|Personální hodnocení jako controllingový nástroj řízení pracovního výkonu
|Personnel evaluation as a controlling tool of management of the work efficiency
|E+M. Ekonomie a Management = Economics and Management. 2010, č. 1, s. 91-102.
|Technická univerzita v Liberci
|osobní ohodnocení;efektivita práce;osobní controlling;zrcadlová ustanovení;flexibilní matrix
|Keywords in different language:
|personnel evaluation;work efficiency;personnel controlling;mirror of agreement;flexibility matrix
|Abstract in different language:
|In an attempt to achieve the most effective human resources management, but also in relation to saving money, the requirements for the measurement of the effectiveness of the financial means spent on the individual personnel processes are increasing in the firm practice. One of the ways leading to this ‘measurement’ is personnel controlling. In our contribution, we put forward a pro- posal of a concrete methodology, for implementing personnel controlling. Firstly, it is necessary to carefully consider the way of transforming so called ‘soft data’, which are difficult to quantify, into measurable indices. Further, it is necessary to start from the theoretical knowledge available in the field of human resources management. In the case of personnel evaluation, it is necessary to conduct an analysis of all known and used methods. New techniques: The Mirror of Agreement and The Flexibility Matrix – are built upon the basis of such analysis. The submitted methodology was implemented in a concrete company and within three years the individual tools and procedu- res were completed. The implementation of personnel controlling in the firm practice is a process that involves long-term, systematic and intensive teamwork and also strong support from the top management. Personnel controlling can, in this case, become a fully functional management tool within two or three years after its implementation. After that, it becomes a very effective and reliable tool both for the evaluation of the effectiveness of financial means spent and for the consequent management of the work performance and employees’ development. By means of the Flexibility Matrix it is also possible to manage career advances, identify the needs of training and develop- ment, but also, if urgently needed, to suggest possible staff rotation. The Flexibility Matrix can be also used as a significant diagnostic tool in the field of interpersonal relations.
|© Technická univerzita v Liberci
CC BY-NC 4.0
|Appears in Collections:
|Číslo 1 (2010)
Číslo 1 (2010)
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