how to choose the right one for your company / Habr

Short description

Employee evaluation is crucial in personnel management and can be used to determine important skills and qualities for the company while highlighting the best employees. The article discusses different evaluation methods including the 360-degree method which uses colleagues, subordinates, and customers to provide a complete picture of employees. Other methods include an achievement evaluation method, competency assessment method, value assessment method, and self-assessment method. Each method comes with its advantages and disadvantages and should be chosen based on the company’s goal and specific position requirements. Regular evaluation is key to monitor employee progress and development. Ultimately, employee evaluation can contribute to improved efficiency and employee satisfaction.

how to choose the right one for your company / Habr

Employee evaluation is an integral part of personnel management. Depending on the evaluation methods, it is possible to determine which skills and qualities are important for the company, as well as to highlight the most effective and promising employees. In this article, we will consider the main methods of evaluating employees, their advantages and disadvantages, as well as examples of successful application.

  1. 360-degree method

The 360-degree method is one of the most popular employee evaluation methods. He assumes that an employee is evaluated not only by his immediate supervisor, but also by colleagues, subordinates, and customers. This method allows you to get a more complete picture of the employee’s qualities and skills.

One of the advantages of the 360-degree method is that it allows you to discover the hidden talents and strengths of an employee. In addition, this method can be a powerful tool for employee development and training, as it allows you to identify areas in which you need to improve your skills and qualities.

However, the 360-degree method also has its drawbacks. For example, it can become a source of conflicts between employees. In addition, the results of the assessment can be too subjective, especially if the participants of the assessment do not have sufficient experience and knowledge.

An example of a successful application of the 360-degree method: Google uses this method to evaluate its employees. They conduct an anonymous survey of colleagues, subordinates and customers to get a more complete picture of the employee’s qualities and skills.

  1. Method of assessment of achievements

The achievement evaluation method involves evaluating an employee based on his specific achievements and results. This method allows for a more objective evaluation of the employee, if his achievements are measured in quantitative indicators.

The advantages of the achievement evaluation method are that it is objective and focuses on specific results that the employee has achieved in his work. It also allows you to take into account the individual characteristics of each employee and evaluate them in accordance with their job duties and goals.

However, the achievement assessment method also has its drawbacks. First, it may ignore important aspects of work that are not quantified, such as soft skills or leadership qualities. Second, if an employee works in a team, his achievements can be the result of joint efforts, and not just his individual work.

An example of a successful application of the achievement evaluation method: Microsoft uses the achievement evaluation method to evaluate its employees. They use key performance indicators (KPIs) to measure each employee’s performance against their job responsibilities and goals.

  1. Competence assessment method

The competency assessment method involves assessing an employee taking into account his skills and competencies needed to perform the job. This assessment method allows you to identify the employee’s strengths and weaknesses in certain areas and determine which areas need to be developed.

The benefits of the competency assessment method are that it allows the company to assess how well an employee meets the job requirements and identify areas for improvement. This method also allows you to more effectively plan the development of an employee and determine which areas need additional training and training.

However, the competency assessment method also has its drawbacks. For example, it may be too abstract and not provide enough specific data about the employee’s performance. In addition, some competencies can be difficult to assess, especially if they are related to soft skills such as communication and leadership qualities.

An example of a successful application of the competency assessment method: Procter & Gamble uses the competency assessment method to evaluate its employees. They use specific competencies that align with their values ​​and business strategy to evaluate employee performance.

  1. Value assessment method

The value assessment method involves evaluating an employee taking into account his compliance with the company’s values. This evaluation method allows the company to identify employees who are the best fit for certain positions and company culture.

The benefits of the value assessment method are that it allows the company to select employees who best fit its values ​​and culture. It can also contribute to a better adaptation of the employee to the company and increase his motivation.

However, the value assessment method also has its drawbacks. For example, it can be too subjective and depend on the personal beliefs and preferences of the manager. In addition, this evaluation method may not take into account the individual characteristics of the employee, which may be valuable to the company.

An example of a successful application of the value assessment method: Zappos uses the value assessment method to evaluate its employees. They identify 10 core values ​​that align with their culture and assess how well an employee aligns with those values.

  1. Self-assessment method

The self-assessment method assumes that the employee independently assesses his qualities and skills. This method can be useful for increasing employee self-awareness and identifying areas for improvement.

The advantages of the self-assessment method are that it allows the employee to better understand his strengths and weaknesses, and also contributes to his development and growth. In addition, this method can be useful in increasing the employee’s motivation, as he can better understand his goals and expectations.

However, the self-assessment method also has its drawbacks. For example, an employee may be biased in his assessment of his qualities and skills. In addition, the self-assessment method may not be effective if the employee does not have sufficient experience and knowledge to assess his work.

An example of a successful application of the self-assessment method: Amazon uses the self-assessment method to evaluate its employees. They use tools that allow employees to measure their achievements and set their goals for the future.

How to choose a method of evaluating employees?

Each employee evaluation method has its advantages and disadvantages, and the choice of method should depend on the company’s goals and the requirements of the specific position. For example, an achievement assessment method may be useful for a position where performance is measured in quantitative terms, while a competency assessment method may be more appropriate for a position where soft skills and leadership qualities are important.

In addition, the company must consider the situation within the organization and choose the evaluation method that best fits its culture and values. For example, the value assessment method may be useful for a company that values ​​individuality and diversity in its team.

Conclusion

Employee evaluation is an important personnel management tool that allows companies to identify the most effective and promising employees, as well as to highlight areas for development and training. The choice of evaluation method should depend on the company’s goals and the requirements of the specific position, as well as take into account the culture and values ​​of the organization. Applying the right evaluation method can help increase employee satisfaction and increase their motivation, which in turn can lead to improved company performance.

Regardless of the chosen evaluation method, it is important to remember that the evaluation of employees should be objective, fair and based on specific data and achievements. In addition, it is necessary to conduct evaluation regularly so that the company can monitor the progress of employees and take necessary measures for their development and growth.

In general, employee evaluation methods are an important personnel management tool that allows companies to identify the most effective and promising employees, as well as to highlight areas for development and training. The correct choice of the evaluation method and its application can contribute to increasing the efficiency of the company’s work and the satisfaction of its employees.

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