There are many different methods of appraisal, but in practice, they are mainly different variations of such methods:
- Ranking, in which it is necessary to put subordinates in order according to their merits (achievements), and, as a rule, according to their actual ability to perform work, although sometimes ranking is carried out according to several selected characteristics;
- Classification, in which employees are divided into several predefined categories of achievements (merits) based on the overall performance of employees (usually there are five categories);
- Rating scale is the most commonly used appraisal method. It is based on a list of personal characteristics or factors, against each of which a scale is placed, usually consisting of five points, and the manager (supervisor) marks on the scale to what extent a factor or characteristic is inherent in the employee;
- The method of honest appraisal is a relatively recent innovation, which was introduced due to the unsatisfactory scheme of the rating scale. Instead of forcing the manager to evaluate some personal characteristics that are not always suitable for appraisal, the new method focuses on the nature of the work, with the manager only required to say a few phrases about the employees being appraised instead of ticking columns;
- The method of group expert evaluation - experts evaluate the employee according to the selected criteria on a certain scale. Then the total and average score is calculated for each measure. It is used to assess the results of work, professional and corporate important qualities;
- Examination. It is used to assess professional and corporate competence. It is conducted in oral or written form. Competence assessment is carried out on a point scale;
- Method of simulating a working situation - the applicant is asked to solve a simulated condition in his work. It is used in the assessment of professional competence;
- Qualification work - independent development of a problem or issue. It is used to assess professional competence;
- Interview;
- Testing. It is used to diagnose personality traits, level of intellectual development, etc., as an additional method of confirming the results of expert evaluation.
Certification is carried out in several stages: preparation, the certificate itself, and summing up.
For the two main stages of the procedure, it is necessary to form working groups, the composition of which varies.
Does it help to manage people?
Professionals use various auxiliary methods for their purposes, including such an additional application https://www.effy.ai/blog/360-degree-feedback-example , which helps large and medium-sized companies to manage people correctly and effectively.
In some organizations, for example, in educational structures, the participation of psychologists in the work of certification commissions is enshrined as a mandatory requirement. At the enterprises of the defense complex, in the power structures with high secrecy and potential danger in the operation of production facilities, the certification commissions also include representatives of the security service.
To summarize.
Personnel appraisal is an important stage that will help to grow professionally both for an individual employee and the entire company.
It is important that the assessment is understandable, achievable, objective, transparent, corresponds to the content of the employee's work, motivates him, and is dynamic.
To prevent difficulties that may arise, it is necessary to explain to employees and managers why the assessment is carried out and what results can be achieved with its help.
