Introduction of an improved system for evaluating the work of commercial bank personnel

Personnel evaluation is a crucial factor contributing to the staff motivation, on the one hand, and on the other — allowing setting remuneration correctly and determining both the quantitative and qualitative composition of the company's personnel. The article is devoted to the study of the problem of integrated assessment of the organization's personnel.

METHODS OF PERSONNEL EVALUATION AT TOURISM AND HOTEL ENTERPRISES

The article is devoted to the research and comparison of modern methods of personnel evaluation at the enterprises of tourism and hotel sphere. The role of personnel as a key resource, the effectiveness of which depends on the effectiveness of entrepreneurial activity is defined. The study provides a comparative assessment of the main innovative methods of personnel evaluation, which are actively implemented in practice among both foreign and domestic enterprises in the service sector. Strengths, weaknesses, expediency and frequency of introduction of such methods as Grading, Balanced scorecard, Assessment Centre, Management by Objectives, «360°» and Key Performance Indicators were compared and assessed. An example of the use of KPI was provided as the most progressive method of assessment, which aims at enhancing personal motivation of each employee and achieving the goals of the enterprise. This method is based, as a rule, on a three-level assessment of the enterprise and consists of general indicators of the enterprise (corporate level), indicators of the department (team level) and individual level. Moreover, KPI is aimed at achieving results, costs and efficiency, which should be optimally distributed in the ratio of 10, 80 and 10%, respectively. The KPI method has two significant shortcomings that can be offset in the process of building an evaluation system. First, the KPI is more focused on achieving specific indicators, i.e. the performance of a larger range of responsibilities by the initiative employee is not expected. Second, an individual KPI that exceeds the baseline and will be at maximum contributes to efficiency gains. However, if the employee already exceeds the maximum level by 5 or 50%, it will no longer be reflected in the financial reward. That is, the individual KPI must change dynamically in accordance with the efficiency of staff. The key indicators, which form the basis for building an effective system of personnel evaluation at the hotel and restaurant business, are considered. It is determined that selection of indicators for evaluation by the KPI method is depends on the specific character of the business, the size and the goals of the enterprise.

METHODS OF EVALUATION OF POLICY EFFICIENCY

The article analyzes the existing methods of evaluating the effectiveness of policing. It is proved that the modern system of methods for evaluating the effectiveness of policing should consist of traditional methods specific to policing and non-traditional methods introduced from other areas. It is concluded that the current issue is the use in assessing the effectiveness of policing methods (techniques) used in the private sector to assess the effectiveness of various institutions, enterprises, organizations, as well as methods of evaluating staff, successfully tested and implemented in management, non-governmental structures, which are quite diverse. Today, the performance of the police is a necessary tool in the management industry. We see the application of benchmarking in the system of evaluating the effectiveness of police activities as promising, and the biographical method for personnel evaluation; the method of a given score; ranking; method of pairwise comparisons; standard method; graphic profile method; method by results; method «360о certification»; assessment center method; human resources analysis; goal management method; method of evaluation of key performance indicators. The authors emphasize that the use of these methods requires special knowledge of the subjects who use them, which is why one of the main tasks of the modern management system of the National Police should be to train managers capable of using modern methods of personnel evaluation. It is worth emphasizing that the departmental evaluation of efficiency of police activity can be carried out in relation to specific police officers. As for methods for evaluation of efficiency of police activity of individual police officers, they are significantly different from the methods of general assessment. It is concluded that there are no universal methods of evaluation, they, as well as criteria, evaluation should be carried out comprehensively taking into account various circumstances: the type of evaluation, its purpose, the object of evaluation, the subjects involved in evaluation, and their skills in the application of specific methods, available resources, etc.

APPROACHES TO QUALITATIVE COMPOSITION ASSESSMENT OF THE ENTERPRISE PERSONNEL

The article considers methodological approaches to the formation, development and evaluation of the staff quality of the enterprise; systematizes scientific opinions to determine the content of the definition "personnel evaluation"; in the article the interrelation of personnel management functions and its composition evaluation functions are established; the main goals of personnel evaluation are determined; the characteristics of the main methods of employees selection of the enterprise are given and the requirements concerning the criteria of their estimation are specified; the main criteria and methods for assessing the competencies of employees and evaluating the results are identified; approaches to personnel evaluation and the main stages of evaluation are indicated; the advantages and disadvantages of personnel evaluation methods are identified. Personnel management is a rather complex process, the effectiveness of which will be largely determined by the achieved level of staff quality. Therefore, for the enterprise management the question of a thorough choice of methods which application would allow to carry out procedure of an estimation of the personnel with the minimum expenses of time and resources becomes rather actual. The paper proves that for effective personnel evaluation the following conditions must be met: interest from the enterprise management; objective choice of evaluation criteria; availability of competent experts to assess the professional qualities and achievements of employees; transparency of evaluation results application in the enterprise further activity. The expediency of systematic personnel evaluation procedures has been proved. The relationship between the functions of personnel management and the functions of evaluating its composition has been established. The methods of employee evaluation are systematized and the requirements for their evaluation criteria are set. The advantages and disadvantages of using each of the selected methods of personnel evaluation are identified. Further research should be aimed at justifying the limits of use of each method of personnel evaluation, compliance with which in practice will increase the validity of the evaluation conclusions, improve the moral and psychological climate in the team and stimulate growth of staff and enterprise final performance.

Evaluation of staff in Healthcare Companies

Evaluation is at the basis of any social context where all individuals are simultaneously "evaluated" and "evaluators" in all areas of daily life. The goal of a good evaluation system is to encourage staff to do "Good Health" through the provision of quality prevention, diagnosis, treatment and rehabilitation services. The main reasons that lead to the evaluation of the personnel lie in the inevitable and primary importance of the human resource in achieving the corporate objectives, and by the pressing need for the quality of the service provided to the citizen, as well as the legitimate need of the employee to differentiate, clarifying its specificities and its own individual contribution to the general objectives of the company. In the working context, the "personnel evaluation" assumes a fundamental importance, if managed with the right criteria, in order to make the employee not a simple pawn to move and manage for use and consumption of the organization, but an integral part of the organization itself.