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Business Economics - Pokropivny SF

4.4. Evaluation of staff as an important element of the workforce management system

General characteristics of the staff appraisal process. Under the staff assessment usually refers to a purposeful comparison of certain characteristics (vocational qualification level business skills, work performance) employees with the appropriate parameters, requirements, standards.

External evaluation and self-evaluation are used in the practice of management. Foreign considered assessment of the employee's company managers, the workforce, direct consumers of the products of labor. Self-assessment is based on the employee's own view about the purpose of life and work, permissible and prohibited methods of achieving them, the necessary moral qualities (diligence, honesty, dedication, and so on. N).

Usually, evaluation of personnel performs orienting and stimulating function. The orienting function is that every employee using a public evaluation and self-conscious of their behavior, is able to determine the direction and methods of future activities. Enabling function is manifested in the fact that she is creating in the employee experiencing success or failure and reaffirming the right or wrong behavior, motivates him to work in a positive direction.

Evaluation of staff should be based on the universally recognized principles, namely: objectivity, comprehensiveness, mandatory, systematic (constancy). These principles can be used for the assessment of staff:

- Selection and placement of new employees;

- Forecasting promotion of employees;

- Rationalization of techniques and methods of work (administrative procedures)

- Building an effective system of labor motivation;

- Evaluating the performance of individual workers and labor collectives.

The specific content, the methods used and the types of personnel evaluation procedure is shown in Fig. 4.3.

Fig. 4.3.

A comprehensive assessment of staff. It is widely used in practice, comprehensive evaluation of personnel by the point system. The main idea of ​​such an assessment - quantitative measurement of the most important characteristics of both the worker and the work they performed.

For a comprehensive description of the employee evaluated:

• -kvalifikatsionny professional level - Ppk.u;

• business skills - Pd.k;

• the complexity of the operation (function) -Ps.r (o.r);

• concrete results achieved - Pd.r.

Comprehensive assessment of an individual worker (Ko.r) is carried out according to the formula

where 0.5 - empirical coefficient introduced into the formula to enhance the importance of evaluating the complexity and labor efficiency.

Professionally - worker's skills is determined by the total of all categories of staff set of objective evidence - education, professional experience, the activity of acquiring a profession and improve professional skills. Each of these signs is assessed a certain number of points (see Table. 4.4.-4.6).

Other elements of the assessment that characterize the quality of the business, the complexity and the results of the labor of workers, specialists and managers are somewhat different in content and significance of specific features.

Table. 4.4., 4.5., 4.6

Estimated coefficient professional qualification level is determined by the formula

where G - Evaluation of education;

CP -assessment work experience;

A - active participation in the system of improvement of professional skill;

0.85 - highest numerical score (. According to Table 4.4.-4.6® 0,50 + 0,15 + 0,20).

Specific components of the evaluation of workers. Evaluation of business skills of workers is carried out on the most versatile features, significantly affecting the moral and psychological climate in the team and individual productivity. The list of possible attributes for evaluating business skills of workers is presented in Table. 4.7. Each feature has four levels of display and assessed in points: low - 0.5; Intermediate - 1; above average - 2; high -3.0. Evaluation of from 0.5 to 3 points can be given to the working of each feature based on its specific significance.

Evaluation of the entire set of business skills summation signs assessments from their specific significance.

Table. 4.7.

The important is to assess the complexity of the operating functions. It is carried out on the grounds taken into account in the tariff-qualifying reference and reflected in the tariff category. Also taken into account, and features that are not included in said reference, but affect the complexity of workers (a variety of work, manual link or a team, more responsibility in the process, working with self-control).

The list of symptoms to assess the complexity of the operating functions, the specific evaluation of their significance and signs of the levels are given in Table. 4.8. Factor complexity of functions is determined by dividing the sum of estimates for each feature based on the specific importance of a constant value of 8.3 (maximum score in the balls all signs of difficulty operating functions).

Table. 4.8.

Evaluation of the results of labor of workers should take into account the quantitative and qualitative parameters of work, as well as their rhythm. The features characterizing the results of workers, and to evaluate their level, taking into account the specific significance given in Table. 4.9.

Table. 4.9.

Features a comprehensive assessment of managers and specialists. Comprehensive assessment of managers and specialists of the company (enterprise, organization) should include an assessment of their business skills, the complexity of the functions performed and the results of labor.

To assess the professional qualities of managers and specialists of pre-defined set of specific features. So, for professionals can use these features: 1) competence; 2) the ability to accurately plan and organize their work; 3) responsible for the work entrusted to them; 4) The independence and initiative; 5) the ability to learn new trends and techniques, use them in their work; 6) the ability to work; 7) communication skills. A set of signs for the evaluation of business qualities of the heads is somewhat different, as it must take into account their ability to both organizers and educators.

Each feature has a business skills, as well as for the workers, four levels (level) display. Estimates balls, characterizing the quality of business professionals and managers are presented in Table. 4.10 and 4.11.

Table. 4.10, 4.11

To assess the difficulty of managers and specialists of functions need to use the common features that allow you to more fully cover all aspects of the content of the work, taking into account the nature and characteristics of this or that type of activity. These aspects (with the release of work performed by groups valuation levels) include:

nature of the work, determining the content of labor (technological complexity of the work process). Established number of group levels of evaluation work with the character:

a) Information and Technology ® 1-3-th level;

b) analytical and constructive ® 4-6-th level;

c) the organizational and administrative ® 7-10-th level;

diversity and complexity of the work. On this basis the work stand out:

a) simple, often repetitive and stereotyped require vypolneniya® 1-2 th levels;

b) more complex podrazdeleniya®3-5 minutes levels held in scale;

c) complex associated with a wide variety of tasks that require complex analytical activities in decision resheniy®6-8 second levels;

Doing the work yourself. On the basis of this work that stand out are fulfilled:

a) under the direct supervision ®1-3-th level;

b) under the operational and overall supervision of ®4-6-th level;

c) samostoyatelno®7-8 second levels;

scale and complexity of management. Within this feature the four groups of work identified:

a) management of departments, members of the otdela®1-2 second levels;

b) management of an independent structural subdivision ®3-5-th level;

c) Manual multiple podrazdeleniyami®6 Level;

g) Integrated management predpriyatiem®7 Level;

responsibility. On this basis the nature of differentiated responsibility:

a) material (for the preservation of resources) ®1-4-th level;

b) moral (for the management of hazardous conditions) ®5-7-th levels.

Estimates in points features that characterize the complexity of the functions of managers and specialists, are given in the Table. 4.12. Overall complexity of the functions of these categories of personnel is determined by dividing the sum of estimates for each feature based on their specific significance to a constant value of 8.3, which corresponds to the sum of the maximum count on all grounds of complexity (Table 4.12:. 3.0 + 1.20 + 2 0 + 1.05 + 1.05).

Table. 4.12

An important part of personnel evaluation is to assess the results of labor leaders and professionals.

Evaluation of the results of work of line managers and specialists. In the course of such an assessment should take into account the peculiarities of line managers of main and auxiliary facilities, as well as heads of functional departments.

Evaluation of the results of line managers of work carried out with the help of indicators characterizing the quantity and quality of work performed, the rhythm of the work themselves and leaders for their assigned units. The results of functional divisions of labor leaders are evaluated on specific indicators, fully reflecting the specificity of each of the units (the service). For example, a department chief mechanic such parameters may be: 1) the execution of the schedule of preventative maintenance of equipment; 2) shortening downtime and repairs TBO; 3) the lack of complaints about the quality of the repair and maintenance of production equipment state park.

To assess the results of labor leaders and professionals used the same four assessment levels, as for the workers. Specific features characterizing the results of work of functional managers and specialists of the enterprise services with an assessment of their level, are presented in Table. 4.13

Table. 4.13