6.Оценка работы персонала

The success of compant depends not only on managers but on subordinates. Because of this it is important to be able to evaluate employee’s performance at work. I will tell you some of better-known . methods. A traditional methods has been to give a rating. The subordinate’s evaluation is based on qualities what he or she shows in his or her work. Subordinates are judged on such things as knowledge of the job, reliability, initiative and sense of responsibility. The manager rates the subordinate by marking a letter or figure on a scale.

Another method is management by objectives. This is based on a person’s performance and how well he he or she is achieving his(her) goes. The manager and the subordinate agree on a certain number of objectives, which should be achieved in given period of time. The focus on result ont personality traits.

Next method is critical incident method. With this system, the manager keeps a record of good and unsatisfactory examples(incidents) of a person work. An advantages of this system is that manager has to think about subordinate’s a performance throughout the year.

Appraisal can be a valuable process. At the interview, the manager should act as a guide to subordinate not as a judge. The situation allows both parties to review the work of individual, fix realistic targets, and plan that person’s career development.

It goes without saying that the best way to increase workers efficiency is to improve their job satisfaction and motivation. People are trying out various methods of making work more interesting. These include job enlargement and enrichment.

With job enlargement the worker is given additional tasks to perform but the operator of word-processor may be asked to do feeling duties as well. Jog enrichment involves giving extra responsibilities to workers such as production planning and quality control. In some organizations special types of work groups have been formed where workers share responsibilities for certain tasks. The main idea of all these tasks is to make job more interesting, even challenging.

However, the human factor influence efficiency. Social relations, among workers and between workers and their bosses, affect output, the quality of work and motivation. A worker also needs more than money and good working conditions to be productive. The feeling of belonging to a group and his(her) status within group, strongly affect his(her) behavior-even if the group is an unofficial or informal one.

7. Communications. Взаимоотношения на работе

Nowadays there are a lot of different companies, which want to organize their work more effectively. So the one factors of companies` success is a good communications.

The excellent companies have a vest network of informal, open communications. The companies try to remove the barriers, which can prevent talking to each other; also they do everything possible to ensure that staff meet easily and frequently.

However, many companies face to different problems with communication. One of them is that people think they have got their message when in fact they have not. So managers, when giving instructions, must make sure that subordinates understand and interpret their meaning correctly.

Another problem is a social distance between people. In organisations people have difficulty communicating with someone in different status or positions. Often subordinates filter information, telling the boss what he want to hear. One way of reducing social distension is to cut down on status symbols. For example, companies can have a common dining-room or uniforms for all staff.

Moreover, it`s very important to carefully plan the physical layout of an office, because it can increase the chance of meetings face-to-face.

To sum all up, to minimize communication problems managers must to remember that communication is a two-way process. Managers should encourage staff to ask questions and subordinates should give feedback.