Interview method is widely used in psychology and sociology and is a conversation in order to identify or other personality characteristics, motivation, intelligence, attitude toward work and personal life, his temperament, character, self esteem, etc. Descriptive assessment method is used as an extra and is used with to describe and identify the positive and negative traits appraisee. Classification method based on the ranking of employees in a specific criterion of best to worst by assigning an appropriate sequence numbers. The comparison method, or rankings, is designed to identify compliance with the employee position held by scaling the personal qualities of the employee. This method involves making a list of tasks and staff study of its activities taking into account the time spent on these tasks. This method takes into account how economically employee spends time and money. Quality of staff are assessed on a 7-point scale.
The method of independent judges included “cross-examination” of independent experts on various topics, including all areas of the employee. Typically, this type of evaluation is done by computer. During the testing officer offered to answer questions that give some answers. Testing technique is good because it allows you to reach a large number of evaluation criteria and allows computer processing. As a rule, the proposed tests are divided into psychological and physiological qualifications.
First allow us to estimate the personal qualities an employee can help determine the second degree of qualifications, while others reveal its physiological characteristics. In the framework of business games to evaluate personnel are specially designed simulated game situations to help evaluate the effectiveness of teamwork of staff, their ability to share the challenges and to identify the individual contribution of each participant. Decision is made by an expert observer commission. The method involves the achievements of joint identification of the key objectives of the employee, as well as the time frame. At maturity, the performance of the employee are estimated as a percentage. Comprehensive method, assessment or circular will assess the employee of his colleagues, superiors and subordinates. In addition to the professional assessment methods, there are criteria for assessing personnel within the company for which we can determine the quality and quantity of work, discipline and loyalty to the leadership. For example, assessing the quality of the work is done on a scale of 1 to 5, with 5 – high level of accuracy and precision, the lack of need for additional testing, etc., and 1 – low quality of the work for errors, the need for constant validation. Similarly, assesses the amount of work performed. Score of 1 is assigned to the employee, who does the work slowly, spending a lot of wasted time and can not cope with the planned scope of work. If the employee does more than is expected of him, full of energy and ideas, it is assigned 5 points. Methods and forms estimates vary, depending on the specific goals of a company. Preparation and implementation of the method, as well as evaluation should be carried out by specialists in order to avoid distortions obtained results. Often certification is anxiety or negative attitudes of staff. To avoid such reactions, it is necessary to inform the staff about the aims, methods and consequences of an attestation. In evaluating need for appropriate conditions, including privacy and exclusion of distracting and annoying moments. Evaluation results must be reported to staff at this observing literacy, confidentiality and sensitivity, even if the results are unfavorable.