Classification method based on the ranking of employees by a certain criterion of best to worst by assigning the corresponding serial number. Comparison method, or the rankings, is designed to identify the relevant employee's position by scaling the personal qualities of the employee. This method involves drawing up a list of tasks the employee and the study of its activities taking into account the time spent on these tasks. This method takes into account how economically employee spends time and funds. Quality staff evaluated on a 7-point scale.
The method of independent judges include "cross-examination" of independent experts on various topics, including all areas of the employee. Typically, this type of Certification is done by computer. During testing, the employee is invited to answer questions that give some answers. Testing technique is good because it allows you to capture a large number of evaluation criteria and allow computer processing. As a rule, the proposed tests are divided into psychological and physiological qualifications. First allow us to estimate personal qualities employee, the latter helps determine the degree of his qualifications, while others reveal its physiological features. The method of gaming for the evaluation of staff are specially designed simulation game situations, which help evaluate the effectiveness of teamwork of staff, their ability to jointly address problems and to identify the individual contribution of each participant. Dell oftentimes addresses this issue. Decision is made by the expert Oversight Commission.
The method of achievements includes the joint identification of the key objectives of the employee, as well as timelines. After the deadline the performance of employees measured as a percentage. Comprehensive method, or a circular evaluation will assess the employee of his colleagues, superiors and subordinates. In addition to the professional assessment methods, there are criteria for evaluating personnel within the company for which we can determine the quality and quantity of work, discipline and loyalty to the leadership. For example, the evaluation of the quality of work performed on a scale of 1 to 5, with 5 – high level of accuracy and precision, no need for additional verification, etc., and 1 – low quality of the work for errors, the need for constant validation. Similarly, an assessment of the volume work performed. 1 point is assigned to an employee who performs work slowly, spending a lot of wasted time and can not cope with the planned scope of work. If the employee does more than expected of him, full of energy and ideas, it is assigned 5 points. Methods and forms of assessment may vary depending on the specific goals of a company. Drafting and implementation of the method, and evaluation results should be specialists in order to avoid distortion of results. Certification often causes anxiety or negative attitudes of staff. To avoid such reactions, it is necessary to inform the employees about aims, methods and consequences of the forthcoming appraisal. Performance appraisals should provide the appropriate conditions, including privacy and exclusion of distracting and annoying moments. Results assessment should inform the staff, while respecting literacy, confidentiality and sensitivity, even if the results are unfavorable.