| Abstract [eng] |
This work examines the influence of the staff evaluation of human resources management of the telecommunications sector. Assessment of staff competence is closely related to human resources management of the telecommunications companies. The staff opinion survey is useful for both the organization and its employees. Often, the results of the assessment helps diagnose the organization taking place in the positive and negative effects of the personnel management processes affecting organizations' performance, identify problems and provide solutions. Properly trained staff performance assessment system allows for expansion of specialist expertise, which is essential to certain, specific, goals – and all the organizations and their employees. Helps develop the professional skills and regular conversations, during which the work results. The introduction of staff performance assessment system, the company executives on hand to keep the specific information necessary for decisions relating to staff salaries and promotions. In addition, the system encourages people to work better and helps to identify their training needs. It is very important that all employees are treated equally and objectively. It should be stressed that the staff activity – it is only the total performance of the business management system. In work analyzing the strategic human resource management and the differences between traditional personnel management, identified the elements that determine the strategy of personnel transformation of human resources management strategy, a description of the staff evaluation system, the objectives, tasks, methods. Describes the telecommunications group of companies used in the assessment system, what it consists, as the theme. A comparison with the literature described in the assessment systems. The paper summarizes a study of assessment of companies' activities, what its objectives and methodology, the proposal, as used by enterprises to improve the performance assessment system, test results, conclusions, and recommendations. |
