Nowadays, all enterprises are developing in cruel market conditions, where high competitiveness is a fundamental factor. After all, no one will distinguish subsidies to support the “sinking” enterprises afloat that are not able to resist the onslaught of other, more successful. The team of employees plays a non -main role in maintaining the good position of the enterprise in the market. Therefore, when hiring, and already in the process, the personnel should regularly undergo a check for the compliance of the position that they occupy.
Nowadays, the assessment of personnel is carried out by a whole arsenal of ways. This is testing and certification, assessment. Recently, the Method «360 degrees» began to gain great popularity in small companies. Whatever methodology the manager chooses, it will have both advantages and those parties that are commonly called shortcomings. Testing provides for the completion by an employee of any form containing questions in accordance with his profession, position and qualifications. This technique is good for assessing the knowledge of the employee and his horizons.
But testing in no way allows the extent to evaluate personal qualities, such as honesty, decency, sociability and others, which are often in the work necessary. Certification is a very complex technique that often gives rise to disputes about its expediency. The fact is that for a full -scale consideration of personnel, a commission is created, which includes specialists of a similar profession, sociologists, third -party observers and others.
With such a number of people who are either skeptical, or hostile, it is difficult to concentrate any person. The popular methods “360 degrees” and the assessment are good in that they are held in the form of a game, allowing you to give an objective assessment of the personality. At the same time, looking for employees for his company, not a single manager will be able to resort to such options. Firstly, the cost and time required to conduct them confuse their cost.
And secondly, such methods are suitable only for those people who are already working in the team and are familiar with the leadership. Thus, the optimal solution would be to combine all possible options. Perhaps the most valuable «personnel» will be able to proceed in the form of an assessment, other employees using testing. And for the consideration of the candidate for the position, you can create a small commission or offer to fill out the questionnaire. It all depends on the situation and the enterprise.
