Leaders in modern conditions shouldconstantly enrich your management style. Otherwise, it will not be possible to form a cohesive and friendly team. Do not waste time managing people who are not trustworthy. Business evaluation of personnel is just one of the activities that allows you to assess whether employees are professional, whether their qualifications are sufficient for a particular activity.
Features of such analysis
The main thing in this analysis is to stick tosystem approach, which is often absent in practice. Moreover, sometimes managers are limited only to the distribution of wages between employees, depending on their overall contribution to the development and operation of the enterprise. Meanwhile, according to the law, the head on his own initiative can terminate a labor contract with an employee who is not qualified. So the business assessment of personnel, conducted competently, will really help to identify the best of the best.
What happens in practice?
Lately a lot of scientistsdedicate their works to this problem and its development. Including many Russian authors pay attention to this topic. But in fact, even the usual business assessment of staff is not fully worked out, although there is quite a lot of scientific literature.
On the existing shortcomings
Any organization will be able to improve itsefficiency, if it competently conducts such an event, as a business valuation of personnel. However, for today this process is not without some drawbacks. First of all, there is no clear correlation between the individual contribution of employees and the final results of labor. Enterprises often use different forms of assessments, but they are applied in isolation from each other, and not in a complex.
Several add-ons
In general, it is important to develop business valuation methodsstaff. After all, almost only this system allows you to assess how effective this or that person, or a whole group of employees are coping with their duties. There is an inverse relationship between different processes and phenomena. So employees themselves get an additional incentive to improve the quality of their work.
About important conditions
First of all, for such a system to beeffective, it must be objective. In this plan, the attitude towards it must be developed both by the employees themselves and by the leaders who implement the relevant policy. Business evaluation of the organization's personnel also provides for confidentiality of the results. That is, they should be known only to the employee and his supervisor. Well, except that the department of human resources can learn about this. The situation at the enterprise will become even more tense if the results of such inspections are made public. Subordinates will be even more inclined against leaders, which will only be a distraction for any person. Accordingly, the whole enterprise will begin to fall apart.
