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Theory and practice of human resource management - Shchekin GV

5.3. Socio-biographical analysis as a means of employee evaluation

human resource management quality depends on the reliability of the methods and tools [2, p. 84-87]. Recently became popular method for assessing the professional competence of employees through social and biographical analysis, which was based on lies the idea that individuals with similar biographical data, achieve the same results when performing identical tasks in identical conditions. The results of surveys conducted by the Institute for Research and Socio-biographical analysis (. More than 10 thousand questionnaires), show the correctness of the hypothesis: the professional efficiency of employees is related to its microsocial roots. Where in recruitment evaluation of candidates is based on the socio-biographical analysis is provided almost one hundred percent reliable prediction of their suitability. Therefore, this method is taken into service rooms outplacement.

Consider how this method is used in practice. Any process it is divided into phases, tasks and microevents. Each microevents can be viewed from different perspectives. For example, the participants of the seminar task - to buy for the entire group business cards. Some participants in general can not solve this issue, others have bought them in the store, and others asked the organizer of the seminar, the fourth - on duty. The same problem is solved in different ways: the first solution unsuccessful, the second required a cash outlay, the other two are not related to material costs. From this example we can draw the following conclusions:

• effective solution - is to overcome the challenges in the way of the task difficulties at the lowest cost;

• to overcome any obstacles you can use different methods;

• the effectiveness of research depends on the proper selection and implementation of solutions;

• mode of action (realism) due to the ability of an individual to develop and implement effective solutions;

• the ability to effectively address the problems directly related to the micro social biography (history) of the individual, ie, the type of his relationships with others [2..; 3].

Now consider the factors underlying the communications-based (relations) with other individuals.

In periods of childhood and adolescence man together with other people (parents, friends, teachers) involved in various activities (acquisition of knowledge, sports, debates, housework, and so on. D.), And acquires certain values ​​and representation (religion, culture of behavior, art), which forms the attitude of the person to objects, environment, time, people think, the law, submission, management, physical and mental labor and TD Adults in a clear manner explain the child (teenager) as necessary and not you need to do; in sociology, this role is called adult participation.

On the basis of learned knowledge and understanding person receives the results of the quality, cost and time, the presence and type of participation of adults. The process of getting results is called expertise. Its data are taken into account family, friendly, school environment, each of which is microsociety. The close correlation between the results obtained by the individual, and their assessment of others. The individual often uses and develops the results of which are recognized by the surroundings. The earlier results were obtained to evaluate other, and the higher this score, the faster they are included in the biography of the individual, the higher the level of expertise. Thus, the character recognized results indicate the areas in which the individual can demonstrate their abilities, and their early recognition allows to predict the level of competence.

Participation of the environment in real actions and beliefs of the individual, expertise and recognition of the results constitute the foundations of communication, on the basis of which the individual forms a course of action (realism). There are several types of action:
1) monorealizm - the integration of values, culture and behavior, characteristic of the environment to which the individual belongs. For example, the son of a factory manager in working with children games reproduces the style of his father's relationship with his staff;

2) multirealizm - the integration of values, culture, the behavior of other socio-cultural backgrounds. Examples: the son of a factory manager, supportive friendships with children of workers of the plant, owned by his father share their habits and values; immigrant or tourist adapts to the main customs of the local population;

3) early manifestation of professional maturity, characterized by being in the shortest possible time job in their specialty and obtaining positive results;

4) mobile sociability (communication skills) - ability for personal or professional purposes easily converge or diverge with people. Examples: experienced businessman, settling for a high-paying job, leaves his patron, staying with him on friendly terms; artist, go to other countries where they can freely engage in their art, quickly making contacts in the new environment for him [2; 3].

In addition to the communicative and possible modus operandi when assessing an individual is taken into account the degree of its conformity, t. E. The ability to adapt to the external environment. Conformity is the result of social and family roots, schooling, way of life, relationships with the management (authoritarian style preference or subordination), the ability of assimilation of culture and values.

Estimation of the potential of the individual is to determine the maximum results, achieved by him in the most favorable conditions and in the relevant areas. On this basis we can predict its ability to develop. Required data autobiographical character, as well as information on the communicative, social and family roots, way of action the head of personnel department receives in the course of the conversation with the candidate. Regardless of the purpose of assessing (hiring, firing, promotions, selection of students refresher courses) conversation is based on an accurate analysis of the questions and answers. For example, in recruitment estimated candidates ability to perform certain functions; employment of laid-off estimated individual career plans for further development, depending on the results of labor and individual abilities.

Thus, the socio-biographical analysis can not only comprehensively and quickly examine the person, but also to predict the results of its operations in various areas, to determine the conditions for a more fruitful, the process of responding to the environment, to assess the ability of the acquisition and use of knowledge. Social and biographical data necessary to the head of the enterprise to optimize the management policy (for enterprise development project, the creation of quality circles, career planning, the choice of a payment systems, etc.). [2; 3].

Literature

1. Managing staff Library: world experience. Human Resource Management: Overview / Comp. VI Spring; Ed. GV Shchyokino. - K .: AIDP, 1995.

2. Library staff control: the world experience. Vocational guidance, training and evaluation of personnel: Overview / Comp. VI Spring; Ed. GV Shchyokino. - K .: AIDP, 1995.

3. Matrosov MI Socio-biographical analysis as a means of employee evaluation // The labor and social affairs. Foreign experience. - 1990. - № 2.

4. N. Nicholson Career development in organizations: problems and experience of leading Western companies // Problems of the theory and practice of management. - 1992.- № 1.

5. Silin AA Staffing Services and methods of evaluation of employees in enterprises and institutions of the capitalist countries // Work abroad. - 1990. - № 2 (6).