Глава 20. Оценка персонала
The article proves the relevance of a competently organized process of recruiting staff for organizations. Taking as a basis the staffing stages proposed by M. Armstrong, the authors described the main characteristics of the stages, highlighted some of the problems that are typical for each of them in modern practice and gave recommendations for their overcoming. The first stage is defining demands. On this stage, it is necessary to develop "working», efficient models of competencies, which is possible only with the use of well-proven methodological approaches and compliance with the chosen technology. At the stage of attracting candidates (the second stage), it is important to use not only traditional methods of searching for employees, but also more modern tools, such as social media. At the same time, it is important to correctly position the organization/vacancy so that response only from "our”, suitable candidates will increase, regardless of the choice of recruitment channel. At the stage of selection (the third stage), candidates are evaluated and decisions finally made about them. The article considers the most popular methods for evaluating candidates at the "entrance" to the company. They are interview, testing and assessment center. Author’s point of view, the possibility of the interview method is sometimes underestimated by companies, and psychodiagnostic methods for a number of tasks are overestimated. The key to overcome defined problems, in author’s opinion, first of all, is in increasing competency of specialists in the field of human resources management.
The authors of the paper present the results of a study of organizational factors that affect the formation and application of practices and approaches to personnel assessment in companies operating in the Russian market. As part of the analysis of data provided by 245 organisations, factors associated with the presence or absence of personnel assessment in the organisations were identified. In addition, factors related to the variation of practices and approaches to personnel assessment were found.