Methods and evaluation criteria for certification personnel

The evaluation Criteria for personnel are required in the field of human resource management. Despite the clear need for this procedure, there is a lot of controversy on this subject among specialists, particularly in regard to the development of the criteria themselves, whether it's productivity, discipline, creative approach to work, initiative or competent approach. The Evaluation of personnel in the organization must be regular and conducted in a strictly specified time, solving specific administrative tasks:

• Evaluation and certification of personnel allow us to carefully assess the progress and achievements of the employee to review his current wages to assess the possibility of promotion, increase of the staff, and perhaps even dismissal.
• Work of the certification Commission shall be governed by relevant regulations of the organization. Certification must be legally correct since attestation of the conclusion are the legal basis for the increase, layoffs, labor transfer, issuance of reprimands, awards, and changes in the employee's salary.

Evaluation Criteria during certification, it is also clearly spelled out in the provisions of the relevant parts of the organization, instructions and other documents regulating the activities of an employee and his rights and obligations. For staff management tier requirements are set by business, managerial and personal qualities, for example the binding of them are:

• Knowledge of the basics of production, its technical and technological characteristics and possible directions of development of this production;
• Knowledge of micro - and macroeconomics, methods of planning, analysis and monitoring;
• Knowledge of production and economic activities, cost-savings and other cost areas – Finance, production, personnel, etc.;
• Knowledge of human resource management;
• Knowledge of modern technologies in the field of marketing, advertising and public relations;
• Knowledge of the principles of corporate governance;
• A basic knowledge of the development of the strategic development programmes of the organization (marketing plan, production plan, budget plan, etc.) on short and long term, possession of the concepts of market monitoring, forecasting and market analysis, study of the competitive environment;
• The ability to interact with public authorities, strategic partners, investors, wholesalers, retailers, customers and employees of the organization. Loyalty to the organization.

Qualitatively developed evaluation criteria – this is one of the difficult stages of certification, and the subject of the evaluation is:

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• High-quality and effective performance of their official duties;
• Compliance with standards of conduct in accordance with his official status;
• Timely and effective achievement of goals, objectives, operational plans, execution of the budget plan, sales volume and production output;
• Availability of personal competencies, such as initiative, responsibility, punctuality, competence, etc.

Evaluation Criteria must be objective, fair and transparent, that allows the employee to clearly understand their strengths and weaknesses. Such openness evokes healthy competition in the team, develops responsibility and initiative that creates the performance.