Methodological approaches to personnel evaluation in industry

The article considers the problems of search for effective ways to manage a working activity that would ensure an activation of a human factor. The practical, predictive and simulation methods of personnel assessment are briefly presented. The typical reasons for frustration of professionals in their activities and the ways to preserve their interest in work are given. The two main styles of management and motivation of a staff established by an international practice, expressed in the principles of American and Japanese management, are briefly considered. A generalized model of the motivational characteristics of a work is presented. In addition, the article substantiates the conclusion, that a widespread tendency to overestimate the significance of the financial and disciplinary factors and to underestimate the importance of the human factor in motivation, which can lead to higher staff expenses, have places among the local employers. The other conclusion is that to manage a motivation of employees is necessary according to the given structure of an organization, the type of business (without «blind» copying of the best international practices) and the peculiarities of mentality of our Russian workers, who are more sensitive to the intangible forms of motivation, have less stable self-esteem, more initiative and enthusiasm at an extension of the scopes of responsibility and at giving the possibilities of participation in new projects. The article examines also the reasons for leaving of qualified personnel. Basing the results of research of effective personnel management (with the use of socio-psychological survey of employees) through understanding and appreciating motivation methods used in manufacturing plants, it proposes the effective principles of personnel motivation.

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