Motivated assessment of professional, personal qualities: examples, sample report

For each Manager, a business owner it is important to have an objective view about the professionalism of its staff. We will understand how to obtain maximum complete and accurate picture.

The purpose of

Motivated assessment of professional and personal qualities, an example of which will be further considered in this article are necessary in order to assess the contribution of each employee to the overall business performance and to adjust the ‘weak link” in the competencies for an employee.

If the user has a clear idea of the level of training each member of the team, it may properly form the personnel reserve for Executive positions, to offer individual employees a horizontal growth, development, or to exclude outsiders.

Motivated assessment of professional and personal qualities is an important tool for the management of employees. It can help to create the necessary microenvironment to adjust the behavior of group members and to bring it into compliance with corporate standards.

Specifics assessment

The phrase “motivated assessment of professional, personal qualities”, an example of which is hard to imagine a single universal document suggests that it is necessary to use several methods of analysis. For example, the evaluation of "360 degrees" we find that employees believe a colleague uncommunicative and closed, and he sees himself sociable and oriented on the interaction, we can assume that:

• Assess is an outsider and distort information about themselves;
• He is uncomfortable in this team (the discrepancy between vocational interests, values).

Therefore, the more assessment methods will be used, the more objective you will get the result.

Evaluation Methods

1. Biographical: this is a collection of information about the employee employment record, documents on education.

2. Interviews: can be conducted with employed and current employees. This method allows to determine the relation of the employee to any situation, to understand his motivation at the moment, the General mood, to identify concerns.

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3. Test: a pretty accurate way to determine the skills, personality traits, values.

4. Questionnaires: the employee is asked to complete a questionnaire on a certain topic. The peculiarity of this method is that it can contain questions of a descriptive nature and relate to the selection of clearly defined response options. Further, the profiles of employees can be evaluated according to specified criteria and be comparable.

5. Descriptive method: before appraising entity the task is to identify and reveal the strengths and weaknesses of the employee. Typically, such an assessment holds the head.

6. Observation: it is commonly applied as direct supervisor inadvertently and purposefully, in both the informal and in the workplace. Further, this method will be synthesized descriptively.

7. "360 degrees" involves the assessing officer to those persons with whom he communicates. Mandatory feedback comes from supervisor, colleagues. Middle Manager can assess subordinates. Usually this method is combined with the evaluation by criteria.

8. Ranking: this method is very simple in execution and processing. Each employee fills out an evaluation sheet assesses the severity of a colleague or of a different quality.

9. Compare in pairs: to do this, take a position and compare them with each other. Further, an assessment and determined how many times someone was the best. Criteria should be clearly specified.

10. Pattern matching: can be performed on a particular task list, compiled on the basis of the job description. Each quality is assigned a rating. Generally used a 5-point scale, where: 5 - highly expressed, 1 - expressed low.

11. The method of incident: based on a comparison of the misdeeds and achievements of employees. For more effective results it should be used in conjunction with the ranking.

12. Analysis of the quality of execution is evaluated based on a comparison of obtained results with planned. This method echoes the method of 11, only here the evaluation will not conduct, and the result of activities.

13. Expert assessment: involves the formation of a group of independent appraisers, who make up profiles of the ideal and the real of the employee.

These methods allow us to obtain a reasoned assessment of professional and personal qualities. Examples of positions are discussed below.

How to get an objective picture

There are many assessment methods that allow you to understand what the professional level of the employee, what the specifics of his personality. All methods of analysis complement each other. Only their combination allows to obtain a reasoned assessment of professional, personal qualities of the employee.Of course, to use them all is impossible, but to obtain an objective picture it is desirable to use at least three.

Head: motivated assessment of professional, personal qualities

Example that will be considered first, requires particularly careful approach.

Feature work activities of the Director General/President of the company is that the success of its goals and objectives to a great extent depends on how well it manages the people.

The Leader must be a leader in a team, able to lead towards a common goal, we must not forget that he bears full responsibility for the result. Quality management of the organization depends on its leader intelligently analyzes information, gives instructions, provides feedback.

The Manager also has to possess creative potential, what you need to search for innovative solutions, but to be organized, consistent and practical.

To assess the head, you can use a ranking method, which is a polar quality to be assessed, for example:

This method of evaluation is typically included in a questionnaire consisting of questions open and closed, offering to describe the strengths of the individual and those over which you need to work.

To obtain an objective picture can be used the self-assessment sheet filled in by the supervisor.

For a complete understanding of the founders of the company in a mandatory manner analyze financial results achieved by the Director-General.

Middle Manager

Motivated assessment of professional, personal qualities – or sample one of the examples that the organization is serious to human resource management. The second entity, the activities of which affect the result of the company – the heads of departments. They broadcast to employees the goals and mission of the organization.

To assess this, one can use the method "360 degrees".

Artists

This category can include sales managers, secretaries, cameramen and others.

It is also possible to apply the method of self-analysis and evaluation of employee entities with which it interacts (supervisor, colleagues).

Motivated assessment of professional, personal qualities of the municipal employee may contain “circular” the evaluation of the officials on parameters such as friendliness, diligence, responsibility, attention to detail.

Insights

The vetting Procedure employees can Supplement motivated assessment of professional and personal qualities. The sample report presented in this paper can be adapted to any venture. On the basis of the results obtained, decisions are made about the dismissal, increase of the employee or the direction of the refresher course.