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ECONOMICS
INNOVATIVE METHODS OF PERSONNEL ASSESSMENT 1 2 Juraeva G.Sh. , Kadirkhodjaeva N.R. (Republic of Uzbekistan)
Email: [email protected]
1Juraeva Guzal Shavkatovna - Senior Lecturer;
2Kadirkhodjaeva Nilufar Rahmatullaevna - Senior Lecturer, DEPARTMENT MANAGEMENT, TASHKENT STATE UNIVERSITY OF ECONOMICS TASHKENT, REPUBIC OF UZBEKISTAN
Abstract: in this article, various methods of personnel assessment are considered. In the enterprise management system, personnel management is a strategically important area and reflects the level of business development of the enterprise. In practice, in most cases, this method of evaluation is used, such as attestation, but there are other methods that are also worthy of attention. In the article the author has considered in detail all the stages of using this type of personnel assessment.
Keywords: methods of assessment, personnel, attestation, expert.
ИННОВАЦИОННЫЕ МЕТОДЫ ОЦЕНКИ ПЕРСОНАЛА 12 Джураева Г.Ш. , Кадирходжаева Н.Р. (Республика Узбекистан)
1Джураева Гузаль Шавкатовна - старший преподаватель;
2Кадирходжаева Нилуфар Рахматуллаевна - старший преподаватель, кафедра менеджмента, Ташкентский государственный экономический университет, г. Ташкент, Республика Узбекистан
Аннотация: в данной статье рассмотрены современные методы оценки персонала. В системе менеджмента предприятия, управление персоналом является стратегически важным направлением и отражает уровень развития бизнеса предприятие. На практике в большинстве случаев применяется такой метод оценки, как аттестация, однако существуют и другие методы, которые также заслуживают внимания. В статье автором подробно рассмотрены все этапы использования данного вида оценки персонала. Ключевые слова: методы оценки, персонал, аттестация, эксперт.
Introduction
Nowadays, there are a lot of methodological materials related to work with personnel. The main person in the personnel assessment is a manager who is responsible for the objectivity and completeness of the information base, which is necessary for the current periodic evaluation, and also conducts interviews with employees. Evaluation of the staff is designed to study the degree of preparedness of the employee for the particular activity that he is engaged in, and also to identify the level of his potential capabilities in order to assess the prospects for growth (rotation), as well as the development of staffing activities necessary to achieve the objectives of personnel policy.
Results and discussion
The main task of personnel management, solved by means of the assessment, is a way to obtain information about the psychological characteristics, the effectiveness of the personnel. The evaluation results help the chief or HR manager to make a reasoned decision regarding the increase (decrease) or relocation of individual employees, their professional development or the opening of a vacancy. Due to the assessment of employees of the
organization by increasing the company's revenues, increasing the number of satisfied customers, promoting the company on the common market [1, 60-65 p.].
Carrying out an appraisal is not a cheap procedure. But, strangely enough, it allows you to save. With the help of evaluation methods, you can develop your own personnel without recruiting new personnel. And this saves money for finding and adapting new people. Significantly reduce the cost of recruiting new staff can the base of the internal reserve, where you can get by pre-testing. A similar methodology is used in the planning of training or in the development of professional skills. The widespread practice of educating staff on the flow of the same topics does not give positive results. But training based on the results of assessments is able not only to raise the qualification level of employees, but also to become a personal motivation for increasing efficiency. [2, 36p]
There are two main directions in the system of employee evaluations:
> Calculation of efficiency for the specified period.
> Evaluation of behavior and professionalism (competence).
For the reliability and objectivity of the evaluation, its systematic implementation is required. Using the method of assessing the effectiveness of labor is possible with a clear organization of planning, setting tasks and digitizing the results of work. Every employee should be informed of the objectives set before him and the responsibility for violations. An example of such a technique is the implementation of KPI (Key Performance Indicators) [3, 41-42 p]. An interview or interview with a candidate for a vacant position allows you to evaluate his personal and professional qualities. Deep interviews are used to identify attitudes and motivations when evaluating top executives or in organizations with a small staff, when the use of other methods is impossible or ineffective [4, 128 p.].
Test. The most budgetary and easy method for assessing employees or job seekers is testing. This method allows you to collect information on the behavior of the employee, his personal qualities. The method is based on standardized and processed information.
Observation. Observe the work of staff can and should be done. And it's not at all difficult to do if the company's staff is small. But in large enterprises without an automated system can not do. Using an automated method, the manager can not only track the time of arrival and departure of the employee, as well as what he did during working hours.
Case-method. The employee is disclosed only in the work. And you can evaluate its effectiveness by simulating a controversial situation that requires detailed analysis and development of the solution algorithm. The case method helps to simulate such situations. The finished case contains information about the problem, participants, resources, the desired result.
Rating or comparison method It is based on the assessment of the employee's compliance with the position held. This is a method of scaling the employee's personal qualities. The most important component of this type of assessment is the list of tasks that an appraised employee must perform.
The method of a given distribution In this method, the assessor is rewritten to give the workers estimates in the framework of a predetermined (fixed) distribution of estimates. The only thing that requires an employee is to write down the employee's name on a separate card and distribute them to groups according to a given quota.
Method for assessing the decisive situation To use this method, assessors prepare a list of descriptions of "correct" and "incorrect" employee behavior in typical situations - "decisive situations". These descriptions are distributed according to the headings in accordance with the nature of the work. Further, the assessor prepares a journal for entries for each evaluated employee, in which he introduces examples of behavior for each category. Later this journal is used to assess the employee's business qualities. Usually this method is used in assessments, issued by the head, rather than colleagues and subordinates.
The method of rating behavioral settings It is based on the use of "decisive situations" (see the method of assessing decisive situations), from which the required personal personal and professional qualities are derived, which become the evaluation criteria.
Method of questionnaires and comparative profiles Includes a set of questions or descriptions of employee behavior. The evaluator places a mark opposite the description of that character trait, which, in his opinion, is inherent in the employee, otherwise leaves an empty space. The sum of the marks gives the overall rating of the questionnaire of this employee. Used to assess management, colleagues and subordinates.
Interview This methodology is borrowed from the departments for work with personnel from sociology.
Method "360 degree assessment" The employee is assessed by his supervisor, his colleagues and his subordinates. Specific forms of evaluation may vary, but all evaluators fill in the same forms and the results are processed using computers to ensure anonymity.
The method of independent judiciaries Independent members of the commission - 6-7 people - ask the attesting various questions. The procedure is reminiscent of cross-examination of various areas of activity of the attestee. Before the judge there is a computer on which the evaluator presses the "+" key in case of the correct answer and, accordingly, the "-" key in case of an incorrect answer. Upon completion of the procedure, the program issues a conclusion.
Testing To assess the employee can be applied and various tests. By their content, they are divided into three groups: qualification, allowing to determine the degree of qualification of the employee; psychological, giving an opportunity to assess the personal qualities of the employee; Physiological, revealing the physiological characteristics of man.
Method of business games The personnel evaluation is carried out within the framework of specially developed imitation and developing business games. The evaluation involves both participants of business games and observers. Certified business games are held, as a rule, on the result, which allows assessing the staffs readiness to solve current and future tasks, as well as the individual contribution of each participant in the game.
Fig. 1. System of integrated staff assessment [4]
Group assessment methods. To assess the staff in a group without combined methods is indispensable. In the case of group assessment of personnel, meetings, negotiations, team relations are modeled, and the basic solutions of cases are used.
Personel assessment. This evaluation begins with the date of employment. Already at this stage there are problems of objectivity evaluation - independence from private opinion, mood, weather, past successes and failures.
Attestation of staff. The process of attestation of personnel is carried out with the help of activities that allow assessing the conformity of the level, qualities and potential of the individual with the requirements of the work performed. Attestation is intended to a greater extent to identify the reserves of increasing the level of employee return and only then - to monitor the performance of something.
Conclusion
Evaluate the effectiveness of employees - not the whim of the head, but the need for successful business. In some companies, this is a subjective assessment of the employer or manager about the personal and professional characteristics of the employee. In others,
proven methods are used in the form of observation, interviewing, testing, assessment center, KPI. In the third, a non-standard approach to evaluation is preferred. The main thing is to conduct the assessment systematically and regularly. Then it becomes part of the corporate life of the company, motivates the staff to self-development.
References in English / Список литературы на английском языке
1. AntsupovA.Ya., Kovalev V. V. Socio-psychological assessment of staff. M., 2008. P. 60-65.
2. Apenko S.N. Evaluation of personnel: the evolution of approaches to technology and implementation: Monograph / under scientific. Ed. B.C. Half-way. M.: Inform-Knowledge, 2004.
3. Struggle approaches: Japan and the United States // Handbook of personnel management. 2011. № 7.
4. Boyatsis R. Competent manager: model of effective work / Trans. with English. M: GIPPO, 2008.
References / Список литературы
1. Анцупов А.Я., Ковалев В.В. Социально-психологическая оценка персонала. M., 2008. P. 60-65.
2. Апенко С.Н. Оценка персонала: эволюция подходов к технологии и реализации: Монография / под научным. Издание ДО НАШЕЙ ЭРЫ. Наполовину. M.: Inform-Knowledge, 2004.
3. Подходы к борьбе: Япония и Соединенные Штаты // Справочник по управлению персоналом, 2011. № 7.
4. Бояцис Р. Компетентный менеджер: модель эффективной работы / Транс. с английским. M: GIPPO, 2008.
