The concept and structure of personnel assessment

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Personnel assessment is an analysis of the performance of employees and includes 3 main stages:

Evaluation of candidates for positions
For each vacancy, management defines a basic set of competencies that a potential employee must possess:

goals and objectives of production, as school principals email list well as requirements for a specific position;

the degree to which the applicant meets the stated parameters;

potential capabilities of applicants, as well as their additional skills.

Evaluation of working personnel
Here, attention is paid to slightly different tasks, because employees have already acquired professional experience, have skills and growth potential. Different methods of personnel assessment in this case allow making different decisions on the organization of the use of the company's human resources:

assess the extent to which an employee is suitable for the position he holds;

conduct an analysis of the accumulated knowledge, skills, work experience and interaction of a specific employee with the team;

develop plans for training, retraining and advanced training;

identify career advancement prospects or replacement options for employees if they do not meet the organization's goals.

Self-analysis by specialists of their skills and potential
This is one of the most effective methods of assessing personnel performance. No one is better able than the employee himself to assess personal and professional qualities, as well as to understand his goals and aspirations. Thus, it is important that specialists can independently assess themselves and correlate personal priorities with the tasks of the enterprise.

This three-pronged approach to personnel assessment allows us to understand what contribution each employee makes to achieving the overall result and the implementation of the set goals.

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Objectives of personnel assessment
Each organization decides for itself why it conducts employee assessment. Needs and situations may differ, so it is important to clearly define the goals. This will help to understand which personnel assessment methods will be appropriate in a particular case, which, in turn, will lead to resource savings and the achievement of the desired results.

Objectives of personnel assessment

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Various tools help solve a wide range of problems, from recruiting employees to creating a job reserve. A thorough analysis of the competencies of employees and job candidates allows you to set goals for their professional growth, make decisions on appointments, and resolve other personnel issues. The most common reasons for conducting an assessment are:

administrative - when justification is required for a promotion, salary increase, training, or termination of an employment contract;

motivational - associated with identifying key competencies, the potential of a specialist and his desire for professional growth;

process-based - aimed at obtaining opinions from different sides, improving communication between the manager and the employee, and identifying possible conflicts.