employment.
4) Marketing, prognostication and planning of personnel:
development of strategy of management a personnel; market of labor analysis;
prognostication of necessity; connection is with outsourcing of providing;
estimation of personnel
5) Development of labor potential: techno-economics
providing; in-plant training; work is with skilled reserve; planning of
business career; adaptation of new workers
6) Stimulation of labor: setting of norms and trifling of
labor; development of the system of payment and moral encouragement of labor;
application of forms of participating is in an income and capital; management
7) Grant of legal services: decision of legal questions of
labor relations; legal adjusting of economic activity; a concordance of
prescriptive documents is from a management a personnel
8) Creations of necessary social infrastructure:
organization of public food consumption; management service; providing of the
proper terms of health protection and rest and others like that.
9) Choices and application of organizational structures
of management: analysis of existing and planning of most suitable for this
enterprise of organizational structure management; development of manning
10) Most success of ménage (to activity) is
arrived at then, when all functional subsystems of management a personnel are
concerted in time and space and used simultaneously.
application of proper control system by a personnel must lean against modern
conception and corresponding strategy of management. One of important
implementation of chosen control system by a personnel phases there is
practical realization of set of necessary to the firm categories of workers.
are from a personnel
company has specific requirements to such resource, as a personnel, and only
answering these requirements, workers can provide success of company. What it
depends "on what does form these requirements? Such question appears
automatically. Answers enormous amount: from position of company at the market,
from her stage of development, from strategy of activity, from a corporate
spirit and created corporate culture and others like that. But all these
factors prove that presently for the successful functioning of company very
important is competent work with a personnel. Want to mark that exactly work
with a personnel, but not only his selection, as yet until now counts most
leaders and top-managers.
transnational companies already a long ago realized ponder ability of these
arguments and in each there is a department which works with a personnel such
company. Here already a long ago there are the individually worked out and
prescribed processes which touch work of personnel and with a personnel.
Managers from a personnel only control them correct implementation. But there
are considerably less companies, in which the questions of personnel decide
chaotically enough and often even there is not an individual which them would
coordinate. What to do in such situation? Most leaders realize well, that work
with a personnel can considerably increase the incomes of their firm, that is
why begin to search a man which would help to work out these problems, or at
presence of money at once create departments from a personnel. When does a
leader make decision to create a department from a personnel or even to enter
in the state the companies of one manager from a personnel, a question appears:
"And from what to begin"? In my opinion, it costs to begin with the
search of manager or, if it is a department, then director from a personnel.
Manager from a
personnel as nobody other must divide values and visions of company. Even if
these things are not prescribed and not witnessed documentarily, in every
company however there are the unwritten values and strategies of development.
That more workers divide them and defend, then more concerted and effective
will be work of company. And as a future personnel will come in a company
through a manager from a personnel, it is important, that he realized position
of company clearly. In fact we want it or not a gold rule always operates: we
accept to itself to work of those people which divide our perception of the
world up to a point. And even trying to be maximally objective, this effect it
is difficult to avoid.
inalienable part of work of manager, he must constantly be in the course of
matters of company and design the activity depending on changes in the process
of her development and forming of new necessities.
It is a man
which knows enormous confidential information content, that is why a leader
must trust a manager which works with a personnel.
another nuance: taking a manager from a personnel, a company can choose two
ways: at first, to take a young perspective worker with minimum experience, but
such man needs great while for adaptation, additional studies and on the first
pores clear pointing from the side of guidance. Secondly, it is possible to
take a skilled specialist what will give ideas to guidance, to create and
realize skilled strategies. A leader in such case will examine and assert
already the prepared charts of work with a personnel which considerably will
decrease him sentinel expenses, but such specialist has a considerably higher
price at the market of labour.
I led as an
example now, mainly, personality descriptions of desirable candidate. Although,
clear business, it costs to take into account other socialdemographic factors:
age, sex, experience, special skills. But these criteria every leader
determines on the discretion.
It costs to
pay attention to also that, how correctly to enter position of manager from a
personnel in a company. I mean not legal party businesses, but human factor, in
fact exactly he from practical experience creates most misunderstanding. If
company the protracted period did exist without a man which it is centralized
decided skilled questions, and suddenly unexpectedly for workers a manager
appears from a personnel, in all a question appears: "why"? If in
time not to give correct information, then all without an exception workers
will pull out supposition independently, that exactly planned guidance. In the
corridors conversations, scuttle-butts and rumours, will spread. These
processes are very quickly started, badly controlled and them it is almost
impossible to stop. It like snow to whom or playing the broken telephone.
Sufficiently to express some innocent supposition someone and to the end of day
in a company a rumour will spread about the global restructuring, mass
liberations and others like that. Why so? Все simply is property of our psyche,
we always with fear perceive something a new, and especially, if it is
accompanied by the shortage of information. At that rate we quickly fill this
shortage own guess-work, and mostly calling to own fears.
What to do, to
avoid it? It is needed in good time to tell to the workers, that it is planned
to enter such man in the state, as a manager from a personnel, shortly to
describe, for what it is done and which will be him basic functions. In the
first day of work of manager it is necessary to acquaint him with all
collective and once again to mark his basic promises. Access of workers to the
manager from a personnel must be maximally open, certainly, depending on the
structure of company. Every worker must have a right to put a question to the
When a manager
from a personnel comes in a company, he must at first to over look soil, and then undertake to
business. That do I mean exactly? From own experience know that every company
does not look like other - it as different countries in which all live on
different laws, although they are similar on the face of it. Therefore governed
and strategies of one company can be nonviable in other. Exactly for this
purpose at first it costs to every manager from a personnel to understand,
where he got. It is needed to understand on what stage of development company,
what provision with a personnel, who before even episodically decided current
skilled questions which are the primary purpose of activity of company and many
other. For such sounding it costs to use different methods: from the analysis
of normative and regulation documents which exist in a company, to private
conversations after the cup of coffee both with leaders and with a personnel.
Yet it is
extremely important for any manager from a personnel to understand the
organizational structure of company (from what departments folded, who who
submits, who answers for what). If such structure is not prescribed on a paper,
then it and will become the first official task of new worker. In fact without
her it is difficult to understand processes which take place in companies, the
more so, that at every level there are nuances with which afterwards it will be
to work to the manager.
It is possible
to organize official diagnostics of personnel by means of the specially created
questionnaire. That at once not to frighten a personnel, this questionnaire
must not touch the concrete estimation of personnel, but only to diagnose moods
which dominate in a company. For him it costs to bring in a question about
satisfaction or dissatisfaction work in a company, thus important is both a
level of hygienically and personality factors, questions which determine
loyalty to the company and also necessarily suggestions in relation to the
improvement of work with a personnel from a personnel. The last, by the way, is
important yet and because in any case a manager from a personnel is a new man
in a company and he is difficult at once to catch, and that it is exactly
necessary to change, that it became better, and workers which work long time in
a company can offer from own experience. Many ideas can be even very rational,
that is why them it costs to make reality of. And if workers will see that
their ideas, their vision guidance considers valuable and makes reality of it
will promote loyalty of workers and their efficiency considerably.
the stage the spread of learning’s of manager provides for also. Every
specialist from a personnel, before to accept certain decisions, must
familiarize with the specific of work and activity of company. He must
understand essence of work of her specialists. For example, our company carries
out transport-expeditionary activity. Certainly, I do not need to know all
nuances in relation to transportation of loads, but essence of work of managers
of company, most widespread difficulties and features what this activity is
marked, I obliged to know. The best method for such studies - to conduct a few
days in the "heart" of company. That I mean: if it is an
expeditionary company, then to sit in the department of managers which carry
out transportation directly, and to look after their activity, if it is a retail
business - then to conduct a few days in the trading floor of shops between
salespeople-consultants and others like that.
A next step
will be a study of geographical location of offices of company and specific
each of regions. From own experience can say, that every region has the
specific and speech goes not only about East and Western Ukraine. If you have
branches in the different areas of Ukraine, it follows necessarily personally
to visit each of them, to put right copulas with skilled and by agencies, to
associate with potential candidates, analyse the local press and other sources
of search of candidates. In every region these sources can be different, and
their priority will change for potential candidates. If you are interested by
young specialists, then it costs to put right activity with local by towers, in
an ideal to agree about short presentation of company before students. It will
help to form the attractive image of company as an employer.
it does not follow to forget competitors about monitoring. Competitors can be
both small local enterprises which are well developed in a concrete region and
large national companies. All depends on the segment of market, which the
directed organization is on. Us, first of all, direct not activity of such
companies, but their suggestions, will interest to the potential workers,
specialists in this sphere, and more precisely, level of payment, system of
payment (rate, rate plus percents, percents or other) compensative package et
with a situation in a company, it is possible to embark on creation of skilled
strategy on the next year of activity of manager from a personnel, and in
future on her basis and skilled budget. What does skilled strategy consist of?
And what is based on she?
should be said, that skilled strategy is based only on general strategy of
development of company and no time can not to her contradict. In addition, she
must answer a mission and values of company. If a mission and values is not,
then the first point in strategy of department from a personnel - to create or
prescribe them, and also work out and confirm the standards of work and
intercourse in a company.
strategy must consist of next divisions:
reception on work and planning of personnel according to the necessities of
of personnel - how adaptation will be new personnel which will come in a
and development of personnel are studies of new and present workers, and also
creation of charts of development of talented workers.
estimation of personnel is a construction of individual criteria of estimation
of personnel in accordance with the specific of company and every vacancy in
of skilled reserve (especially in relation to key positions for a company) and
work is with skilled reserve.
of the system of motivation - both material and non-material.
PR of company, increase of loyalty of workers, improvement of communications
into a company.
PR is presentation of company at the market of labour, producing an image of
and statement skilled strategy necessarily it follows to present to the
workers, to find out, and for what a manager is nevertheless needed from a
personnel which will change with his arrival in a company. And if at the
beginning the public functions of this man were wired for sound only, then now
workers can familiarize with concrete measures which will be used for a year.
Thus a manager
from a personnel is strong important position in every company and to the
selection of such specialist it is needed to walk up carefully. It is important
not only correctly to take away a worker but also prepare other personnel to
introduction of such position. And even after appearance in a company a manager
can not at once actively inculcate the purchased experience and skills from
other companies. Extraordinarily important is to analyse a situation which was
folded in a company, understand that it costs and that it does not cost to
apply for an effective construction works with a personnel. Advices to the managers on a
Most leaders of
new generation perfectly understand the differences of manager on a personnel
from usual before skilled agent. And not by chance. One of the last researches
showed that to 80% barriers on the way of development of market relations as or
it is differently related exactly to the problems of personnel.
resistance to the innovations, and unwillingness to be taught again, and lack
of ability to work newly, and internal alienation from the aims of
organization. All these 80% problems first of all brought down on the head of
managers, responsible for a personnel. Clearly, that knowledge and abilities of
such specialist must strikingly differ from ability in good time to shift the
personal files from one place to other. Although it would be unfair not to do
justice to кадровикам of old structure, at which
documents were in the order, and people they hired perfectly.
What must know
and able modern manager on a personnel? 3 - 4 back his basic task was a
selection of personnel. It is not casual. The number of firms grew, as
mushrooms after a rain. With not less frequency they scattered or transformed.
On long and successive work into organization there simply was not time. A
general situation some changed now. From one side, she is more stable. On the
other hand, even those organizational changes which take place, realized
commercial organizations passed the first phases of the development,
verifications of skill of the employees a long ago. Many collectives are more
or less stable, possess sufficient human potential. And often this stability is
included in contradiction with the dynamics of market, when a sharp turn is
required in accordance with the changing state of affairs. Yesterday a firm
traded mainly, an accommodation costs today, and tomorrow can be книгопроизводством will engage. Many leaders
prefer even at such changing of general line however to save the kernel of
organization, consisting of people well known and tested. New direction of
activity requires new abilities from employees. Consequently, they are
necessary to be regularly taught again.
On our eyes
the new function of manager grows and gets strong on work with a personnel is a
teaching function. From questioning of managers conducted by us it is necessary
on a personnel, that many of them considerable time is spared to development
and realization of own educational courses and training. We approach such state
of organizations, which in textbooks on an organizational conduct is named
"By student organizations", gradually.
the teaching methods
dictates teaching those new requirements to preparation of managers on a
personnel. It would be unreasonable to prepare them separately under every
theme of teaching. Much more effective to teach our managers to the generalized
going near preparation of the own programs. And beginning is here necessary not
at all from an on-line tutorial. A starting point is a theory of organizations.
It is important to distinguish what can teach, from that must be inculcated in
life of organization not educational, and by other methods.
are in preparation of the teaching program
The chart of
steps of preparation and realization of on-line tutorial offered below,
certainly, is not only faithful. She only specifies on that an on-line tutorial
is not completed with completion of teaching and closely related to the
functions, drawings together positions of manager on a personnel and
Chart of steps
compensated by training. A manager on a personnel distinguishes the group of
workplaces, where training can be conducted on one program.
of aims and actions.
of basic problems.
of basic contradictions.
of aims, contradictions, positions, operating on the language of on-line
7) Choice of
style of realization of training.
of educational materials.
of plan-chart of course.
Realization of teaching.
To the manager
on a personnel useful to know that student organizations arise up only wherein
there are student managers. Therefore our opinion is the most essential quality
of manager on a personnel is his openness new and reflection position in
relation to all aspects of life of organization.
preparation of exercise Reflection in instruction to exercise of contradiction
between the participants of co-operation.
At teaching of
managers on a personnel both the ready are used and created by the listeners of
тренинговые situation. The example of тренинговых instructions, worked out by
listeners is here presented.
So, in the
process of work it turned out with organization, that one of problem points of
his activity was on co-operating with the employees of рекрутинговых agencies. Naturally, what a manager
on a personnel and manager of рекрутного agency present different interests which under certain circumstances can
enter into contradiction with each other. On the base of the real situation,
discussed in one of groups, we worked out exercise for тренигового employment.
You signed a
contract about the selection of manager. On this contract you must close a
vacancy to December, 30. During current negotiations the term of испол-нения work is carried on January, 20. For this period the first
candidate was ratified. However, doing some work three days, he retired. Until
now a vacancy is not closed by you. On the terms of contract the return of 100%
pre-pay is needed.
To it Your
agency did not have a situation, entailing the back of moneys to the customer.
candidate appeared for you, which can come on interview to the client of
January, 22. Today on January, 19. Responsibility for a failure to observe of
terms of contract to a full degree will lie down on you.
You are a
manager on the personnel of large firm. An employee is required Firm - Sales -менеджер. you appealed to the agency on the
selection of personnel, contracted with him with within December, 31,
stipulating description of workplace and requirement to the candidate. However,
a contract was made by not you, and you him did not see.
was accepted on work and for him money is paid. Through extremely short time on
good reason this employee retired. According to the terms of contract an agency
is under an obligation to give other candidate (valid for one occasion
replacement) to January, 20. Today on January, 19 and to all appearances an
agency can not give other deserving candidate.
obtain returning of pre-pay in full, not violating business contacts with this
If you will
not settle this situation, for you there can be troubles from the side of
processes which must exist in a company, from the point of view of management
In most which work
at the market companies, the question of competent and system management a
personnel appears sharply. Large enough money is laid in a selection, enticing,
development of personnel. And these actions at 90% cases justify itself -
promote efficiency of work of personnel, and accordingly and efficiency of
of personnel a separate department (as it is mostly) or even separate man must
decide. And that to do, if is not such man? An answer is simple quickly to
correct this defect. In the first part of work we touched basic aspects from
which must begin the activity manager from a personnel in a new company. In
this part will talk about basic processes which must exist in a company, from
the point of view of management human capitals which all control system by a
personnel will be in course of time formed on the basis of.
If position of
manager from a personnel is new in a company, all of it needs to be developed
and prescribed from beginning, in fact not a single documentation is not on
Thus, if we
embark on the first point of our skilled strategy, namely selection, reception
and planning of personnel, we must create the row of documents necessarily. In
my opinion, it costs to begin from a request on the selection of personnel.
These requests actively use to the shot and рекрутингові agencies during work with clients, but rarely internal
managers from a personnel, although to no purpose. Yes, on creation of such to
the form it is needed to spend little time, but he occupies itself fully. In
fact a manager from a personnel clearly presents requirements to the open
vacancy and knows that it is possible to offer to the potential candidates. In
addition, important is that this request a manager from a personnel fills directly
with a leader which then asserts her. Such step in the future will protect the
department of work with a personnel from the unnecessary complaining on
disparity of the selected candidates to the requirements declared before. In
fact if a request is absent, these requirements can several times change,
something can призабутися about something simply
can forget to warn. And at presence of the ratified request a department from a
personnel will know clearly, that is exactly required from a new worker. Thus, if
to pass to practice, then such request for us contains next data:
information is about a vacancy (region and city, branch, department where
vacant position, clear name of position, date of filling of request and term of
her closing, appeared, even submissions: who a man submits and who will be in
of work (address of job, graphic arts of work, duration of trial period,
payment on a trial period and after him, compensative package);
of position (basic functional promises and other nuances which touch this
are to the candidate (general information: age, sex, education; personal and
business lines, knowledge and skills);
of persons which make decision in relation to a candidate;
for principal items, a request contains, yet such division as notes (he can be named
variously). Here it costs to write some special things, mainly informal which
touch a vacancy. For example, features of collective, feature of region and, in
accordance with them, wish in relation to the features of candidate and other
It costs to prescribe
the chart of selection a next step in a company. It is bulky enough employment,
but in course of time on the basis of this chart you will be able to create
position about the selection of personnel. A presence of such position is
obligatory for every company. If shortly, then in her it follows to take into
account next points:
of search of potential candidates, and here it does not cost limited to
standard are MASS-MEDIA and internet. Every position has the specific and very
actual sources of selection. It costs well to analyse a situation and define
sources which are priority for the specialists of concrete sphere. These can be the specialized forums,
exhibitions and other;
of selection. Here it is also possible to dream up. For every vacancy actual
will be different methods and methods.
But you must
prescribe base which will be used exactly in your organization. Certainly, they
can complement each other or mutual exclude depending on a situation. So, for
example, if a necessary mass selection you here can help worked out ассессмент, with the certain set of exercises,
questions, кейсів and tests. With his help
you will associate with plenty of people for short space and able in an action
to check up necessary for you skills. We mostly pick up managers this method.
Irreplaceable, certainly, there is interview in her different variations. Also
it is here possible to reckon the professional and psychological testing, which
can be both part of independent method;
of levels of estimation, which a candidate must pass. For us all begins from
the analysis of executive summary, then can apply an own questionnaire (she is
obligatory only if the controlled from distance selection is conducted),
sometimes telephone interview (it touches the more controlled from distance
vacancies also), farther interview with a manager from a personnel or Аssеssment-centre, then interview with a
and with the leader of department, a novice will work in which;
criteria of estimation of candidate;
ways are in relation to candidates and responsible persons.
Аssеssment-centre is a method of estimation of personnel, which can foresee
the psychological testing, professional testing (situatioonal tests),
individual exercises, group exercises, role games, interviews.
created by you systems, it is needed it will be to work out a few forms. For
us, for example, for comfort there is a form of estimation of ассессменту, form of telephone interview,
geared-up is certain test methods and worked out кейси for every vacancy.
The next point
of skilled strategy is work from adaptation of the accepted workers.
Here also it
costs to work out and confirm a certain chart, after which will pass adaptation
all accepted workers and those, who got step. Afterwards this chart also grows
into a necessity for the company of position about adaptation and passing of
trial period. It is first needed, at least, to work out "Package of
novice" or "Book of novice".
The package of
novice in our company contains history of company, organizational structure,
internal numbers of telephones and electronic addresses of all workers of
company, rule of internal order, list of necessary documents which need to be
given and fill for employment. Every manager must decide from a personnel, what
filling of this package will profit most.
clearly to prescribe distribution of responsibility between the concrete
workers of company for passing of trial period, and also criteria which will be
a certificate novices, that a worker went a trial period and process of
To engage in
all points of the worked out skilled strategy simultaneously difficultly
enough, especially, if this load falls on the shoulder of one man. Therefore
farther it costs to be determined, that is priority on a concrete moment for
Your organization. In fact for you, possibly, already there is the remarkable
system of motivation (both material and non-material), effective system of
estimation and other. Then absolutely it does not cost to change something.
Especially it touches changes in the system of motivation, they are sickly
enough and difficult for a personnel. Therefore at first understand the
existent systems. If something failing or, якнайчастіше is, some process is not far perfect, does not send activity
of people in a necessary river-bed - embark on his correction.
If you decided
to develop the system of motivation, it costs to remember two nuances:
must be based on the values of personnel, and self knowledge of values of your
workers will enable to you to find correct exactly for them balance of material
and non-material motivation;
costs to be determined, that for you in-process workers is major (achievement
of result, meticulousness, attentiveness to the process which helps to minimize
errors, disciplinary moments or anything other), and to encourage displays
exactly of these lines or competenses. It is possible to enter not only
encouragement but also system of fines after the impermissible for a company
actions of workers or absence of the planned job performance are certain. Every
employer must make decision, taking into account all risks and details.
Coming in a
company, as be said in the first part of the article in a previous number,
every manager sends out a feeler. Watches processes which take place in a company,
analyses and determines, as far as high level of loyalty of workers to the
company. If here all in the order, both an increase of loyalty and internal PR
of company will not be for you foreground job, if no, or quicker undertake to
business. Organize corporate measures, conduct the corresponding training and,
basic maximally socialize with a personnel, to understand principal reasons of
subzero loyalty and in time to liquidate them. In fact if such "submarine
stones" much, then whatever budgets you spent on corporate evening-parties
and training, it will not give a desirable effect.
it does not cost to forget companies about external PR. It follows to produce
an image of attractive employer for the organization, in course of time to take
off the problem of lack of necessary professionals. If at the market of labour
the name of your company will often sound and perceived positively, workers
will come to you and offer the candidatures. It should be remembered that the
image of the company you form constantly: beginning from that, how you speak by
phone with candidates concluding the permanent representative office of company
on the fairs of vacancies and presentations in educational establishments,
profile conferences and other.
It is not necessary
to forget and about such part of work with a personnel, as studies. First and
more main all, that it follows to memorize, - any studies need to be conducted,
leaning against the in good time carefully thought out system. Which one she
will be, what main accents will be placed on - here all will depend on a
specific and strategy of company.
In my opinion,
it costs to divide studies after levels: for beginners, for the workers of
middle level and for top-менеджменту. In addition, in parallel
there must be another division: studies, which touches the direct specific of
work and studies, sent to the personality height of candidates. Teaching a
personnel is possible different methods, most widespread are training, yet
seminars (they, usually, are used for the serve of specific knowledge) use
lectures, the corporate revision of educational films with a further analysis
or creation of corporate library, and also claim of lists of books, which a
worker is under an obligation to read, is also possible. Who is responsible for
these processes and studies conduct directly? There are a few variants: it can
be the same manager from a personnel but such variant is not the best, as this
activity takes away time from basic work of manager, it is possible to hire
trainers which work in different consulting agencies, but their services are
expensive enough, that is why the most optimal variant is to accept on work a
regular trainer which will create to the program training directly under the
necessities of company and will conduct all studies. In such case a manager
from a personnel only coordinates work of trainer and watches, that she
coincided with general strategy of work of company. And use services of
external trainers only in case of occurring of necessity of the specialized
studies or requirement in creation of the program of personality development
for top-managers. If there is a necessity, creation of corporate universities
becomes possible even for training of maximally skilled personnels.
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
descriptions of personality (personality features and character traits)
abilities and skills of employee
(values, relations, opinions)
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
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.
(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 .
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.
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