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Personnel Evaluation: Organizational, Methodological And Practical Aspects

Table 3: The comparison of the evaluation of personnel in various organizations*

Points of comparison Educational, industrial, and state establishments Trade organization
Evaluation purpose Encouraging targeted, continuous improvement of employees' skills.Improving the efficiency and quality of teaching work.Identification of prospects for using potential opportunities of employees. Formation (change) of financial incentive systems for employees.Control of the efficiency of the staffGetting information for making management decisions.
Functions Administrative ControlMotivational (mobilizing)
Legal documentation The rules are strictly regulated (for example, in educational structures: Order of the Ministry of education and science of the Russian Federation No. 276 of 07.04.2014 “on approval of the procedure for certification of teachers engaged in educational activities)”.The main document is the regulation on passing the certification. The rules are regulated by local acts that do not contradict the current labor legislation (for example, this Regulation on conducting a business assessment of personnel, an order for the organization).
Types of personnel evaluation Certification is carried out once every five years.Unscheduled certification. It is carried out at the request of the employee. Regular certification (at least once every five years).Certification at the end of the probation period (set before the end of the probation period).Re-certification is assigned based on the result of the last certification, when the employee was made comments and the deadline for their correction is determined.
The levels of assessment of personnel Periodic assessment (every three years). Periodic assessment of performance of duties.
Subject of evaluation Immediate supervisorColleagueExpertSelf-assessment Immediate supervisorBuyers
Evaluation method CertificationTestingThe "360 degree" method» MBO, the "Secret buyer" method»
Entity of evaluation Assessment of employee's professional qualities Assessment ofemployee's personal qualities.Evaluation of the results of work
Evaluation criterion Not spelled out in the documents for the certification Known in advance
Decisions made based on the results of certification Corresponds to the current position.Does not correspond to the position held. Corresponds to the current position.Does not correspond to the position held.Making decisions related to changes in the compensation package:changes in wages.Application of the punishment system.
Points of comparison Educational, industrial, and state establishments Trade organization
Evaluation purpose Encouraging targeted, continuous improvement of employees' skills.Improving the efficiency and quality of teaching work.Identification of prospects for using potential opportunities of employees. Formation (change) of financial incentive systems for employees.Control the efficiency of the staffGetting information for making management decisions.
Functions Administrative ControlMotivational (mobilizing)
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