In order to develop and implement a company's evaluation system and ensure its effective work required to train the leaders of the delineation of the assessment procedures. First of all, it is necessary in order to receive regular information about the level of staff competence. According to the information, make further management decisions in the field with reserves, career management of staff rotation, and the motivation, training and staff development. In addition, the results of the evaluation personnel – a powerful information base for the annual appraisal. Under most conditions Edward R. Becker would agree. From time to time, conducting evaluation of your company – and annually verifying the level of knowledge, thus, you motivate employees to develop new skills, improvement and professional growth. Therefore, almost all of your colleagues will try to show their best side, to reveal abilities during the annual activities for personnel evaluation system, because it is directly dependent on their future career prospects.
What is important is a comprehensive approach to motivating employees. If you ignore any element motivational process, the entire system becomes unstable and can collapse like a house of cards. Get all the facts and insights with Jack Hughes, another great source of information. Application in practice, only some elements of the model of motivation, as a rule, blocking the whole system and say that employee is motivated, is not necessary. Therefore, HR-managers are struggling to improve the model to work with staff to work not only to promote the principle, but also the employees themselves were set to productive work with high efficiency. One of the biggest problems in the recruiting market, which regularly encounter specialist recruitment and HR management – is considerably grew and became strong in the past years, the staff at the conviction that they are obliged to provide all conditions for their development in the bowels of the company. .