Personnel certification: a systematic and consistent approach - the key to success
Personnel certification is one of the most important areas in the field of human resource management. This process helps not only to determine the level of employees, but also to effectively plan their future career. We will understand how to properly conduct it, and find the pitfalls.
Pledge of effective evaluation
In the Russian companies, in spite of the active copying of Western methods, at the moment a systematic and comprehensive approach to the assessment is just beginning to take shape. Most of the errors are due to the fact that progressive systems that work effectively, for example, in the USA, are often implemented completely thoughtlessly, without adapting to domestic realities. Meanwhile, personnel certification requires, first of all, careful study at all levels and full compliance with the company's corporate policy.It is necessary to clearly understand who, why and how the company is testing.
The attestation should start from the upper echelon and then cascade down. That is, first of all, the procedure takes place managers, and only then their subordinates. The program should include 3 main blocks:
1. fixation and discussion of goals achieved in the past;
2. decision making based on results;
3. setting goals for the next period.
Thus, the most literate approach will be the one in which the achievements are evaluated separately by the employee and his manager. Then there is a general discussion and definition of a general indicator. Such personnel certification will help not only to conduct a formal assessment, but to build a constructive dialogue, which can result in further productive cooperation.
Of course, we must not forget that we are all human beings, and no matter how professional the manager is, there will always be a “difficult” subordinate with whom it is difficult to establish constructive contact. In this case, for example, certification of professional accountants should be supervised by a responsible HR-manager, who acts as a kind of arbitrator, trying to bring the process to a common denominator.Ideally, a personnel specialist should be present at all events, but in large companies this is often simply impossible.
What gets an ordinary employee
Certification of staff in no case should not act as an exam. Of course, this is no less important and responsible procedure, but you need to approach it with the most cold and sober head, remembering that this is not only a test, but also an opportunity to express your expectations, supporting them with arguments. For example, an employee believes that he is already quite up to the next career stage, and he cites his achievements for the reporting period as a justification. Using performance measurement indicators, he can easily prove his professional viability to a manager. Certification with the observance of the basic rules turns into a strong and effective tool in the hands of both the management of the company and the employees themselves.