The concept, goals, objectives, the essence of personnel certification. Attestation of personnel is ...

Periodic certification of personnel allows the manager not only to learn the level of professional training and the mood of employees, but also to assess how much their personal and business qualities correspond to the position they occupy.

Contrary to popular belief, the main task of attestation is not to monitor employees' work activities , but to search for a reserve and to disclose potential opportunities that allow increasing the level of return of each employee.

Concept of personnel appraisal

Evaluation of employees involves a series of tests, interviews or interviews.

At the same time, the objectives of personnel certification are not limited to evaluation. Their main importance is to identify employees who could work more effectively by occupying other positions. Based on the results of certification activities, the manager makes a decision on transferring, increasing, referring to training or retraining of certain employees.

The value of objectivity for obtaining reliable results

The most important component of the appraisal procedure is its objectivity. This means that when evaluating employees, specific criteria and methods are used to avoid the influence of subjective factors.

It can not be said that personal impressions only interfere with the work of the head when performing certification, but they can significantly distort the results of the procedure. One-sided perception of employees turns into wrong personnel decisions and management errors.

Appointment of company employees attestation

Often, attestation of personnel is a great chance to prove oneself for those workers who "head against the ceiling". Having mastered their field of activity and not seeing the opportunities for further growth, employees lose motivation. They become inefficient and inactive, their productivity is reduced.

Carrying out personnel changes based on the results of attestation makes it possible to make optimal use of the labor resources of the organization.

The purpose of certification activities can be:

• Preparation of new compensation packages. Such changes affect the material interest of the personnel (wage changes, the system of punishments and incentives, motivation increases).
• Adoption of management decisions related to the development of the organization, optimization of the personnel policy (feedback is established, potential is shown, the employee has the opportunity for personal and professional development, he gets information about what the organization expects from him). The company, having received and analyzed the data, can adjust its plans and more effectively manage human resources.
• Reflection of the actual state of the enterprise at the current moment, the detection of possible problems in the labor sphere. In view of this goal, personnel certification is the study and evaluation of the past activities of the employee, his results, the availability of training needs, and the identification of existing work problems and the search for ways to eliminate them.

The main components of the appraisal process

Taking into account the purposes for which the certification procedure is carried out, the manager plans:

1. Evaluation of staff.
2. Evaluation of labor of workers.

Personnel certification is the study of the degree of preparedness of an employee for the performance of specific work tasks (those that he does at his workplace). In addition, this type of assessment involves identifying the level of potential abilities of the employee, which is necessary to predict its professional growth.

The essence of the measures for assessing labor is to compare the actual results with those that were predicted (check the content, quality, volume of work done). Studying of planned indicators on technological maps, plans and programs of work of the organization allows to form an objective concept about actual quantity, quality and intensity of work.

In the process of attestation activities, managers give an assessment of the work not only of employees, but of their entire department. For this, there is a special procedure in which information from other (adjacent) units is attracted and used, as well as data provided by external partners and customers of the company.

As a rule, the company can get the most reliable, objective and useful data by using both directions in carrying out appraisal activities (an evaluation of the work, as well as the qualities and abilities that influenced the obtaining of the result).

Evaluation of employees and the results of their activities

Attestation of personnel at the enterprise includes a whole range of different procedures: these can be written tests or interviews.

To fill out the results and facilitate their analysis, the manager completes the evaluation form with two sections (describing the qualities of the employee and the results of his work). At the same time, he uses both a score and written explanations, remarks, and justifications.

The tasks of staff appraisal are the optimal use of labor resources, so it is important to discuss the results of procedures and final evaluations with the employees themselves. Being familiar with how they passed the certification, they must sign the corresponding document. The advantage of this system is the ability of workers to indicate whether they agree with the assessment given to them. If there are special circumstances that prevent the full implementation of their duties, the employee can bring them.

How often is the certification

Most successful companies prefer to carry out certification activities every year. Some of them perform such checks more often - every six months, often in combination with a simplified evaluation procedure.

The attestation of the organization's staff can also include the periodic organization of informal interviews. Such actions are accompanied by a discussion of the results of labor, and also contribute to the current monitoring of the labor process. With good formalization of the procedures for assessing work, the manager can introduce evaluation activities even more often: weekly, monthly or quarterly. Of course, such procedures can not be called appraisal, but with their help one can monitor the dynamics of the efficiency of the work of personnel and the entire unit.

Who is subject to appraisal and evaluation

Supervision on the part of the manager is necessary for employees who have just been hired or given a new appointment (translation, promotion).

For example, McDonald's, the company famous for its management strategies, provides for mandatory certification of all managers and specialists who received an increase (decrease).

In addition, six months after the employee came to the organization or was transferred to a new location, he also undergoes evaluation.

The Psychological Aspect of Evaluation

In addition to monitoring labor activity and identifying potential opportunities, the essence of personnel certification is the adaptation of an employee who has fallen into new conditions. Careful and regular monitoring helps the manager to see how quickly the employee is involved in the work, how effectively he is coping with his duties and what kind of adjustment of behavior he needs.

For many corporations, the "human resource" is a fairly expensive investment, so they are interested in getting a quick return on its use. To this end, personnel reshuffles and experiments are used. These actions are inevitably accompanied by strict control, evaluation of the strengths and weaknesses of the employee, as well as providing the necessary assistance in correcting the deficiencies. At the same time, the urgency of the assignment is checked.

Evaluation results

If it is a question of checking the correctness of appointment of an ordinary performer or a lower-level manager, then the conclusion is made after a few months. To assess the head of the middle and senior level analyze the data for the year.

In the event that the employee does not cope with the duties assigned to him, and his activities are not amenable to adjustment, the head is forced to resort to demotion or even dismissal.

Why Companies Are Interested in Reducing the Attestation Period

Most large corporations have their own code, a set of standards, the so-called "corporate rules." Administration can not allow a new employee to independently and uncontrollably master these standards. As you know, few American or domestic companies can boast of the same stable "group norms" of labor behavior, as, for example, Japanese.

In this context, the essence of staff appraisal (especially its regularity and high frequency) is to inculcate in the worker the norms of behavior and the foundations of work. The standards laid down in the first months are consolidated and maintained through regular annual evaluation procedures.

How is the certification of employees in the enterprise

Despite the fact that most companies have their own procedures for preparing and conducting certification activities, there are several universal stages that can be applied in virtually any production area:

• Preparation: at this stage, an order is prepared for the evaluation, approves the certification committee, prepares documentation and forms, informs the labor collective about when and how the certification procedure will take place.
• Form the composition of the commission and approve it. As a rule, it consists of the Director for Personnel (Chairman), the Chief of the Personnel Department (deputy chairman), the head of the department being evaluated (member), legal adviser (member), social psychologist (member).
• The main activities, that is, directly attestation of personnel: this is the work of assessing the individual contribution of each employee, entering data into questionnaires, as well as computer analysis of the information received.

• Completion of attestation: the specialists sum up the results, make personal decisions about whether to promote the employee, send them to study, move or dismiss them (if the employee failed to attest the certification).

The assessment is not carried out by those managers and specialists who have worked in their place for less than a year, pregnant women, mothers with children under one year old, and other workers belonging to preferential categories.