Evaluation and adaptation of personnel after hiring
Posted: Wed Jan 22, 2025 6:51 am
So, during the interview it became clear that the person is right for you. The next step is to set goals and objectives for him during the probationary period. The SMART criterion applies to setting the former, that is, they must be specific, measurable, realistic, resonate with other settings and have specific time frames. Of course, it will be necessary to evaluate the extent to which they have been achieved.
As for adaptation during the probationary period, it goes in three main directions:
Corporate . This refers to familiarization with the company, its internal principles, and the main documentation.
Social . This is an understanding botim database of one's status in the organization, as well as the department's status in the company's structure. Plus personal adaptation in a new team, getting used to the workplace, behavior style, and communication procedures. All this is necessary so that a person can fully perform the duties assigned to him.
Professional . Obtaining additional specialized knowledge, improving your skills, acquiring and improving the necessary skills.
All of the listed criteria can be assessed using the "360 degrees" method. Its essence consists of filling out at least five questionnaires: by the employee himself, his boss, colleagues, subordinates and mentor. You need to look at the average indicator for the criteria, as well as the difference between the average score and the self-assessment of the new employee.
The employee receives (in writing) a task for the probationary period that corresponds to his job description. The time of completion is clearly defined. And here the person can either demonstrate his professionalism or fail the probationary period. The frequency of evaluation is needed to stimulate the employee to develop.
Try to retain and save good staff, minimize turnover. Take care of the company's good image, monitor reviews. You will easily fill the necessary positions if you offer applicants attractive conditions when hiring personnel. Try to surpass your competitors, then people themselves will want to work for you and offer their contact information, which you will only have t
As for adaptation during the probationary period, it goes in three main directions:
Corporate . This refers to familiarization with the company, its internal principles, and the main documentation.
Social . This is an understanding botim database of one's status in the organization, as well as the department's status in the company's structure. Plus personal adaptation in a new team, getting used to the workplace, behavior style, and communication procedures. All this is necessary so that a person can fully perform the duties assigned to him.
Professional . Obtaining additional specialized knowledge, improving your skills, acquiring and improving the necessary skills.
All of the listed criteria can be assessed using the "360 degrees" method. Its essence consists of filling out at least five questionnaires: by the employee himself, his boss, colleagues, subordinates and mentor. You need to look at the average indicator for the criteria, as well as the difference between the average score and the self-assessment of the new employee.
The employee receives (in writing) a task for the probationary period that corresponds to his job description. The time of completion is clearly defined. And here the person can either demonstrate his professionalism or fail the probationary period. The frequency of evaluation is needed to stimulate the employee to develop.
Try to retain and save good staff, minimize turnover. Take care of the company's good image, monitor reviews. You will easily fill the necessary positions if you offer applicants attractive conditions when hiring personnel. Try to surpass your competitors, then people themselves will want to work for you and offer their contact information, which you will only have t