These tools can be used for current employees and job candidates. The focus is on competencies that can be assessed with tests and measured.
The extreme method , also known as the arbitrary characteristics system, involves the manager identifying the key strengths and weaknesses of the employee, evaluating his successes and failures. After that, he forms conclusions.
Descriptive method : the manager evaluates specialists, creating characteristics for each of them with an emphasis on strengths and weaknesses. It differs from the arbitrary system in that it is aimed at the most complete collection of information and objectivity of judgment.
The matrix method is often overseas chinese in uk data used to evaluate candidates for vacancies, but it can also be used to analyze current personnel. A list of key skills that a specialist must have is formed. Competencies are ranked by importance, each is assigned its own percentage weight. After that, a comparison of specialists is carried out.
An example would be a competency matrix created for a marketer:
Competence Degree of importance Worker 1 Worker 2
Application of promotion channels 50%
Web analytics 30%
PR tools 20%
If this is a candidate, then by summing up the values of the competencies, a decision can be made about hiring or refusing to hire.
In addition, this category can include group assessment, which requires the use of resources. It is not suitable for assessing linear vacancies, but is effective in certifying top specialists or candidates. It can be used to analyze employees with rare and specific competencies. For example, in small companies - to select IT specialists when it is necessary to develop a website for a business not related to the IT sphere.
The process looks like this: the manager, the employee/applicant and the external expert take part in the discussion. The specialist is asked to describe his actions in solving a certain problem. The answers are considered in the context of the expert's conclusion, taking into account both the knowledge and psychological behavioral characteristics of the person.
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The 360 Degree Method
This and the following personnel assessment technologies are placed in separate subsections, as they are modern, require a careful approach and understanding of their specifics. That is, they should be used with caution.
The 360-degree method allows you to evaluate a specialist through the perception of his colleagues, subordinates and management. That is, it should be used not only to analyze professional skills, but also to audit key aspects of the employee's psyche, leadership and communication skills. The method has become widely used in the West since the publication of Peter Ward's book of the same name. Since the early 2000s, it has been mentioned in Russia.
The 360 Degree Method