For a complete and competent assessment of an employee's productivity, it is necessary to take into account his/her work, personal and behavioral qualities. Labor analysis criteria that determine the requirements for the work of each function will help with this. They are created by managers together with HR management specialists or employees.
Evaluation of personnel efficiency by methods and criteria that were developed jointly is considered the most competent, because both management personnel and performers will be able to understand these methods. The latter will not be biased towards the criteria. And they will be based on the specifics of each individual work process.
Criteria for assessing personnel performance
The following criteria are distinguished (depending on the scope and method of assessment):
General organizational, specialized.
Quantitative (the finished work overseas chinese in usa data is assessed) or qualitative (during the analysis, attention is paid to the personal qualities of the employee and how well he completed the tasks assigned to him).
Objective (standards that are prescribed for each process in the company) or subjective (they are based on the personal opinion of experts).
Integral or simple.
The first step in creating evaluation criteria is to make a list of positions. Then, the functional tasks of the selected groups are designated. Specialists find out how applicable the criteria are for each individual case. They take into account the amount of information obtained, and find out the importance of specific criteria necessary for evaluating employees.
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Assessment of personnel competencies
In addition to assessing the performance of employees, it is also necessary to analyze the competence of personnel.
This assessment is aimed at studying the professional, personal abilities and knowledge of employees. This category includes:
Professional skills that are analyzed using test assignments, exams, and monitoring compliance with the requirements established in a given industry.
Communicative features. They study what place a specific employee occupies in the team. Has he become a leader or a gray mouse? Does he participate in conflict situations or does he try to be loyal? This information can be found out with the help of psychological tests and surveys organized by the HR department.
In addition, the assessment of competence includes the performance of job duties, attitude to work, discipline and personal opinion about the company.