The Personnel Assessment Regulations are a tool (technology) for assessing the level of qualification, socialization, motivation, diligence (and the presence of creative abilities) of personnel

Content:

General provisions

Criteria for evaluation

Assessment of professional skills

Assessment of the level of socialization

Assessment of the level of motivation

Evaluation of the level of performance

Assessment of the presence of creative abilities

Assessment procedure

Consumers:

Heads of companies, heads of personnel services of companies and potential candidates for these positions

Consumer Benefit:

The use of the Personnel Assessment Regulations allows to accurately assess the level of qualification, motivation, socialization and performance of the applicant for the position, which, in turn, allows to make an informed choice of the best candidates represented on the labor market.

The practical application of the Personnel Assessment Regulations leads to an increase in professional qualifications and, accordingly, to an increase in the personal competitiveness of the head (applicant for the position of head) of the recruitment department (certification, etc.) of the personnel service. The company needs at least one (and only one) personnel assessment specialist. Unique competencies necessarily increase not only personal status, but also the level of income

Main difference:

Unlike ridiculous standards that establish only the general framework of functional or technological business processes, these standards define what should be done to achieve the goal of a certain functional or technological business process.

The Personnel Assessment Regulations allows the selection of employees not on formal grounds, but on real competencies and personal qualities.

It is worth noting here that this provision does not negate the importance of professional experience, professional and managerial qualifications of the head of the recruitment department of the company’s personnel service (the applicant for this position), it cannot replace a person, it is only a tool for realizing the internal creative potential of the head of the department of selection (certification) of personnel, a technological tool for building and constantly improving his own system for selecting and evaluating personnel.

We cannot grasp the immensity, but we can master our own business, our own way. Isn’t this the happiness that we all so passionately strive for?

The cost of the offer:

Compared to the increase in income received from the improvement of managerial qualifications (which can be valued in the hundreds of thousands and millions of dollars), the cost of the offer (6,700 $) is a rather modest amount. A significant increase in personal competitiveness and income level is worth some mental effort and financial costs. The more unique the competencies are, the more revenue they bring

Note:

If you are not ready to make an order today, then there is a high probability that you really do not need this product. Not everyone is able (or wants to) be a leader. It is ok. Management is not only money and power, it is also a responsibility. If you try to avoid responsibility, then the acquired managerial skills will only hinder you in your professional life. You will constantly see what your boss is doing wrong, it will constantly annoy you and generate unnecessary conflicts. In this case, it is better to remain in happy ignorance.

If you are hindered simply by innate modesty, then this is not a reason to refuse decisive action. Moreover, for example, the Japanese believe that modest people become the most effective leaders (modesty accumulates courage). And Personnel Assessment Regulations will definitely help you with this. Competitive advantages do not just appear out of nowhere, they can be created. If not us, then who?

See more:

HR Regulations

Job Description of the HR Director

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