Staff assessment methods in an organization

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About tsenivanie personnel is a technological direction of personnel management, which requires a certain professional level. Employee assessments are based on corporate culture and personnel requirements.

Employee Assessment: A Brief Description

The systems of corporate policies and personnel procedures in the enterprise used to calculate the compliance of employees with market requirements are called personnel assessment. But it is difficult and scientific. And if it is easier to formulate the concept of assessment, then this is a comparison of a real employee with his ideal model that exists in the head of the head or created by the HR manager.

The systematic assessment of the team includes:

  • Internal documents containing tasks and methods of personnel assessment, assessment procedure, processing of the information received, application of the results.
  • Conduct by HR managers or managers of procedures for evaluating personnel performance, as well as their interpretation.
  • Collection of effective methods for assessing company employees.

Why Assess

The main task of personnel management, solved with the help of assessment, is a way to obtain information about the psychological characteristics, performance of personnel. The results of the assessment help the chief or HR officer to make an informed decision regarding the promotion (demotion) or relocation of individual employees, their professional development or the opening of a vacancy. The assessment of the organization's employees is due to an increase in the company's income, an increase in the number of satisfied customers, and the company's promotion in the common market.

Assessment allows you to adjust and increase staff motivation. The effectiveness of personnel assessment depends on its compliance with corporate ethics, the availability of feedback, and focus on staff development. Evaluation is a way to influence workers. Having received information about his strengths and weaknesses, the employee seeks to increase the efficiency of his work. Yes, and a "miracle kick" sometimes does not hurt, and getting an assessment of their work acts as an incentive to improve performance.

Assessment is not cheap. But, oddly enough, it allows you to save. Using assessment methods, you can develop your own staff without recruiting new staff. And this saves money on finding and adapting new people. The internal reserve base, which can be accessed by passing preliminary testing, can significantly reduce the cost of recruiting new personnel.

Profiling helps to select the right personnel - a method of drawing up psychological portraits based on assessing the behavior and speech of employees during a conversation. SearchInform ProfileCenter analyzes the personalities of employees in an automated manner .

A similar methodology is applied when planning training or professional development of personnel. The widespread practice of training staff in a stream on the same topics does not give positive results. But training based on the results of assessments can not only improve the qualifications of employees, but also become personal motivation for increasing efficiency.

Directions of assessments

There are two main directions in the employee assessment system:

  • Efficiency calculation for the specified period.
  • Assessment of behavior and professionalism (competence).

For the reliability and objectivity of the assessment, its systematic implementation will be required.

The use of the method for assessing labor efficiency is possible with a clear organization of planning, setting goals and digitizing work results. Each employee must be informed what goals are set for him and what responsibility is provided for violations. An example of such a technique is the implementation of KPIs (Key Performance Indicators).

Methods for assessing the competence of employees are based on precise and understandable criteria. There are many methods for such an assessment. Let's consider them in more detail.


The level of competence of personnel can be assessed in two main formats: an individual or a group method.

The individual methodology includes the following assessments:

  • interview;
  • tests;
  • observation;
  • case method;
  • feedback or evaluations 180°-360°.


An interview or interview with an applicant for a vacant position allows you to assess his personal and professional qualities. In-depth interviews are used to identify attitudes and motivations when assessing senior managers or in organizations with a small staff, when the use of other methods is impossible or ineffective.

An in-depth interview lasts from one and a half to three hours. During this time, the consultant collects information about the experience of previous work. The method is based on technology that allows you to assess the level of competence of an employee.

An example of a structured interview is the STAR survey. "S" stands for a situation (situation), "T" - the task (task), "A" - what the respondent did (action), "R" - the result (result).

For example, a manager or HR manager asks a job seeker to describe the most important achievement in his life. At the same time, the leader should not only listen carefully, but evaluate the words of the applicant. It is important to understand whether the situation was real or just a figment of the candidate's imagination. The result of the survey is recorded according to a ten-point system, an assessment of the strengths and weaknesses of the applicant is given.


The most budgetary and easiest method for evaluating employees or applicants is testing. This method allows you to collect information on the behavior of the employee, his personal qualities. The method is based on standardized and processed information. A large number of test methods for assessing personnel, their ease of use, allow testing by a direct supervisor. It won't take much time to evaluate the tests. An additional advantage of the test method is the ability to conduct it remotely.

The disadvantages of testing include:

  • inaccurate result;
  • low protection - there is a likelihood of spreading the correct answer options among the entire team;
  • restrictions in the form of the listed answer options.


It is possible and necessary to observe the work of the personnel. And this is not at all difficult to do if the staff of the company is small. But in large enterprises one cannot do without an automated system. With the help of an automated method, the manager will be able not only to track the time of the employee's arrival and departure, but also what he did during working hours. A special IT solution, for example TimeInformer from the Russian vendor SerchInform, is able to control the behavior of each employee. This allows the manager to assess the work of all personnel and an individual employee, as well as calculate the amount of remuneration based on the information received.

Case method

An employee reveals himself only in work. And you can evaluate its effectiveness by simulating a controversial situation, which requires detailed analysis and development of a solution algorithm. The case method helps to simulate such situations.

The finished case contains information about the problem, participants, resources, and the desired result. The test taker is asked only one question: how to get the result?

The case helps to assess the employee's ability to act in non-standard situations:

  • difficult negotiations;
  • conflict resolution;
  • drawing up a letter or order.

The cases reveal not the theoretical knowledge of employees, but their practical skills. They require certain actions to achieve the set goal, and not the translation of academic knowledge.

Group assessment methods

Combined methods are indispensable for assessing staff in a group. In a group assessment of personnel, meetings, negotiations, relationships in the team are modeled, and the main solutions of cases are used.

A good example of a group assessment method is a business game:

  • Assessment center (assessment center).
  • Light assessment (assigning marks based on rating).
  • Conducting pseudo-meetings or negotiations.

Assessment Center

An assessment center is an objective method for assessing a team of employees. There is a significant difference between the Assessment Center and other methods of personnel assessment. The use of the Assessment Center method involves a business game. The expert commission is authorized to monitor its implementation and give marks. The personnel assessment methodology is also different from numerous business trainings. With the help of the Assessment Center method, marks are given, while trainings are educational in nature.

In addition to the behavior demonstrated by the participant during the business game, the assessment is influenced by the information obtained during the interview, the results of passing professional tests.

The comprehensive approach of the methodology allows avoiding subjectivity in assessments and obtaining a reliable result.

Non-standard assessment methods

Despite the variety of proven methods of assessing the professional qualities of employees, many companies are introducing their own technologies.

Thus, the Balchug company, which specializes in the supply of office supplies, is opening a recruiting agency to evaluate candidates for work based on their photos. Personnel with psychological education conduct a three-day analysis of the applicant's photograph, determining:

  • tendency to kleptomania;
  • alcohol abuse;
  • tendency to aggression and violence;
  • the use of drugs or psychotropic substances;
  • sexual perversion.

The security policies of DLP systems must take into account the unreliable behavior of employees. Deviant interests and dependencies create a high risk of information leaks through insiders.

Based on the photo, the staff psychologist of the company will assess the personal and professional qualities of the candidate for the job.

"Personnel Center" - a recruiting agency from Nizhny Novgorod - uses graphology to assess applicants. They study the candidate's handwriting for a job, on the basis of which they evaluate his business and personal characteristics.

A wide sweeping handwriting is a sociable person who knows how to "submit" himself. Indentation between letters of one word - a tendency to spontaneous, ill-considered actions. Fusion spelling of words - developed logical thinking.

The recruiting agency "Megapolis", with the help of provocative questions, gives an assessment for non-standard thinking, stress resistance, speed of reaction. The main technique of the Megapolis interviewers is the final provocation. If an agency employee gives a job seeker a high rating and considers him as a suitable candidate for a vacant position, he seriously declares that they are not satisfied with the candidate. If the applicant is a strong and self-sufficient personality, he continues to “sell himself”, not responding to a negative assessment, and seeks to convince the agency employee.

The attitude of employers to non-standard methods of assessing applicants remains skeptical. For example, the head of the Ecograd advertising agency and the director of the Elektronika group consider the assessment of a candidate based on photography as a fortune-telling, and not a professional method. According to them, hiring job seekers by photography is a risk for the employer. After all, a person with an unstable psyche, who had problems with the law, may be hiding behind a respectable appearance.

The assessments of applicants based on their handwriting or external data will be useful for modeling studios or the army. But it is hardly possible to assess the abilities of the applicant, his suitability for the vacancy using such methods.

What affects the assessment

When assessing company employees, the following factors must be taken into account:

  • Corporate ethics (culture) - management style, communication features, goals.
  • Normative documentation (normative acts, internal documentation).
  • The number of employees by state.
  • Personnel turnover.

Let's look at an example. There are two companies that sell new cars. In the first company, there are job descriptions for each employee, providing for everything he can and cannot. An employee who clearly follows the instructions, which prohibits, among other things, contacting higher management bypassing his immediate supervisor, can get a high rating.

While in another company in similar positions, creativity, flexibility, and non-standard approach are appreciated. There are no job responsibilities, and the job consists in setting specific tasks and performing them. And the focus on the result, the ability to independently organize their work, the ability to find new ways of solving problems will be assessed.

For an expanding organization and for a nearly bankrupt firm, the requirements for a commercial director will differ markedly.

Depends on the efficiency of the employee and on the team in which he works. His flexibility, ability to join the team or, conversely, change everything with his arrival are also factors to be evaluated.

To evaluate a candidate for a vacancy, nuances such as the manager's expectations and character should be taken into account. For example, one director makes it the responsibility of the chief accountant to successfully submit reports in controlling institutions, while the other sees him as a manager who distributes tasks between other accounting employees, controls their implementation, and also carries out personnel records.

Let's sum up

Evaluating the performance of employees is not a whim of a manager, but a necessity for a successful business. In some companies, this is a subjective assessment of the employer or manager about the personal and professional characteristics of the employee. Others use proven techniques in the form of observation, interviewing, testing, assessment center, KPI. Third, they prefer a non-standard approach to assessment.

The main thing is to conduct the assessment systematically and regularly. Then it becomes part of the corporate life of the company, motivates the staff to self-development.