| Points of comparison |
Personnel certification |
Personnel evaluation |
| Evaluation purpose |
AdministrativeMotivationalInformational |
More rational construction of the organizational structure.Development of new and improvement of existing systems of moral and material incentives.Referral for staff training.Creating of the personnel reserve.Employee career planning.Assessment of labor productivity and staff performance. |
| Functions |
AdministrativeMotivationalInformational |
ControlAnalytical (diagnostic)Constructive (optimization)Coordination (regulatory)Communication (coordination of interests)Motivational (mobilizing)Integrative (system-forming)Value-normative functionHuman capital formation function |
| Legal documentation |
Regulations on certificationDignities: the main stages, criteria, and decisions are documented.Disadvantages: it is difficult to make changes |
Regulations for conducting business evaluation of personnel.Dignities:relationship with the organization's strategy.Disadvantages:complexity of conducting. |
| Types of personnel evaluation |
Next certification;Extraordinary (the local regulations shall specify the reasons for the meeting. For example, non-fulfillment of production tasks, failure to meet deadlines or stages of work, reduced product quality, or systematic violation of labor discipline).Certification at the end of the trial period.Certification when transferring to another structural division. |
Next certification.Extraordinary.Certification at the end of the trial period.Certification when transferring to another structural division. |
| The levels of personnel evaluation |
Periodic evaluation (every three years) |
Daily assessment of professional activity(strengths and weaknesses).Periodic assessment of performance of duties.Capacity assessment. |
| Subject of evaluation:direct supervisor |
Advantages:It has a complete picture of the job and the employee.Getting feedback.Disadvantages: subjective influence of the appraiser, which can be reflected in both overestimation and underestimation of estimates. |
| Subject of evaluation: colleague |
Dignities:colleagues have a clearer understanding of how the evaluators perform.Disadvantages: a colleague can pursue their own goals when evaluating. |
| Subject of evaluation: expert |
Advantages: objectivity.Disadvantages:does not have a full understanding of the reasons for non-performance of work.The assessment is based on information provided by the direct supervisor (from the review). |
| Subject of assessment: self-assessment |
Advantages:helps to avoid subjective attitude of appraisersIf used as part of a system, comparing the results of the self-assessment and the Manager's assessment can be the starting point of the certification interview.Disadvantages:rare use due to the possibility of overestimation or inadequate perception |
| Evaluation method |
Certification Testing |
MBO, KPI, "Secret buyer" method, evaluation centers, "360 degrees" method, etc. |
| Subject of evaluation |
Assessment of employee's professional qualities |
Assessment ofemployee's personal qualitiesEvaluation of the results of workEvaluation of work |
| Evaluation indicators |
Competences |
CompetencesResult of activity |
| Evaluation criterion |
Not spelled out in the documents for the certification |
Known in advance |
