The main task of personnel certification is to determine, on its basis, the extent to which the employees of the organization meet the established requirements, create effective personnel management programs (labor incentives, work with a reserve, training and development of employees, personnel planning, etc.), which allowed better use the potential of the human resources of the organization.
Certification of employees has the following goals:
- administrative;
- assessment of the quality of management activities;
- providing employees with feedback on the degree of compliance of their performance indicators with the requirements of the organization;
- development of employees;
- improvement of the personnel management process.
Administrative goals solve the following tasks:
Appraisal provides a rational basis for making administrative decisions in the field of personnel management, such as pay, promotion and demotion, transfer to another job within the organization and dismissal.
Administrative decisions usually require an overall assessment of each employee to help compare employees with each other. This involves an assessment of various aspects of the professional activities of employees. The evaluation system includes not only indicators that reflect the specifics of the work performed, the evaluation often involves taking into account the conditions in which the work being evaluated is performed.
Assessment of the quality of management activities
Certification is designed to find out, among other things, how successfully, how well managerial tasks are solved, that is, those tasks on the quality of the solution of which the results of the work of the certified, their motivation and attitude to work largely depend. These are primarily tasks related to the following areas of activity:
- activity planning and resource allocation;
- management in critical situations;
- work with documents;
- delegation;
- motivation of subordinates;
- training of subordinates;
- the level of cooperation between managers and subordinates;
- organization of interaction with other departments of the organization;
- labor morality;
- innovation.
Evaluating the work of various categories of personnel during certification, you can get important information, allowing, in particular, to evaluate the work of managers and to establish which shortcomings in the work depend on the performer, and which are the result of unsatisfactory quality of management.
Providing feedback to employees on how well their performance is meeting organizational requirements
Certification establishes feedback between the employee and management, provides information on how he performs his work. Such Feedback is designed to direct the efforts of employees in the right direction, clarifying the requirements for their work, and motivate them to improve their performance.
The assessment by the certification commission of the work and labor behavior of the person being certified, among other things, allows the employee to clarify the content of his professional role. This is especially important for new employees, as it allows them to better understand management's expectations and the organization's performance standards.
Employee Development
Although certification can help determine the employee's need for training and development, if it is only an integral or average quantitative assessment, expressed in points, then in this case, when using it, the organization faces certain limitations.
When evaluating the work of those being certified, it is important to take into account their individual characteristics. To do this, a formal assessment should be supplemented with an informal one. Informal assessment of the work of those being certified can take place in the following forms:
- discussion of work plans and ways to achieve the goals;
- Summing up the results of work for a certain period;
- consulting, designed to identify restrictions that prevent the performance of work in accordance with established requirements;
- making remarks to the employee aimed at preventing undesirable patterns of working behavior in the future;
- praise aimed at reinforcing desirable patterns of work behavior that can lead to high work results.
Evaluation of the working behavior of the assessed allows you to outline those areas of individual work that will help the employee form the necessary ones; attitudes and better understand the requirements of a professional role - that is, the requirements that apply to an employee performing these job duties.
Improving the process of personnel management
Certification can be used as one of the methods of monitoring the work of personnel in order to maintain established standards of work. If, as a result of the certification, it turns out that the work of the personnel does not meet these standards, then the organization, depending on the identified causes of unsatisfactory work, can take the following steps:
- reorganization of the labor process: simplification of work, changes in the organization of labor, etc.;
- change in production standards or requirements for performance indicators of specific categories of workers;
- training, advanced training or retraining of employees;
- development and implementation of programs aimed at increasing the level of motivation and commitment of the personnel of their organization;
- transfer to other positions of employees who do not cope with their duties.
Analysis of information on the assessment of personnel performance is important to identify shortcomings, weaknesses, mistakes and timely adjustment of programs in the field of personnel management. This information can be used to improve the system for attracting and selecting personnel, training and development of employees, and increasing the level of employee motivation.
IN modern conditions The following types of certification are carried out:
- regular main, deployed, with a frequency of once every three to five years;
- regular intermediate, simplified, focused on assessing the current state of affairs. It is held for managers and specialists once or twice a year;
- irregular, caused by unexpected circumstances (the appearance of a vacancy, an unplanned assignment to study, structural changes, the introduction of new wage conditions, etc.).
When developing an attestation program, it is necessary to clearly understand the goals of this process and, in accordance with them, choose the type.
Requirements and conditions for successful certification of personnel
For creating effective system Certification of personnel in an organization requires compliance with a number of principles, among which the most important are openness, democracy, effectiveness, objectivity.
Publicity includes familiarization of employees with the procedure and methodology for conducting certification. A characteristic is compiled for the certified person, which is discussed in the team structural unit.
Democracy is revealed through taking into account all the opinions of members attestation commission when summing up the results of certification.
The effectiveness of certification is defined as the mandatory and prompt adoption of effective measures based on the results of certification.
Objectivity is ensured by the decision of the attestation commission by a majority of votes.
When organizing certification, the following conditions must be taken into account:
- interest and support from top management;
- the presence in the organization of trained, highly qualified specialists responsible for the operation of the certification system;
- preparation of documents regulating the operation of the system (regulations, instructions, forms, etc.);
- timely informing the personnel about the goals and content of the assessment system, which is supposed to be used during certification;
- establishment of a clear connection between the performance assessment system and the remuneration system.
The certification process basically consists of four steps:
- issuing an order on certification and informing employees about its terms and forms;
- creation of an examination (expert) commission;
- work of the commission on the assessment of business and personal qualities of employees;
- Summing up, making management decisions based on them.
It is important to make timely and competent decisions after the certification: to rotate personnel, organize retraining of employees, clarify job descriptions, and make changes to the organization's management system.
When certifying managers, it is necessary to take into account the results of not only their individual activities, but also the results of the team they manage. For a more objective assessment executives you can use the services of third-party experts who can check the following business qualities: knowledge of the specifics of production, the ability to make the most optimal decision, the ability to select personnel, set tasks for the team and control their implementation, distribute rights and obligations among subordinates, take responsibility for difficult situations etc.
And, perhaps, the most important thing in certification is live communication between the immediate supervisor and the employee.
Tags: Certification of employees, evaluation of management activities, feedback, development of employees, improvement of the personnel management process
"Personnel service and personnel management of the enterprise", 2010, N 8
We evaluate personnel according to the rules: position on certification
Certification is one of the most common forms of personnel assessment. But unlike other forms of periodic assessment, attestation is the only assessment procedure provided for by law, and therefore requires special care in terms of documentation.
Goals of certification
Certification is a procedure for evaluating the results of activities and determining the business qualities and qualifications of employees in order to identify their compliance with the position held, carried out in accordance with the procedure established by law.
The creation and implementation of a personnel appraisal system can provide the necessary information for revising wages, promotion / demotion, transfer to another job, dismissal, etc. Appraisal can become a mechanism for obtaining information necessary for organizing training for company employees. On the other hand, certification can be a mechanism for motivating company personnel.
The objectives of the certification are:
Formation of highly qualified personnel;
Establishing the compliance of employees with their position;
Determining the need for advanced training, vocational training or retraining of employees;
Ensuring career growth opportunities for employees;
Effective use of each employee in accordance with his specialty and skill level;
Stimulating the growth of professionalism.
When developing and implementing an attestation system, it is very important to comply with the legal norms enshrined in the Labor Code of the Russian Federation and other legal documents.
Document system
All documentation used in certification can be divided into the following groups:
Administrative documents (Regulations on certification, orders for certification);
Organizational (lists of certified employees, schedules);
Assessment tools (reviews, certification sheets).
At the stage of preparation for certification, an important task is the development of the Regulations on certification. Target this document is to regulate the certification procedure in the company. The document is developed by the personnel department of the company, however, employees of the legal department should also be involved in the work (to take into account all the requirements of labor legislation in the process of developing the Regulation). The regulation is signed by the head of the personnel service and approved by the general (executive) director of the company. The regulation may contain approval visas for the heads of structural divisions who took part in the discussion of the document at the stage of its development.
The structure of the Regulations on certification
|
Are common |
The section defines the main goals and objectives of certification. |
|
Attestation |
The section defines the procedure for the formation of an attestation |
|
Preparing for |
The section specifies the procedure for assigning certification deadlines |
|
Holding |
This section describes the procedure for holding a meeting. |
|
Solutions, |
The section defines the procedure for processing and analyzing information, |
|
Storage |
The section defines the storage/archiving order |
The attestation regulation may contain various appendices - forms of documents, forms necessary for the work of the attestation commission, for example, a certification sheet form, a feedback form on the work of an attested employee, a draft protocol of a meeting of the attestation commission (example).
Sample Regulations on certification
This Regulation determines the procedure for attestation of employees of Zvezda LLC.
1. General Provisions
1.1. The concept of certification.
Certification of employees is an assessment of the results of activities carried out in accordance with the procedure established by law and the determination of the business qualities and qualifications of employees in order to identify their compliance with the position held.
1.2. The main tasks of certification.
The tasks of employee appraisal are to improve performance.
Certification is designed to help improve the activities of the enterprise and its structural divisions in:
Formation of professional personnel;
Establishing the compliance of employees with their position (determining the level of professional training);
Identification of the potential capabilities of employees in order to use them most rationally;
Stimulation of advanced training and professionalism;
The application of measures of responsibility and incentives to employees in order to increase the discipline and personal responsibility of each employee, etc.
During certification, conclusions are drawn about the compliance of the employee with the position held.
1.3. The list of positions for which attestation is carried out.
Certifications are subject to:
Heads of branches and structural subdivisions of Zvezda LLC;
Workers and employees of the named structural divisions.
1.4. Persons exempted from attestation
The following categories of employees are not subject to certification:
Persons who have worked in their position for less than one year;
Pregnant women;
Women with children under the age of three;
Women on maternity leave and/or parental leave. Certification of these persons is carried out not earlier than one year after leaving the vacation;
Persons within a year from the moment they were assigned a new qualification category, appointment to a position by competition, completion of advanced training or retraining;
Workers and employees who have reached the age limit for retirement.
1.5. Deadlines for certification.
1.5.1. The next certification is carried out by order of the General Director of Zvezda LLC no more than once every two years and at least once every four years.
1.5.2. Extraordinary certification can be carried out in cases of revealed unsatisfactory work of an employee, confirmed by objective data to establish compliance with the position held (in cases where this is caused by insufficient qualifications of the employee, and not by his failure to perform official duties for no good reason).
1.5.3. The specific dates for the certification are brought to the attention of the certified at least one month before the start of the certification against a personal signature.
2. Organization of certification
2.1. For certification:
An attestation commission is being formed;
Approval of the certification schedule;
A list of positions subject to certification is compiled;
Prepare the necessary documents for the attestation commission;
An order for certification is issued.
2.2. Formation and composition of the attestation commission.
2.2.1. The attestation commission consists of a chairman, a deputy chairman, members of the commission from among senior officials, highly qualified specialists.
2.2.2. The composition of the attestation commission may include representatives of the legal service, a representative of the relevant trade union body.
2.2.3. When conducting certification, which may serve as a basis for the dismissal of employees in accordance with paragraph 3 of Art. 81 of the Labor Code of the Russian Federation, to the certification commission in without fail a member of the commission from the relevant elected trade union body is included.
2.2.4. The head has the right to involve independent experts, highly qualified specialists of universities and other organizations in the profile (specialty) of the certified and other persons.
2.2.5. The quantitative and personal composition of the attestation commission, the terms and procedure for its work are approved by the general director of Zvezda LLC.
2.2.6. Changes in the composition of the attestation commission are made by the person who approved the composition of the commission.
2.3. Chairman of the certification committee.
Chairman of the attestation commission:
Presides at meetings of the attestation commission;
Organizes the work of the attestation commission;
Distributes duties between the members of the commission, the procedure for considering issues;
Determines, in agreement with the members of the commission, the procedure for considering issues;
Conducts a personal reception of employees undergoing certification, organizes the work of members of the certification commission to consider proposals, applications and complaints of employees being certified.
2.4. Replacement of the temporarily absent chairman of the attestation commission.
In case of temporary absence (illness, vacation, business trip and other valid reasons) of the chairman of the certification commission, the powers of the chairman of the commission on his behalf are carried out by the deputy chairman of the commission or one of the members of the certification commission.
3. Preparation for certification
3.1. Purpose of certification.
The list of persons subject to certification, the certification schedule are approved by the General Director and brought to the attention of each certified employee at least one month before the start of certification against a personal signature.
3.2. Certification schedule.
3.2.2. The chart indicates:
The name of the unit in which certification is carried out (certification can be carried out with access to workplace employee or directly at the employee's workplace);
Date, time and place of certification;
Date of submission to the certification committee required documents indicating the heads of the relevant divisions of Zvezda LLC responsible for such representation.
3.3. Feedback from direct manager.
3.3.1. Not later than 2 weeks before the start of the certification, the certification commission shall submit a review (characteristic) for each employee subject to certification, signed by his immediate supervisor.
3.3.2. The review must contain information about the certified employee and his performance.
3.3.3. At each subsequent certification, a review (characteristic) about the certified employee and his certification sheet with the data of the previous certification are also provided to the certification commission.
3.3.4. At least a week before the start of the certification, the personnel service must familiarize each employee with a personal signature with the submitted review (characteristic) about his performance, and also check the availability of a job description for each employee with a signature on familiarization.
4. Carrying out certification
4.1. Meeting of the attestation commission.
4.1.1. Certification is carried out in the presence of the certified employee.
4.1.2. In the absence of an employee at a meeting of the attestation commission for good reasons (business trip, illness, vacation, etc.), the period of his attestation is postponed until the expiration of the specified reasons. The employee must be notified additionally about the new certification period.
4.1.3. In the event that an employee fails to appear at a meeting of the attestation commission without good reason (which must be established), the commission may conduct an attestation in his absence. At the same time, the commission must contain information about the proper notification of the employee about the day of the meeting.
4.1.4. The meeting of the attestation commission is considered competent if at least two thirds of the composition of its members established by order are present.
4.1.5. The meeting of the attestation commission is documented in the minutes.
4.2. Evaluation of the employee's performance.
4.2.1. The attestation commission considers the submitted documents, hears the employee's reports about his work and, if necessary, his immediate supervisor about the employee's official activities.
4.2.2. Members of the attestation commission have the right to ask questions to the person being certified, revealing his professional knowledge, qualities and skills within the framework of his official duties.
4.2.3. In order to objectively conduct certification, in the event of consideration of the additional information provided by the certified person about his official activities for the past period and his statement of disagreement with the submitted review of the certification commission, he has the right to postpone the certification to the next meeting of the commission.
4.2.4. Discussion professional qualities applied to official duties the employee must take place in an atmosphere of exactingness, objectivity and goodwill, excluding the manifestation of subjectivity.
4.2.5. The assessment of the employee's performance should be based on determining his compliance with the qualification requirements for the position held in accordance with his job description, determining his participation in solving the tasks assigned to the relevant unit, the complexity of the work performed by him, and its effectiveness. This should take into account the professional knowledge of the employee, work experience, advanced training and retraining.
4.3. The procedure for making decisions of the commission.
4.3.1. The decision to assess the professional qualities of an employee, as well as the recommendations of the certification commission, are made in the presence of the person being certified and the immediate supervisor, if he is not a member of the commission, by open voting by a simple majority of those present.
4.3.3. An employee undergoing certification, who is a member of the certification commission, does not participate in the voting.
5. Decisions made based on the results of certification
5.1. Employee evaluation.
As a result of certification, the employee is given one of the following assessments:
Corresponds to the position held;
Corresponds to the position held, subject to the implementation of the recommendations of the attestation commission on his official activities;
Does not correspond to the position held (the conclusion of the attestation commission about the non-compliance must be confirmed by objective data that can be verified).
The attestation commission, based on the results of attestation, has the right to submit motivated recommendations for the promotion of an employee to the position for consideration by the general director; assignment of the next qualification category; about increasing or decreasing the allowance; to postpone the decision until the next certification.
5.3. Certification sheet.
5.3.1. The results of the appraisal are entered into the employee's appraisal sheet immediately after voting.
5.3.2. The attestation sheet is signed by the chairman of the attestation commission, deputy chairman, secretary, members of the attestation commission who were present at the meeting and took part in the voting.
5.3.3. The certified employee must be familiarized with the certification sheet under a personal signature.
5.3.4. In case of refusal to familiarize, it is necessary to draw up an act of refusal to sign in the certification sheet, signed by the members of the commission. It is also recommended to send a telegram with a notification to the home address of the certified person who refused to sign the certification sheet.
5.3.5. The act and a certified copy of the telegram must be attached to the certification sheet.
5.3.6. Other documents based on the results of certification are not issued.
5.3.7. The certification sheet of the employee who has passed the certification, and the response to it are stored in the employee's personal file.
5.4. Decisions made by the CEO.
5.4.1. The results of the employee attestation are presented to CEO no later than 7 days after the event.
Promotes an employee in a position;
Assigns the next qualification category to this employee in accordance with the established procedure;
Changes bonuses to the employee for special working conditions (complexity, tension, special mode of work);
Includes an employee in the reserve for promotion to a higher position.
5.4.3. IN necessary cases within a period of not more than two months from the date of certification, the manager may decide to transfer an employee who, according to the results of certification, is recognized as not corresponding to the position held, to another job with his consent.
5.4.4. The list of vacancies is offered to the employee in writing. The consent or refusal of the employee is also recorded in writing. If there are no vacancies or the employee refuses to transfer, the manager has the right to terminate the employment contract with the employee within the same period (no later than 2 months from the date of certification) in accordance with the current legislation of the Russian Federation.
5.4.5. After the expiration of the specified period, a reduction in the qualification rank or allowance, transfer of an employee to another job or termination of an employment contract with an employee based on the results of this certification is not allowed.
5.4.6. The period of temporary incapacity for work and the period of the employee's stay on vacation in a 2-month period is not counted. During these periods, it is not allowed to dismiss an employee at the initiative of the employer (in particular, according to paragraph 3 of article 81 of the Labor Code of the Russian Federation).
5.4.7. Control over the organization of the preparation of certification, compliance with the procedure for its implementation, timeliness of execution of documents based on the results of certification and their transfer to the General Director is assigned to the head of the personnel department of Zvezda LLC.
5.5. Procedure for consideration of labor disputes.
Labor disputes related to certification are considered in accordance with the current labor legislation on the procedure for considering labor disputes.
5.6. Summing up the results of certification.
After the certification of the employees of the enterprise, an order or other act is issued in which the results of the certification are analyzed, measures are approved to improve the work with personnel, the implementation of the recommendations of the certification commission, and the proposals of employees received during the certification.
Attention! With the Regulations on certification, each employee subject to certification should be familiarized with a personal signature.
The effectiveness of certification largely depends on the quality of the documents prepared for its implementation, and on the clear regulation of the procedure for conducting certification activities.
G. Pogodina
HR Director
Certification in companies and firms is carried out according to the most different reasons. Some specialties are so responsible, complex and even dangerous that regular knowledge testing is required. In some companies, it is quite rare when it is necessary to find a legitimate reason to fire negligent employees. In any case, avoid unpleasant consequences and litigation after certification will succeed only if it is carried out taking into account all the requirements of the law and in compliance with all regulations and rules.
In Russia, there is a Model Regulation on the certification of managers and specialists, which was approved on May 25, 2010 by the Decree of the Council of Ministers of the Russian Federation. If you want to know everything about attestation first hand, so to speak, then you need to read this particular Decree. But it is not used to test the knowledge of state employees budget institutions and other enterprises in industries where special regulations apply.
What is certification for?
Each enterprise, as already noted, sets its own goals and objectives when it plans to conduct certification. All of them are regarded as open and hidden. Open goals: realistic and objective assessment of knowledge, skills, professional level of specialists. The business qualities of employees, their personal qualities are also tested and verified. The results of the production activities of specialists, their achievements, labor efficiency and quality, the desire for development and education, and the acquisition of new skills are taken into account. In the course of certification, it turns out how close the relationship between the employee's moral incentives and his material incentives is. If a bias is made in one of the sides, then measures are planned to level the situation.
Hidden goals of certification are also called latent. They involve discovering the causes of low initiative and activity of employees. If the enterprise in its activities is associated with scientific developments, with creativity, with rationalization and inventions. During certification, full analysis work, errors or disagreements, inconsistencies in the volume and quality of work with the level of qualification of employees. In the course of such a check, the manager can see the general picture of production reality and highlight the main problems, outline ways to solve them. Therefore, certification sometimes becomes a way to optimize production process, improve labor efficiency. Other measures to achieve these goals are often quite expensive. And certification can immediately kill two birds with one stone, and check the employees, and adjust the company's policy.
What is certification based on?
The Regulations and practice of conducting attestation name the basic principles that must be followed strictly. This is the responsibility for the content of the requirements for employees, for an objective assessment of the knowledge and skills of employees, for the interpretation of the results obtained, for honesty and objectivity in relation to the personality of the employee. The second principle is competence. Each head of the company and the head of the personnel department must know the basic methods and ways of evaluating employees for certification. You need to know what requirements can be made, what to ask, how to evaluate, how to draw conclusions. This should not be intuitive, although it may seem that there is nothing difficult in this. It may not be difficult, but it is necessary to clearly know the rules.
The next principle is confidentiality. Nothing that happened at the certification should be made public, no matter how much you want to tell funny story or amazing fact from the biography of the employee. And the last principle on which certification is based is the well-being and comfort of the employee. Each employee has his own characteristics of perception and reflection of the proposed circumstances, and certification is a cause for stress. Someone will endure it easily, while someone will lose sleep and peace, although he works well and has nothing to be afraid of.
It is necessary to competently build preparation for certification and set up employees for constructive positive communication. In no case should you intimidate people, threaten them with dismissal, this will plunge the enterprise into the abyss of crisis even more and worsen its condition.
Certification is carried out at a time that is convenient for the manager. The rarest period of certification is 1 time in three years.
Who is exempt from certification
Certain categories of workers should be exempted from attestation. These are new employees who have been in this position for less than a year. For three years, those employees who are hired after graduating from an educational special institution (university, college) in their specialty are exempted from certification. It is impossible to certify pregnant women and women on parental leave until they reach 3 years of age. After leaving the decree, a woman should not be involved in this event for another year. If the employee is on long-term treatment, if he has a sick leave for a month or more, then he also should not participate in the certification.
What documents need to be prepared for certification
For certification, you will have to publish several documents. The first and main one is an order for certification in a standard form for your enterprise. It is signed by the head, a copy is posted on the board of orders or announcements. Each employee subject to certification must be familiarized with the order against signature, is responsible for this personnel service. To do this, a list of employees who must undergo certification is compiled, which is also signed by the director. Next, a schedule for the certification is drawn up, if several services participate in it, each of them has its own day and time.
The personnel service is preparing for the certification of characteristics for employees. Everyone receives their own assessment, which is confirmed by documents, orders, marks in the labor, incentives, letters and certificates, diplomas, etc. Also, personnel officers must prepare a certification sheet for each employee.
A separate order determines the composition of the certification commission, which may include heads of services and departments, trade union leaders, if any, the director of the entire enterprise, specialized specialists from training centers or other enterprises.
Characteristic features
A prepared package of documents for each employee for writing a characteristic is transferred to the head of the unit. It is he who writes detailed description for each of his subordinates. After the characteristic is ready, its content is communicated to the employee. The characteristic is signed by the immediate supervisor, the head of the structural unit, and for all managers - by the director of the enterprise.
Feature and job description employees are submitted to the certification committee no later than 10 days before the certification. If the employee did not agree with the information and conclusions set out in the testimonial, he can state his claims and arguments and attach them to the testimonial.
Commission work
If on the appointed day most of the members of the certification commission have gathered, then work can begin, that is, an interview with employees according to the developed regulations. The commission examines the materials that are provided for the employee, asks him questions, hears answers and everything that the employee himself wishes to tell. The course of the interview is recorded, the employee gets acquainted with the protocol and signs the document. After that, it is signed by the members of the commission.
During the conversation, questions can also be asked to the head of the employee, he is obliged to answer them and express his thoughts and arguments. The commission confers and makes a decision regarding the employee. This may be compliance with the position held, transfer to another position (increase or change of activity that suits the employee). This may be an incomplete correspondence to the position held, in which case the employee remains at his workplace and receives the task of self-development and improvement. A re-certification is appointed after a year in compliance with the recommendations of the certification commission.
And the saddest verdict of the commission is the inconsistency of the employee with his position. If the company does not have other positions that would suit the employee, then he is subject to dismissal.
The decision based on the results of certification is documented and provided to the director of the enterprise within 5 working days after the day of the certification. Based on these results, the manager has the right to make a decision arising from the recommendations of the members of the attestation commission. All decisions are recorded by orders with subsequent familiarization of employees.
Note that the director may ignore the recommendations of the commission, their decision is not binding on the head. It is possible to issue an order to recognize all the recommendations of the certification commission as mandatory for execution, and then production will begin for each employee, that is, the implementation of the recommendations. Moreover, in these actions, the leader is not limited by time, the decision on the results of certification can be made at any time.
But the results of the appraisal are rarely accepted by the director as a list; basically, this happens individually in relation to each employee who has passed the appraisal. In modern companies, certification is becoming a significant event, during which employees are identified who are able to go on promotion, take other positions, including management. The formation of a personnel reserve is a significant advantage of certification. If an employee occupies a certain place in the reserve, then he is necessarily informed and gives his consent to this step.
All certification documents are drawn up in separate folders, the documents of each individual employee are invested in his personal file.
Remember that a well-conducted certification solves many problems of the enterprise, it provides a lot of information for making personnel and strategic decisions. But if you miss even one bureaucratic paper question, then offended employees can take their chance and invalidate the results of the certification through the court.
E.Shchugoreva
