Advantages and disadvantages of personnel evaluation

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Conducting personnel assessment is an investment in the future, important both for the employee and for the development of the company. This business tool allows you to solve a wide range of tasks:

Increased productivity : Developmental feedback inspires employees to improve their productivity, which helps improve the overall performance of the department.

Strategic planning of enterprise and school principals email list team development . The manager, taking into account the company's goals and the employees' abilities, can assemble a team of professionals to implement the tasks set.

Reduced employee instability . Organizations that provide regular feedback to employees have lower turnover rates than those that do not. By highlighting strengths, it helps employees develop a positive attitude toward their work and the company as a whole. Moreover, it helps create a full picture of the dynamics of communication within the team and identify potential conflicts and communication problems in advance.

Identifying growth areas . Assessment tools help identify the strengths, needs, and areas of employee development, and determine the need for training and professional development. Based on the assessment results, a growth strategy can be developed that will ensure a conscious approach to training and minimize unnecessary costs.

Recruiting employees who share the company's values . Motivation and priority analysis helps to see how the organization's goals match personal expectations. This helps to reduce the costs of adapting casual workers and finding replacements.

Identifying high-potential employees . This is important because it is HiPo employees, even if not with management potential, who are able to bring the company maximum profit and contribute to business growth.

Now let's list the disadvantages of personnel assessment:

Resources required for planning and implementation . It is necessary to develop a list of competencies and prepare tools for their assessment. If necessary, it is necessary to involve third-party specialists and conduct explanatory work with employees about the process. Depending on the methods used, the assessment of the enterprise's personnel may consist of several stages, which prolongs the preparation and implementation process. When involving external specialists, their schedule must be agreed upon in advance and this aspect must be included in the procedure plan.

Selection of suitable specialists . The assessment of skills and competencies should be entrusted to experts specializing in the relevant HR processes. The participation of employees from related departments can lead to a distortion of objectivity, since they may be guided by subjective factors when assessing.

Managing employee resistance . Employees should be familiarized with the goals and format of the upcoming assessment in advance to avoid possible resistance or disagreements within the team.

Training of the management team to analyze the results and provide feedback to the staff. This will help to avoid negative perception of the assessment by its participants. It will also contribute to their readiness to accept the findings and use them in practice.

Lack of a single universal system of personnel assessment methods . It will be necessary to consider the available tools and select those that correspond to the tasks and characteristics of the team.

Availability of certain methods of personnel assessment of the organization for use only by certified professionals. For example, to organize assessment centers, the company must create an internal expert group of qualified specialists or turn to third-party professional service providers.