Основы управления персоналом (на английском языке). Учебное пособие
.pdf3.As a legal relationship, attestation arises in connection with the adoption of an appropriate managerial decision by the head of the organization and terminates after the appraisal worker has made an appraisal of the appraised worker.
4.The statutes of organizations of different forms of ownership may not provide for a system of attestation as such, but the evaluation of workers in one form or another is inevitable.
5.When preparing and conducting certification, a scientific, methodological approach is necessary.
6.If necessary, interim assessments may also be conducted. The basis for their conduct can serve as: an unplanned opportunity to upgrade their qualifications, take a course of training, retraining, training; the need to select specialists, to develop and implement promising projects, programs, responsible tasks, etc.
7.It is desirable to build the work of the certification commissions on an individual approach to the certified employees, and the discussion should be conducted in an atmosphere of objectivity and benevolence, without showing bias and impotence.
Attestation, with a careful attitude towards it, can become an instrument of innovation, to bring to the business life of the organization a huge arsenal of new non-traditional forms of working with people.
EXAMPLE
In one of the organizations the following complex approach is applied: Attestation is held simultaneously in three areas - evaluation of activi-
ties, assessment of qualifications, assessment of the individual.
1.Evaluation of activities includes the performance of job duties, the implementation of the work plan (timing, quality), the achievement of the tasks. In the organization, clearly defined job responsibilities (clearly, with what to compare), there is a plan of work (fixing the fulfillment of tasks), employees have clear tasks. Attestation is quick and objective. It must be remembered that, the weaker the organizational basis for assessing activities, the more difficult it is to obtain an objective result.
2.Assessment of qualifications is in the "examination" - employees in writing respond to questions about the specialty. (The oral form is also possible - it is only necessary to standardize it.) The questionnaire is prepared in
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advance and coordinated with the leading specialists, it is determined which result of the "exam" is acceptable for specialists of various qualifications.
3. Evaluation of personality. The organization uses the Thomas system. The Thomas system allows you to assess the basic behavioral characteristics of a person, compare them with the behavioral requirements for this post, evaluate the relationship in the team. As a result, you can:
•comparing the personal requirements for the position with the actual personal characteristics of the employee holding the position, develop a training and development program for the employee;
•in the presence of stressful or conflict situations, determine the causes and ways of eliminating conflicts;
•in the presence of significant claims to the activities of the employee to assess whether the employee and his supervisor understand the behavioral requirements applied to the position in the same way;
•avoiding subjectivity, constructing a structured certification interview. Such certification allows to receive and formalize complex information
about the employee. However, for many companies this option is of little use, especially at first, when the introduction of the appraisal process is just beginning. For example, if the company does not have a clear work plan (brought to each employee) or if there are no cases of deviation from the plan, the evaluation of the activity may not be clear to both the manager and the subordinate. The development of a mini-examination in the specialty is also a labor-intensive process, requiring a high level of qualification of the examiner.
The foregoing, of course, does not mean that it is necessary to refuse attestation at all. It is only necessary to abandon the common approach: we will develop a provision on certification, several forms to create the appearance of formalization, we will collect the leaders and we will take turns to summon the subordinates for an interview. Once the organization has reached that level of development, when the appraisal is put on the agenda, it is necessary, in accordance with the goals set, to determine its capabilities and proceed with the choice of the method.
In addition, staff analysis is carried out in terms of different characteris-
tics:
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First, a comparison is made between the results achieved by the employee, the average level of the company, and the existing standards.
Secondly, the level of development and opportunities for improving the mastery of various professional skills is revealed.
Third, the company as a whole (depending on the results of each individual employee and the units in which they work) identifies bottlenecks in the activities and opportunities to overcome problems.
After carrying out the evaluation procedure, the employer makes decisions about the career development of employees, payment of cash compensation, etc. In addition, based on the results obtained, processes related to personnel management are adjusted in order to overcome problems.
Thus, regular certification allows the company to seriously improve the quality of personnel management and increase the efficiency of all employees. Carrying out this procedure positively affects the financial results of the firm and often helps to reduce costs.
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GLOSSARY
Adaptation is a medical term meaning addiction.
Accord payment of labor is a kind of piecework payment, when a product, a set of works and services are accepted as a unit of production, for which calculations of labor costs and wages are compiled.
Activity is a diverse and multifaceted activity of a person aimed at cognition, change and transformation of the surrounding world.
Attention is the concentration of the subject's activity at a certain point in time on some real or ideal object.
Abilities are individual psychological properties of a person that ensure the rapid acquisition, consolidation and effective use of knowledge, skills and abilities in practice.
Acquisition motives - the choice of the method of activity in order to obtain material, social and psychological rewards for its results.
An autocratic management style is leadership based on the concentration of management functions by a one-man leader who makes decisions himself, tightly directs the work and has sufficient power to impose his will on subordinates.
An automated control system is a set of technical means, mathematical support, forms of organization of the collection, processing and transmission of information, which allows for optimal management of controlled processes according to the programs established for this purpose.
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Areas of activity - a factor influencing the development of the functional structure of the organization, characterizes the specifics and scope of the enterprise.
An informal group is a group of people who voluntarily unite on the basis of common interests and goals.
An informal leader is a leader of an informal group who has received his social status not from the administration, but from the group.
An innovative innovative project is the design of a new product that differs significantly from the previous one.
A normative legal act is an authoritative order of state bodies that establishes, changes or cancels the norms of law.
An apprenticeship contract is an additional contract to an employment contract containing the name of the parties; an indication of a specific profession, specialty, qualification acquired by the student; the employer's obligation to provide the employee with the opportunity to study in accordance with the apprenticeship contract; the employee's obligation to undergo training and, in accordance with the profession, specialty, qualification obtained, to work under an employment contract with the employer during the term, established in the apprenticeship contract; the duration of the apprenticeship; the amount of payment during the apprenticeship.
An advanced project is a design based on technological solutions that competitors do not have.
The autistic type of character is characterized by isolation, unsociability.
The authority of the manager is a certain level of the personal status of the manager in the system of interpersonal relations.
The basket - method is a method of training based on imitation of situations often encountered in the practice of managers.
A business career is a consistent movement of an employee from one position to another, providing for the development of his professional and managerial competencies.
Business assessment is a tool that allows you to determine the individual characteristics of employees, their strengths and weaknesses, motivational needs and potential opportunities; it acts as a means of implementing both the goals of personnel policy and the goals of the entire organization.
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Certification is a procedure of systematic formalized assessment of compliance of a particular employee's activity with the standard of performance of work at a given workplace in a given position using methods of personnel evaluation.
Certification at the end of the probationary period is a formalized assessment conducted within the probationary period to verify the compliance of the capabilities of the subject with the assigned work and to make recommendations regarding the further official use of the attested.
Certification when transferring to another structural unit is a formalized assessment carried out in cases when there is a significant change in job responsibilities and requirements imposed by a new workplace.
Certification during promotion is a formalized assessment carried out in order to identify the potential capabilities of an employee and the level of his professional training for a higher position, taking into account the requirements of a new workplace and new responsibilities.
Creative activity is an activity aimed at solving non-stereotypical production tasks, contributing to the improvement of qualitative and quantitative labor results.
Career interview is an interview of an employee with his supervisor, a representative of the personnel service about his expectations and opportunities for the development of a business career.
Classification of the organization's personnel is the division of all employees of the organization into groups on various grounds to optimize personnel management processes.
Competency (Latin competo - "achieve", "match", "fit") is a set of factors including business and personal qualities, knowledge, skills and abilities necessary for employees to successfully perform their work.
Conflict is a contradiction that arises between people, individual sides of their personality, or groups of people, expressed in their confrontation for the sake of achieving their interests and goals.
Conformal type of character is inherent in people who easily adapt to new conditions, but are characterized by lack of independence and lack of coordination. Therefore, they can only act effectively with the support of colleagues, even if they themselves are highly qualified.
Criterion (Greek criterion - "attribute") is such characteristics of work and work behavior, according to qualified observers, constituting "standards of excellence"
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that must be achieved so that both the organization and the individual can realize their goals.
Corporate culture is a term used to denote officially fixed or informally encouraged norms and rules of behavior of employees in an organization.
The control goal is the desired state of the control system after a certain period of time.
Character is a set of basic mental properties of a person, manifested in his behavior.
Centralization is a condition under which the right to make fundamental decisions belongs to the highest levels of management.
Cycloid type of character - characterized by mood swings and business activity. It is better not to entrust people with such a character with work that requires a high pace and a well-coordinated rhythm.
Causes of conflict - a set of objective and subjective conditions or circumstances that conflict and cause conflict.
A conflict situation is a situation of an objective contradiction that can lead to a conflict.
A career plan is a plan for moving an employee from one position to another.
A collective agreement is a legal act regulating social and labor relations in an organization or with an individual entrepreneur. The parties to the collective agreement are employees and the employer.
A career passport is a document that displays the career path of an employee.
Democratic management style is leadership based on trust in subordinates, involvement in decision-making and their implementation. A democratic leader strives to create a normal psychological climate in the team so that each employee can maximize their intellectual potential to achieve the goals of the organization.
Demonstrative type of character - distinguished by the desire for success, the desire to always look good and, as a rule, the inability to be critical of yourself and your actions.
Diffusion is the process of spreading new work skills among employees of an organization through various kinds of communications.
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Document - information recorded on a tangible medium, having an official character and subject to use or subsequent processing and transfer to the addressee.
Document flow is the movement of documents in an organization from the moment of their creation or receipt to the completion of execution: sending and (or) sending to the case.
Division of labor is a qualitative division of labor activity in the process of development of society, leading to the isolation and implementation of its various types.
Economic adaptation is the adaptation of personnel to the level and regularity of their remuneration.
Economic efficiency is the ratio of financial results and costs.
An extrovert - "outward-facing" - is open to the world, sociable, easily navigates in a new environment, is in dire need of constant external information, easily adapts to the world around him, constantly multiplies contacts with others, is actively involved in work.
Escalation is an increase in the strength of the conflict interaction of its participants during the conflict.
External training is training provided by companies providing personnel training services.
Education is the process and result of assimilation of systematized knowledge, skills, skills and behaviors necessary to prepare a person for life and work.
Ethical standards are moral rules that an organization requires its employees to comply with.
Evaluation indicators are quantitative parameters on the basis of which it is possible to determine the quantity and quality of labor produced by an individual or a working group as a whole.
Formal and informal structures are groups of individuals united by a single purpose of activity.
Forms of remuneration are the main idea put into the system of calculating the amount of material remuneration of an employee of an organization.
Functions are specific types of management activities that form a cyclical process of personnel management.
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Functional state is the background activity of the human nervous system, in which any behavioral acts are realized.
Fear is an emotion that arises in situations of anticipating a threat to the biological or social existence of an individual, directed at the source of an imaginary or real danger.
Failure is an illogical behavior of the staff in relation to the motivation of their work.
Group dynamics is a set of intra-group socio-psychological processes and phenomena that characterize the entire life cycle of a working group.
A group is two or more people who carry out joint actions and exert mutual influence.
Hygienic factors - according to F. Herzberg's two-factor theory of motivation, these are supportive factors that cause job satisfaction or dissatisfaction, but practically do not affect the efficiency of the organization's personnel.
Hyperthymic type of character - notable for enthusiasm, increased benevolence. People with such a character react painlessly to comments, easily experience troubles and difficulties. However, they are characterized by superficiality of judgments and inability, as a rule, to bring a difficult matter to an end.
Human capital is the degree of professional readiness of an employee, whether he has the knowledge, skills and abilities necessary to perform a certain job, or the value of the company expressed in the presence of highly professional employees in it.
HR Management Service is a set of organizational units that perform the functions of a personnel management system.
HR technologies are a set of methods and organizational procedures aimed at optimizing personnel decisions.
Internal training - training conducted within the company and by the company.
Intrapersonal conflict is a contradiction of the motives, interests and needs of a person located inside her mental world.
Individuality is a unique combination of personality traits; the uniqueness and uniqueness of each person's life path, the conditions of his activity, training and upbringing.
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An individual employee development plan is a description of measures to develop the employee's competencies.
The innovation barrier is the resistance of personnel to the practical implementation of any innovations.
Innovation management is a section of management that studies innovation management.
The innovative potential of an organization is a measure of the organization's readiness to perform tasks that ensure the achievement of innovative goals, i.e. a measure of readiness to implement innovative projects.
The innovation process is the process of innovation management, which includes: systematization of incoming ideas, selection of ideas for creating a new product, analysis of the economic efficiency of a new product and development of a marketing program for a product, creation of a new product, testing of a new product on the market, introduction of a new product into production.
Innovation is a new idea brought to practical implementation.
Introvert - "turned inward" - restricts contacts with others, withdraws into himself, avoids news and events, hardly adapts to a new environment.
Information is a set of information, a message that reduces the existing uncertainty in the personnel management system.
Intergroup conflict is a contradiction of interests and goals of different groups.
The International Labour Organization is a specialized agency of the United Nations, an international organization dealing with the regulation of labor relations, whose members are 183 states; the headquarters of the Organization is the International Labour Office, located in Geneva.
Interpersonal perception is the process of subjective evaluation of a person by a person.
Interpersonal conflict is a clash between the interests and needs of individuals in the process of their social and psychological interaction.
Industrial adaptation is one of the most difficult types of adaptation, the essence of which is to involve an employee in a new production environment for him. In the process of adaptation, a new employee learns new working conditions and norms for him.
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