Personnel certification: stages of implementation and analysis of results. Methodological guidance for the preparation and conduct of certification and assessment center Use of a limited range of assessments

Employee certification

Certification of personnel is a significant stage in the work of an employee, after which his status in the company can change significantly. Changes may consist of a change in position, an increase or decrease in authority, an increase or decrease in wages etc.

Successful certification for certain categories of employees is the basis for expanding access to the company's material values, financial resources, information arrays and, most importantly, to strengthen power and increase the authority to make crucial decisions. The company is ready to take these steps only if it checks the professional level of the responsible employee.

From the point of view of personnel security, certification is also an important event. In the process of evaluating an employee, it is necessary not only to take into account his professional merits, but also to subject his behavior to a comprehensive analysis.

Security chiefs are often annoyed that their unit is not involved in the performance appraisal. This is explained by the fact that management does not always understand or does not want to understand who is entrusted with the values ​​and the right to conduct transactions with them.

Certification of employees of an organization can be carried out both on the basis of a tariff system and on a tariff-free basis.

Conducting certification based on testing, as one of its options, is a relatively objective, convenient and uncomplicated procedure that allows you to:

determine the suitability of the employee for the position;

Evaluate opportunities for employee promotion up the career ladder;

identify a list of knowledge and skills that an employee needs to master, outline the directions in which his further training or retraining should go;

· form a personnel reserve;

Obtain objective grounds for the dismissal of employees who do not meet the necessary requirements.

The conducted professional certification allows us to conditionally distribute the organization's personnel into several groups:

workers characterized by a high level of professionally important qualities, including knowledge and skills; their work is highly efficient; they actively use their potential and are personally motivated to maximize the results of their work;

workers are characterized by a high level of professionally important qualities and an average level of knowledge of skills; their additional training, as well as the manifestation of personal motivation, will allow them to be transferred to the first group;

employees are characterized by an average level of professionally important qualities, an average and high level of knowledge and skills, and an average performance;

· employees of this group have reduced and average efficiency, average level of professionally important qualities, knowledge and skills.

It is desirable that the organization is dominated by the first two groups of workers, the most highly qualified and motivated, whose work is more efficient. At the same time, employees of the last two groups, subject to systematic activities in the field of personnel management, should be considered as a personnel reserve of the organization.

The compliance of the duties actually performed and the qualifications of employees with the requirements of job characteristics is determined by the certification commission in accordance with the current regulation on the procedure for conducting certification. At the same time, special attention is paid to the quality and efficient performance of work.

Certification of employees in order to establish the compliance of employees with their positions and determine the category of remuneration in accordance with the tariff scale of the organization of the agro-industrial complex is designed to ensure the maintenance of ratios in wage levels depending on the complexity of work and the qualifications of employees. Compliance with the ratios envisaged by the tariff scale of the organization in the remuneration of employees is achieved through their tariffing.

Qualification of employees- the degree of professional training, expressed by the level of training, experience, knowledge and skills necessary to perform a particular type of work. The qualification of an employee is established in the form of a rank or category.

Certification is carried out through an objective assessment of the employee's activities based on the specific conditions and requirements for him in his position.

Managers, specialists and other employees (technical performers) are subject to certification.

Competence is the unity of knowledge, professional experience, abilities to act and behavioral skills of an individual, determined by the goal, the given situation and the position.

For each employee subject to certification, no later than two weeks before the start of the certification, his immediate supervisor prepares a submission containing a comprehensive assessment of: the employee's compliance with the qualification requirements for the position and pay category; assessment of his professional competence; attitude to work; quality of execution official duties; performance indicators of the certified person for the past period.

Based on the results of the certification, the commission makes recommendations on the compliance of the employee with a certain position and the assignment of one or another category of remuneration to him.

For each indicator used to assess the qualifications and professional competence of an employee, it is necessary to provide specific criteria in the Certification Regulations being developed to characterize the employee’s compliance with the requirements so that the certification commissions have the opportunity, on the basis of the materials submitted for each certified person, and direct acquaintance with certified to give an objective assessment of his activities and express a judgment on the assignment to the employee of one or another category of payment.

Consider the indicators characterizing the qualifications and professional competence of an employee in Table 3.

Table 3

Indicators for assessing the performance of an employee when establishing the category of wages provided for by a single tariff scale

Based on the results of an expert analysis of the assessment of the performance of a particular employee using the above system of indicators, the attestation commission makes a decision on assigning a particular category to the employee within the range of categories for the corresponding position. With the predominance of assessments of the first, second or third level in the above scale of indicators, the employee is assigned, respectively, the initial, average or highest wage category within the range of categories provided for by the position.

The results of the attestation of employees are indicated in the attestation sheet, the form of which is developed or specified in each organization. It can contain a wide variety of options.

See Appendix 1 for an example of an attestation sheet.

With the development of the organization, organizational and staff changes, there is a need to change the certification procedure used in the company. The need to revise the rules for assessing employees may also be caused by a change in the professional composition of the staff. In particular, with an increase in the number of highly qualified employees, a change in the personnel appraisal system becomes necessary not only in order to establish adequate evaluation schemes, but also to reduce time, human and material costs.

We are talking about changing the procedure for assessing personnel and introducing electronic certification.

Since the certification process is an integral part of the human resource management strategy, in order to avoid contradictions and possible conflicts when choosing a personnel assessment (certification) system, special attention was paid to its compliance with other existing personnel management processes in the company - internal training, preparation of a database of job descriptions and competencies, and employee development.

When implementing electronic certification, the following goals are pursued:

a) encourage employees to purposefully and plannedly improve their daily work activities to increase company profits and further development your career;

b) set tasks, priorities and resources to improve the performance of the employee;

c) identify obstacles and problem areas in the work of the employee;

d) agree on the necessary training and a plan for the further development of the employee;

e) determine the possibility of career growth for the employee, financial incentives.

To ensure dynamic control individual development An employee evaluation system is used, which includes three stages:

1) electronic tests (electronic assessment of the knowledge of the equipment being sold, the company's services, the Law of the Russian Federation "On the Protection of Consumer Rights", sales technology, etc.). Electronic tests are updated by responsible persons as new products and new information become available;

2) assessment of employees by "buyers". To obtain an unbiased assessment, third parties are invited to "purchase" goods from sales consultants. "Buyers" evaluate employees according to the criteria proposed by the personnel management service (in particular, the subject of evaluation, first of all, is the behavior of the employee).

3) assessment (characterization) of the employee by the head of the unit, the subject of which is the performance of the employee's official duties.

As a result of certification, the following groups of employees are distinguished:

A promising group is competent, loyal, trainable, personally mature, achieving high results in professional activity employees. For this group, a number of motivating procedures are developed (improvement of working conditions, material incentives, career advancement, etc.), and such conditions are determined and formed in which the employee's capabilities will bring the best results to the company;

Nominal group - employees with an average or approaching average level of required characteristics. For them, it is necessary to consider the possibility of moving from the “nominal” group to the “promising” group. Effective way are internal rotation of staff, training and improvement of working conditions and comfort in the workplace;

A group that does not meet the requirements - incapable employees who make numerous repeated mistakes, outsiders in the main parameters of professional activity. This category is being replaced within the time frame set by management, and given the high turnover in the retail industry, there is a high likelihood of self-exit from the company.

Personnel assessment in an organization is an important aspect of management practice and theory. The team of both a private enterprise and public service must be able to realize the goals of the company, based on its values. In order to form and maintain a powerful team, to achieve the strategic goals set by the administration, it is necessary to systematically evaluate employees using various existing methods.

Certification

The most common form of performance appraisal is personnel appraisal and appraisal, which is a special managerial measure carried out periodically in an organization in full compliance with national labor laws. This is done by a special commission, which includes representatives of management, heads of structural divisions, representatives of the personnel department and other employees who are somehow related to personnel management.

Attestation is a complex system that uses various assessment methods. Its results are necessary for:

• Evaluation of the employee's compliance with the current position, his specialization and skill level (grade), the possibility of revising the salary within the appropriate levels for this position.
• Monitoring the fulfillment of the goals set for employees during the previous certification.
• Setting goals for the next period.
• Definitions for employee development activities.
• Making personnel decisions: changing the salary, transferring an employee to another grade, changing specialization, promotion / demotion, transfer to another job, dismissal.
• Changes in the compensation package by transferring to another grade (position).

Certification and evaluation of personnel, if possible, should be carried out regularly. Its frequency depends on the position. When carrying out certification, certain characteristics of a particular person are compared: business qualities, sociability, professional qualification. Then the results obtained are compared with the results of the work of other employees and industry standards for this position.

Selection of indicators

Before developing a procedure for attesting employees, it is necessary to carefully study all the functions and tasks that employees must perform in accordance with the job description. Based on the analysis, indicators are selected - criteria for assessing personnel.

For each specific function performed by an employee, or for each individual task, it is necessary to develop clear, well-understood performance indicators and performance standards for subordinates. To establish standards for the performance of work, the optimal number of indicators is selected, which will serve as benchmarks for assessing the various qualities of an employee. In practice, a certain set of evaluation criteria is most often used for this. It may include, for example, the following items:

• Professional knowledge.
• performance and participation.
• Attitude towards managers and employees.
• Reliability.
• Quality of work.
• Work intensity.
• The pace of work.
• The ability to express yourself.
• Ability to organize planning.
• Attitude to work.

Evaluation Criteria Requirements

When defining standards, certain requirements must be met. Thus, the developed criteria should:

• Display normative ideas about personal and business qualities, labor behavior, the results of an employee's activities, based on organizational and individual goals.
• Have quantitative certainty for evaluation various levels execution.
• Be reliable and valid to exclude subjective errors.
• Be understandable to managers and performers.

In addition, the costs of the evaluation process should not exceed the benefits of its results. To obtain a thorough description of the object of analysis, it is necessary to use a sufficient number of criteria.

Sequence of evaluation processes

When evaluating and analyzing the effectiveness of employees, it is necessary to follow a certain sequence of actions in order to ultimately obtain clearly structured data. Such analytical material is easier to process, and the business assessment of the staff will be as correct as possible.

1. The first step is to define the goals to be achieved. They should be described as clearly as possible, otherwise the whole point of certification is lost.
2. The level of performance actually achieved against the established standards is then measured. The range of methods, ways, tools for this is huge and depends on the structure of the organization and the tasks it performs.
3. The third step is to compare the actual results with the desired (or expected). This will help to objectively rank employees among themselves based on achievements and failures.
4. The next stage is the mandatory discussion of the results of the assessment with employees in compliance with all the rules of business ethics.
5. At the end, motivational, qualification, administrative and other decisions are made based on the results of the study.

Whatever the assessment of personnel management, employees should know what positive results they achieved in the reporting period, what prevented them from successfully solving problems and what recommendations they can use in their future activities.

Valuation principles

Personnel assessment methods will fully function subject to the following principles:

• Objectivity. Only reliable information bases and systems of indicators are used in determining the characteristics of an employee. Current activities, period of work, dynamics of results are taken into account.
• Publicity. Comprehensive familiarization of the audited employees with the assessment methodology, bringing the results to the attention of interested parties.
• Efficiency. The speed and timeliness of certification, the regularity of its conduct.
• Democracy. Participation of members of the audited group in the assessment of subordinates, colleagues.
• Unity of evaluation criteria.
• Clarity, accessibility and simplicity of the procedure.
• Efficiency. Taking prompt action based on the results.

Personnel assessment in the organization is carried out in two areas of activity: current and prospective. Current activities are analyzed in terms of labor productivity and compliance with the requirements for a particular position. When planning long-term activities, managers determine what qualities need to be developed, what needs to be taught to the employee, the procedure for improving qualifications, and how best to unleash his potential.

Basic indicators

In order for the assessment of the work of the personnel of an organization, enterprise, institution to be adequate, it is recommended to first determine a list of the most important indicators. For example, they may be:

• labor productivity;
• professional conduct;
• personal qualities.

The business assessment of the personnel must meet the following requirements: completeness and reliability of displaying the results, specificity, ensuring compatibility with the achievements of other employees, as well as with the previous period.

For different positions, the main indicators may vary. Somewhere stress resistance is important, somewhere speed of decision-making, perseverance and scrupulousness, the ability to convince or the ability to say “no”. A person cannot be perfect in everything. Therefore, 2-4 positions are determined that are critical for a particular profession, and when checking, they focus on them.

In order for the evaluation of the professional activities of employees to be objective, one should use a variety of methods that are best suited to the structure of an organization, its goals, and the nature of the team's activities. Professional sources describe many methods for studying and analyzing the competence of employees. Among them:

• Certification is an assessment of the work of personnel, which uses an integrated approach using various methods. During the audit, the attestation commission determines the compliance of the candidate with the vacant position or the position he occupies.
• forced choice method. This procedure consists in the selection by experts of the most suitable characteristics for the employee, for example: the ability to plan one's activities, sociability, work experience, etc.
• The descriptive method involves the creation of a consistent, detailed characteristics positive and negative traits of each employee.
• Testing is a system for assessing personnel, in which professional knowledge and skills, abilities, motives, and personality psychology are determined. These qualities are revealed with the help of special tests that can be deciphered using "keys".
• A business game is a kind of management game, during which the knowledge and skills of an employee are analyzed, and his ability to work in a small group is also assessed.
• Management by objectives (in foreign literature - Management by Objective (MBO)). Evaluating the effectiveness of personnel by this method involves the general setting of tasks by the manager and employee, after which the results of their implementation are evaluated at the end of the reporting period. This system covers all positions in the company - from technical to institutional levels.
• Performance Management. According to this system, not only the final results of the employee's work are evaluated, but also his competencies - those personal qualities that are necessary to achieve the goals set.
• The assessment center (group and individual) is designed to test employees in terms of competencies for specific personnel tasks. Personnel assessment methods may include behavioral interviews, as well as case studies (game situations). For the selection of candidates for high positions and in the evaluation of top managers, the emphasis is on behavioral interviews, and for the promotion of employees to the personnel reserve - on business games.
• Self-report (speech) consists in making oral presentations by the manager or specialist to the work team, during which the implementation of the work plan and personal obligations is analyzed.
• 360° method. According to him, employees are evaluated by colleagues, managers and their subordinates. For each person, an individual and general questionnaire is filled out.
• Evaluation by the method of committees. In accordance with this method, the work of employees is discussed in a group, while it is divided into separate tasks. As a result, a certain list of actions is compiled, each of which is evaluated as successful and unsuccessful.
• Method of independent judges: an employee is evaluated by independent persons who did not know him (usually 5-7 people act as "judges"). At the same time, personnel assessment methods are based on the principles of cross-examination.
• Interview: The applicant acts as an HR manager and interviews several job applicants. The ability to correctly analyze and select employees is checked.
• observation. In this case, the employee is assessed both in an informal (on vacation, at home) and in a working environment using the methods of momentary observations and photographs of the working day.

It should also be noted that at each stage of an employee’s work in a company, certain assessment methods can be used: for example, in the process of selecting an employee for a vacancy, you can use the interview and testing method at the same time, and to make a decision on dismissal from a position, it is enough to conduct an employee appraisal.

Scope of Research

The analysis of personnel assessment directly depends on the amount of research, the quantity and quality of the study methods used. In terms of content, they can be partial, when they evaluate only certain qualities of the performer or the level of work performance, and complex, when they consider business and personal qualities, labor behavior, and performance results in a complex.

According to the regularity of the study, they are divided into those that are organized constantly with a certain frequency (depending on the position: once every six months, a year, two, etc.), and episodic assessments that are due to a certain stage (completion of the probationary period, promotion service, disciplinary responsibility, etc.).

Depending on the frequency, the assessment is divided into current, final and prospective. The current one determines the level of performance of duties by the employee at the moment. The final summaries the performance of the work and its results at the end of a certain period. Perspective determines the abilities, qualities, motivations, expectations of the employee, that is, it allows you to predict his potential.

Grading system

Depending on the criteria, a quantitative, qualitative, analytical (reduction of all results according to all criteria) assessment and determination of time guidelines are distinguished. Personnel performance appraisal is divided into two types:

• Systemic: when all blocks of the analysis system are involved;
• Unsystematic: when the appraiser has the right to choose criteria, methods, methods, tools, analysis procedures.

Subjects of evaluation

This concept refers to employees evaluated by their manager, colleagues, clients, subordinates. They can also be subjects of a comprehensive, so-called 360° assessment, which takes into account all of the above factors in combination.

In addition, the so-called self-assessment, or internal assessment of personnel, is practiced. Information in this case is obtained after motivational monitoring. The combination of conclusions on external and internal testing allows you to more fully implement the orienting and stimulating functions of research.

Evaluation of the labor activity of the personnel allows:

• Assess the professionalism of an employee, namely: the level of professional training (knowledge, skills), the level of psychological preparation (orientation of the personality, motives of behavior, adaptability, character traits, temperament), labor efficiency (productivity, quality of labor), the desire for rationalization and inventions.
• Develop recommendations for the development of personal and professional qualities of employees.
• Determine the degree of compliance of remuneration, its effectiveness with the efforts of the employee and his expectations.
• Determine the main directions of personnel development.
• form effective mechanism professional motivation of employees.

Foreign experience

The assessment of personnel in foreign countries is somewhat different from how this process goes in our country. in the USA and Western Europe apply a special test for personnel assessment - Bussiness Personality Test (BPT). It contains 100 questions, the results of staff assessment vary on a scale from 0 to 10 points. This allows you to get much more information from each question for analysis than using the traditional “no / yes” scale, or choosing from given answer options.

In the giant General Electric concern, criticism was found to be an ineffective means of informing subordinates about shortcomings in their professional activities. In order to provide feedback, there needs to be a two-way discussion on specific performance improvement issues. In Japan, personnel assessment is based on the production philosophy adopted here, that is, the abilities of each employee are determined individually. A feature of this assessment of personnel is its regularity and obligation for all.

Domestic experience

In Russia, there are also analytical methods personnel assessments, and special electronic devices that work by analogy with "lie detectors". For example, the Luch apparatus, created by researchers at the Institute of Psychology, allows specialists to test such human qualities as quick wits and reaction speed.

Conclusion

Not all of the above methods are equally good in the implementation of the personnel assessment process. Their effectiveness directly depends on the goals set, the level of maturity of the company, its objectives and the type of corporate culture. Equally important is the assessment of staff training, possession of theoretical knowledge and practical skills. Agree, it is better to evaluate an employee using the performance management method, since each company works directly for the end result, which is customer satisfaction and profit. Therefore, in order to achieve these goals, it is necessary to periodically check how the work of each employee is performed. Already on the basis of these data, the administration can make an appropriate managerial decision to increase wages or, conversely, to reduce it, to promote career or to dismiss a person.

What is the benefit of social worker certification? What are the features of certification medical workers per category? What regulates the regulation on certification for compliance with the position held?

When you come to work, you will find out what happened in the team personnel changes! Chief Economist Maria Ivanovna urgently wanted to retire. Senior accountant Natalya is glowing with happiness - she is now the deputy chief accountant. But the leading economist Lyudochka is in tears - from today she is just an economist.

The reason for this is the certification of workers, which no one attached much importance to two weeks ago. As you can see, in vain!

In order not to get into trouble and be fully armed, to know all the pros and cons of this procedure, I, Alla Prosyukova, have prepared for you new article about staff appraisal.

As always at the end of the post - helpful tips and an overview of reliable companies offering personnel certification services!

1. What is the certification of employees and why is it carried out?

Every year, business leaders and business owners pay more and more attention to the company's personnel. Popular expression "Cadres decide everything!" finally began to acquire practical significance.

In order to remain competitive, companies must have a highly professional workforce, the level of training of which corresponds to its size.

How to determine this level correctly? It's very easy to get certified!

This is a periodic examination of personnel for professional suitability and compliance with the position held.

The purpose of this event is different. We have presented some of them in our diagram.

Legislatively, the frequency of attestation activities is provided for at least 1 time in 3 years. Based on this, each company independently approves the terms acceptable for it. They are fixed in a local act regulating this process, developed and approved within the company.

You should know which categories of workers are not certified:

• working in the organization less than a year;
• employees over the age of 60;
• employees expecting a child;
• workers-vacation workers for pregnancy and childbirth;
• women who have taken leave to care for a child up to 3 years.

Now certification has become popular in the field of social work. Examination of the professionalism of social workers makes it possible to form a staff of highly qualified specialists, which positively affects the quality of the services they provide.

It is also important to remember the peculiarities of certification of certain types of employees. For example, certification of medical workers for a category. These employees have the right to independently initiate an examination for the assignment of a category. The voluntariness of the test is its distinguishing feature.

Examinations of this kind are conducted by an expert group of a specially formed commission.

2. What are the forms of certification of employees - 3 forms of conducting

Depending on the goals, the method of certification is also selected. The most well-known 3 forms of this procedure. In practice, there are many more of them, because mixing often occurs and as a result a combined format is obtained.

Within the framework of this publication, I propose to consider only the main ones: two oral (individual and collegiate interviews) and written testing.

Form 1. Oral in the form of an individual interview

An individual interview is conducted, as a rule, by the head of the department in which the employee works. The results serve as the basis for compiling a review-characteristic.

In the process, the attitude of the certified person to work is clarified. The problems that the employee has in the performance of labor duties are determined.

Form 2. Oral in the form of a collegiate interview

A collegiate interview is conducted by a commission approved for this purpose. First, they listen to the report of the subject himself about his duties within the framework of the position, the positive and negative aspects of the work. If necessary, clarifying questions are asked.

During the conversation, the level of professional training of a specialist and his compliance with the position are determined.

Form 3. Written in the form of tests

Testing is considered the most objective form. Certification testing requires serious preparation.

First, it is necessary to form and approve test questions. They must fully correspond to the specialty and qualifications of the certified employees.

Secondly, the % of correct answers should be determined in advance to determine the success of the test.

3. How is the certification of employees - 5 main stages

Such a serious and important procedure as certification of employees requires thorough preparation.

In order for the results of this event to have value and practical significance, it is necessary to know some of its organizational subtleties and features of the conduct.

Stage 1. Drawing up a local regulatory act

The main document regulating the attestation procedure is the “Regulations on the attestation of employees”.

Its approximate structure is shown in the table.

Approximate structure and composition of sections:

The local act is approved by the head of the company. After that, all staff are familiarized with it under the signature. Subsequently, newly employed people get acquainted with the situation in a similar way.

Stage 2. Formation of the certification commission

The commission is approved by the organization order.

The composition includes:

• chairman;
• vice-chairman;
• secretary;
• members of the commission.

The number of members is not limited by law. Minimum - 3 people. They are elected from among the most professional workers, heads of departments, chief specialists.

If a trade union operates in the company, then its representative must be included in the commission. Otherwise, the certification results may be invalidated.

Stage 3. Preparation of the necessary documents for the attestation commission

The order of the head on certification has been issued. A schedule for its implementation has been developed and approved. Now comes the turn of preparing documentation for the commission.

List of standard documents:

• form for assessing working and business qualities;
• reports of certified;
• qualification sheets;
• form of conclusion of the commission;
• form for recording proposals from employees.

Stage 4. Certification

Certification is carried out by the commission strictly according to the approved schedule. During the meeting, the submitted documents for each certified person are considered, the employees themselves, their immediate supervisors are heard.

Stage 5. Obtaining certification results

Based on the results of certification, the commission issues a verdict for each certified person. The wording of the decision is prescribed in the local act and usually looks like: “corresponds to the position held” and “does not correspond to the position held”.

The attestation conclusion is drawn up in the form. The results are formed into a summary report, which is then presented to the manager for a final decision.

4. Who provides employee appraisal services - an overview of the TOP-3 companies

Are you having difficulties with the personnel appraisal procedure and you don't know where to start? I suggest you turn to professionals.

We have selected companies that will quickly and efficiently carry out certification of employees in any field, including such as: education, medicine, public and social service.

"HR-praktika" is a St. Petersburg company that has been operating for more than 20 years throughout the Russian Federation in the field of personnel management. During this period, the company has become an expert in the field of its professional interests.

The company provides services in the field of personnel management in the following areas:

• audit;
• outsourcing;
• education;
• consultations;
• design work.

Managers and business owners, applicants and employees of companies, HR specialists - they will find everything useful information on the corporate Internet resource of the company "HR-praktika". You can get an initial consultation by phone or by leaving a request on the website.

Hermes is a licensed center from Moscow, established in 2006. The company has all the necessary certificates and licenses to carry out the declared activities.

Services of Germes LLC:

• quality management certification;
• licensing;
• SRO permits;
• training and retraining courses of various kinds;
• certification: personnel,;
• sale of ready-made companies with a license from the Ministry of Emergency Situations and KGIOP.

Having started its activity in the distant 2006 as a division of the holding, the company "Kadry is!" became a separate business unit with a wide network of specialized agencies.

Recruiting and consulting services are the main activities of the firm. The most popular among customers were personnel certification and.

The results of the events held by highly qualified specialists of the Kadry Is! allow customers:

• identify the causes of inefficient work of personnel;
• determine directions for optimizing personnel and organizational work;
• develop measures that increase motivation and productivity;
• review job responsibilities and salaries;
• redistribute the workload among specialists.

5. How to get objective results of employee appraisal - 3 useful tips

Objectivity is an important component of the attestation examination of personnel.

Our advice will help you avoid problems in this matter.

As I already wrote, the number of participants in the attestation commission is not limited. Include as many specialists as necessary for the quality of the procedure.

The main condition: all members of the commission must enjoy authority, be competent in the professional specializations of those being certified. Such a composition will inspire more trust and reduce the risk of conflicts.

Example

During the certification process at Albatros LLC, a conflict situation arose when assessing the professional competencies of system administrator Fedor Kuzkin.

The commission decided to downgrade Kuz'kin's category. Fedor wrote a complaint addressed to the director of the company, in which he drew attention to the incompetence of the commission members in matters of system administration.

Indeed, the commission did not have a single specialist in this area, and, therefore, they could not properly assess the professional qualities of the system administrator Fedor.

The director of Albatros LLC agreed with Kuzkin's arguments and the recommendations of the attestation commission were not accepted.

Tip 2. Carry out certification only in the presence of an employee

Despite the fact that the law provides for cases of certification in the absence of an employee (unreasonable absence, unwillingness to undergo an examination), it is better to conduct it in his presence.

So you reduce the risk of conflict and challenging the result on the part of the assessed employee.

Tip 3. Trust third-party certification

If you want to get really high-quality certification results and get rid of a headache about this, I recommend ordering this event in specialized companies.

Such companies can be entrusted not only with the certification of personnel, but also, for example, with a special assessment of working conditions ().

One of the most important elements of the personnel management system in an enterprise is personnel assessment. Personnel assessment allows you to evaluate its quality in terms of its compliance with business goals and enterprise strategy.
Personnel assessment is an activity carried out at different stages of the functioning of the personnel management system for various purposes, including:
- when determining the need for personnel at the stage of scheduling. At this stage, the existing human resources potential is assessed and the requirements for attracting personnel are formed;
- in the selection of personnel in order to determine the eligibility of candidates for vacant positions;
- when determining the need for staff development. At this stage, the existing level of personnel is assessed in comparison with the required one and the need for training specific employees is determined, the compliance of the career level of employees with their competence is checked;
- during the certification of personnel, carried out regularly to assess the state of the level of human resources and develop a wide range of regulatory actions, including:
- to take action on rewards, promotions, punishments, dismissals;
- for planning personal movements;
- for planning the personnel reserve;
- to develop measures to motivate and stimulate labor.
The main steps that determine the content of the evaluation process include:
- analysis of personal data;
- making inquiries about the tested worker;
- verification tests;
- interview.
The main issue of any assessment is the establishment of its indicators, which make it possible to determine the compliance of employees with the requirements. With all the variety of assessment indicators, they can be divided into three following groups:
- productivity of work;
- professional behavior;
- personal qualities.
Performance refers to the ability and/or willingness to perform general functions management both in relation to other objects of influence, and in relation to oneself: activity planning, organization and regulation of the process, accounting and control of the progress of work.
Indicators of professional behavior cover the following aspects of activity: cooperation and collectivism in work, independence in solving certain problems, readiness to accept additional responsibility or additional workload.
Personal qualities show the individual abilities of an employee that distinguish him from other employees: qualification potential, educational potential, psychophysiological potential, moral potential, creativity, communication potential.
One of the traditional ways of assessing personnel is regular personnel appraisal, which is a process of assessing the effectiveness of an employee's performance of his duties, carried out by his immediate supervisor. In Soviet times, such certification was a mandatory element of work with personnel at any enterprise.
Regular certification allows you to:
- to determine and evaluate the knowledge, skills and qualities of employees;
- identify, evaluate and develop strengths employee;
- identify the weaknesses of the employee and work together to eliminate them;
- identify training needs, potential complaints, discipline problems;
- evaluate the integral state of the enterprise's personnel.
Currently, personnel certification is again entering the practice of working with personnel at enterprises. As part of the personnel management system, it is included in the subsystem "Attracting, selecting and evaluating personnel". Certification is carried out quite often when changing owners or top management of the enterprise (as part of the personnel assessment), as well as regularly during the normal operation of the enterprise.
The enterprise (represented by higher-level managers) periodically evaluates its employees in order to improve their performance and identify professional development needs. Regular and systematic assessment of personnel has a positive effect on employee motivation, their professional development and growth. At the same time, evaluation results are an important element of human resource management, as they provide an opportunity to take informed decisions in relation to remuneration, promotion, dismissal and development of employees.
In the Labor Code of the Russian Federation, in force since 2002, insufficient qualifications of an employee, confirmed by the results of certification, may be the reason for termination of an employment contract at the initiative of the employer (Article 81). This provision, introduced into the labor legislation for the first time, certainly enhances the role of personnel certification in labor relations and is a step forward in creating a real labor market. An excerpt from the Labor Code of the Russian Federation (Article 81), illustrating the described provision, is given below.

Labor Code of the Russian Federation

Chapter 13. Termination of an employment contract

Article 81. Termination of an employment contract on the initiative
employer
The employment contract may be terminated by the employer in the following cases:
1) liquidation of the organization or termination of activities by the employer - an individual;
2) reduction in the number or staff of employees of the organization;
3) non-compliance of the employee with the position held or the work performed due to:
a) the state of health in accordance with the medical report;
b) insufficient qualifications, confirmed by the results of attestation;
4) change of the owner of the property of the organization (in relation to the head of the organization, his deputies and the chief accountant);
5) repeated non-performance by an employee without good reason of labor duties, if he has a disciplinary sanction;
6) a single gross violation of labor duties by an employee: a) absenteeism (absence from the workplace without good reason for more than four hours in a row during the working day);
b) appearing at work in a state of alcoholic, narcotic or other toxic intoxication;
c) disclosure of legally protected secrets (state, commercial, official and other), which became known to the employee in connection with the performance of his labor duties;
d) committing at the place of work theft (including small) of another's property, embezzlement, its deliberate destruction or damage, established by a court verdict that has entered into legal force or a decision of a body authorized to apply administrative
penalties;
e) violation by the employee of labor protection requirements, if this violation entailed serious consequences (accident at work, accident, catastrophe) or knowingly created a real threat of such consequences;
7) the commission of guilty actions by an employee directly serving monetary or commodity values, if these actions give rise to a loss of confidence in him on the part of the employer;
8) commission by an employee performing educational functions of an immoral offense incompatible with the continuation of this work;
9) making an unreasonable decision by the head of the organization (branch, representative office), his deputies and chief accountant which entailed a violation of the safety of property, its illegal use or other damage to the property of the organization;
10) a single gross violation by the head of the organization (branch, representative office), his deputies of their labor duties;
11) submission by the employee to the employer of false documents or knowingly false information when concluding an employment contract;
12) termination of access to state secrets, if the work performed requires access to state secrets;
13) provided for by the employment contract with the head of the organization, members of the collegial executive body of the organization;
14) in other cases established by this Code and other federal laws.
Dismissal on the grounds specified in paragraphs 2 and 3 of this article is allowed if it is impossible to transfer the employee with his consent to another job.
It is not allowed to dismiss an employee at the initiative of the employer (with the exception of the case of liquidation of the organization or termination of activity by the employer - an individual) during the period of his temporary disability and during the period of vacation.
In the event of termination of the activities of a branch, representative office or other separate structural subdivision of an organization located in another locality, termination of employment contracts with employees of these structural subdivisions is carried out in accordance with the rules
provided for in cases of liquidation of the organization.

Legislative acts regulating the certification procedure have not been adopted in Russia. Therefore, the certification procedure is determined by the management of the enterprise. Nevertheless, during the regular certification in Soviet times, certain experience has been accumulated in its conduct. With some amendments, it can be adapted to the current conditions of the Russian market economy.
Methodological materials for personnel certification were developed by the Institute of Labor of the Ministry of Labor of the Russian Federation. They are contained in Appendix 4 "Recommended procedure for attestation of employees" of the recommendations of the Ministry of Labor of the Russian Federation on the development of intra-production tariff conditions for remuneration of employees of enterprises (4th edition, revised and supplemented).

Based on the results of an expert analysis of the assessment of the performance of a particular employee using the above system of indicators, the attestation commission makes a decision on assigning a particular category to the employee within the range of categories for the corresponding position provided for by the Unified Pay Scale. With the predominance of assessments of the first, second or third level in the above scale of indicators, the employee is assigned, respectively, the initial, average or highest wage category within the range of categories provided for by the position.
For managers of enterprises, when establishing the categories of remuneration for their work, along with indicators of qualification and professional competence, indicators are also taken into account that characterize the scale and complexity of managing the objects they lead.
The results of the appraisal of employees are drawn up in accordance with the attached form.

Enterprises are developing factory regulations on the certification of enterprise personnel. An example of such a provision is shown below.
At the same time, it must be borne in mind that Article 81 of the Labor Code of the Russian Federation interprets the termination of an employment contract at the initiative of the employer under paragraph 3b, not as an employee who has not passed certification, but "insufficient qualifications, confirmed by the results of certification." At present, most of the applied attestation methods evaluate three indicators of an employee’s performance: qualifications, attitude to work and work results. This is not surprising, since the methods used were developed, firstly, before the adoption of the last Labor Code, and secondly, they were put at the head corner of a comprehensive assessment of the employee, one of the components of which is his qualifications. Currently, at this point, a certain gap has formed between the applied methods and labor legislation. However, it is relatively easy to eliminate it, for example, by introducing into the certification methods a provision according to which a prerequisite for the dismissal of an employee is a low level of his qualifications. At the same time, it is necessary to single out qualification indicators as a separate section in the certification sheets.
IN Lately in Russia, the personnel assessment system adopted by Western firms is beginning to be applied. In contrast to the Russian employee performance appraisal systems, it includes (and begins with) self-assessment. Self-assessment allows the employee himself to assess his strengths and weaknesses and correct them if necessary. In addition, self-assessment adds psychological aspects to the assessment of the employee, as it allows the manager to understand whether the employee adequately evaluates himself (and sometimes reveals the employee from a side unknown to the manager). Such certification is carried out once a year, after the end of the calendar year. An example of such a form is shown below.
For small enterprises with a staff of 100-150 people, when changing ownership, it is also desirable to conduct personnel certification. It is carried out according to a simplified scheme, and certification should be carried out for all personnel, including workers, and not just RCC. Documentation on the conduct and results of certification of the real enterprise "KOM" LLC is given below. The evaluation scale of an employee during the certification of the personnel of an enterprise can be built in different ways. The main options for rating scales are:
a) the level of compliance of the indicator with the requirements:
- corresponds - does not correspond;
- above - corresponds - below;
b) a qualitative assessment of the qualities of an employee:
- low - medium - high;
c) quantitative scoring of the employee's qualities.

Examples of personnel certification at enterprises

Regulations on the certification of employees of the enterprise "AlZavod1"

The practice and theory of personnel management considers the certification of the personnel reserve and staff assessment as a mechanism to increase labor productivity and personal effectiveness of employees. It also allows you to form a strong team and improve work organization. Effective assessment and certification of personnel, as a rule, is carried out in a comprehensive manner and takes into account all the nuances of employees' activities to the maximum.

The concept and objectives of the assessment and certification of personnel

The specialist of the personnel department must clearly distinguish between the concepts of assessment and certification of personnel. The first procedure is informal and is determined by the company's policies and procedures, and the second is regulated by labor laws.

In the process of evaluation, the manager sees how the employee meets professional expectations and has the potential for development. Many companies use the personnel assessment procedure as a method of employee development, a mechanism for forming a personnel reserve and providing feedback to an employee on his career advancement. At some enterprises, the results of personnel assessment can be directly related to the system of material motivation.

Business assessment of personnel reveals qualifications, knowledge, competence and performance. Evaluation is performed at all stages of team management for various purposes:

• selection of a candidate for a vacant position;
• additional verification of the employee's compliance with the position, the degree of adaptation in the team during the probationary period;
• establishing the current knowledge of the employee about the company's product, the need for further training, bonuses for the results of work;
• readiness of the employee to transfer and perform other job duties;
• personal potential of personnel in the creation of a reserve of personnel;
• dismissal - the procedure determines the incompetence of the employee.

A balanced result of personnel assessment is largely achieved through the integrated use of qualitative and quantitative assessment methods in the certification procedure.

Free catalog of policies and procedures for the assessment and certification of personnel

Appraisal as a method of personnel assessment

Personnel certification is a structured personnel event, during which management assesses the level of development of labor, personal and job compliance of employees. Formal employee appraisal procedures have the following objectives:

• administrative - for raising, transferring, lowering or terminating an employment contract;
• informational - determining the qualitative composition of the company, the workload of employees, assessing the quality of management methods of management;
• motivational - economic incentives and social guarantees are used, the dynamics of the development of the enterprise is stimulated.

The main criterion by which attestation procedures are carried out is the objectivity of the employee's assessment. This allows you to bring labor resources in accordance with the staffing table and the system of grades and categories existing at the enterprise.

Goals of certification

Personnel certification determines the readiness of employees to fulfill job requirements in accordance with the employment contract, instructions, qualification handbook, industry wage categories. The main goals of certification actions:

• assessment of the employee's compliance with the current position, distribution by grades for revising wages;
• control of the level of goals achieved by the personnel according to the last certification;
• choice of methods aimed at employee development;
• the need for personnel changes - salary, transfer, reduction or increase.

The frequency of attestation is established by law in accordance with the field of activity of the person. The procedure is regular and extraordinary. Regular attestation and evaluation of personnel is carried out once every 3-5 years, and extraordinary - as a measure of quality control of civil servants.

Personnel assessment and certification procedure

Personnel certification is mandatory for state, industrial enterprises, educational institutions. The procedure is carried out in stages and includes the following steps:

1. Preparation. A project and evaluation criteria are being developed for personnel certification. An employee of the personnel department prepares a presentation to the manager with a detailed justification for the need for attestation actions.
2. Bringing methods and rules into a single format. A package of supporting documentation is being prepared. It allows the manager to use effective methods evaluation of employees.
3. Localization of regulations. Each company develops internal corporate certification regulations. They indicate the frequency, technology, order and divisions. Formalization allows you to take into account all the nuances of certification.
4. Testing of the proposed procedure. Sections of the selected methods are checked and finalized.
5. Consulting work. It is performed by competent specialists of the management department 14 days before the procedure. Employees are voiced the assessment criteria, the necessary questions for preparation.
6. Certification. The certification process involves the use of selected rules and assessment methods.
7. Final work. The head of the company submits for discussion the results provided by the certification committee.
8. At the end of the appraisal, the assessment results are communicated to employees.

The effectiveness of the organization of certification depends on the awareness of employees, the orderliness of the procedure, the qualifications of the certification commission, the principles involved in it and personnel policies.

Evaluation of the results of personnel certification

The result of the evaluation is a certification sheet, which is given to the employee upon completion of the procedure. The document indicates by what criteria the assessment of labor was carried out, the results of the certification and the steps following the event.

Evaluation criteria

The choice of criteria is left to the discretion of the company or determined by the regulations developed for the industry. Most often, the HR department focuses on the following factors:

• quantity of labor - volume, intensity, effectiveness, use of working time;
• quality of work - the number of errors in this area is determined, the compliance of products and services with accepted international and state standards quality;
• attitude to work - an employee is evaluated according to indicators of initiative, resistance to stressful situations and speed of adaptation;
• thoroughness of the organization of the labor process - checked workplace, consumption of materials, the level of material costs is controlled;
• readiness for labor interaction - considers the employee's participation in joint activities, his place in the team and reaction to comments regarding the labor process.

The assessment provides for the local compilation of a scale according to the criteria of the quantity, quality of work, attitude to official duties.

Assessment principles

Methods for assessing the quality of personnel work are not effective without following 6 key principles.

1. Objectivity. The personnel service takes into account reliable information and documentary indicators of the employee's activities. Focus on work experience, position, dynamics of results.
2. Publicity. Personnel are required to familiarize themselves with the methods of assessment and the results of certification.
3. Efficiency. Certification works are carried out in a timely manner, within the stipulated time frame.
4. Democracy. The certification committee should include representatives of various departments of the company. Decisions on the results of certification should be taken collectively, taking into account all positions and opinions.
5. Unity of evaluation criteria for the same groups of personnel.
6. Efficiency. Correlation measures based on the results of certification should be taken promptly.

Possibilities of assessment results

The results of professional certification allow the manager to assess the level of competence of his human resources. Certification results can help management:

• improve the placement of staff by selecting employees suitable for a particular position;
• improve the service and qualification movement of personnel;
• to determine the directions of professional development of employees;
• stimulate the organization of work by ensuring that wages are tied to results;
• to form a system of labor motivation.

Evaluation of the effectiveness of personnel certification

The effectiveness of appraisal as a method of personnel assessment can be monitored by several indicators:

• percentage of employees who meet qualification requirements
• the number of job movements that were initiated as a result of the staff assessment
• percentage of employees with poor appraisal results who are subject to corrective action
• feedback from employees on how the appraisal process and communication of assessment results was organized
• the number of complaints and complaints from employees about violations of the law or objectivity during the organization of certification.

Grading levels

The attestation assessment of an employee, provided by the scope of the study, has several levels.

1. Professional assessment of personnel performance. The main method of conducting is a survey once every 7 days or a discussion with the supervisor of the results of work. A decision is made about strong and weak professional qualities.
2. Periodic performance appraisal. Evaluation by the method of questioning, discussion, interview is carried out 1 time in 6 months or 1 time per year. The result is a choice of business prospects and joint planning of corporate goals.
3. Evaluation of the employee's potential. One-time or permanent testing is necessary for personnel forecasting, career management.

Comprehensive certification and evaluation of employees should primarily serve the tasks of developing personnel in accordance with the goals of the company.

Improving the assessment and certification of personnel

Improving the management of assessment and attestation processes is to use new methods of assessment:

• automation of the certification process, when an employee, manager and certification committee can do most of the work online, without filling out a huge number of forms and documents;
• widespread introduction of self-assessment methods and assessment of employees at the level of colleagues;
• using the capabilities of artificial intelligence and Big Data to improve the accuracy and objectivity of the assessment results.