| Abstract [eng] |
Summarizing it can be stated that effectiveness of personnel evaluation is primarily shaped by organization’s priorities, which are reflected in implementation of organizational policies. Managers and employees are oriented towards the compatibility of interests; therefore they are both concerned that the personnel policy, including methods that implement evaluation function, would be effective and by being so, would ensure benefits to both sides. Managers need to learn to make a proper decision when choosing method of personnel evaluation taking into consideration specific goals of personnel evaluation’s function. One of the institution’s management area, which is worth to be revised and refreshed is – personnel evaluation. The area does not require much investment, but if properly used it can result direct benefits to enterprise through higher productivity, better performance results as well as through psychological aspects – employee satisfaction with their job, loyalty to organization, optimal organizational work climate. The objective of this work is - methods of personnel evaluation. To reach the goal the following tasks were chosen:  To describe personnel evaluation‘s importance to enterprise management and to overlook conceptions.  To highlight forms and methods of personnel evaluation‘s function through assessment of its advantages and disadvantages.  To determine the most often problems in employee’s evaluation and criteria, that describe effectiveness of personnel evaluation.  To create theoretical model on selection of effective personnel evaluation‘s method.  To determine evaluation methods which are used by retail enterprises and to evaluate their effectiveness. The most effective method of personnel evaluation is considered to be the following method: one, which maximally implements goals of the personnel evaluation’s function. In other words, “To perform evaluation of personnel, methods are used that mostly implement evaluation function’s goals, which are determined based on organizational priorities and basic principles of personnel policy”. According to the studies made, the following methods are used in the Lithuanian retail market (stated by frequency of their use): Evaluation based on results – 42, 31%, „360 degrees of feedback“+ evaluation based on results - 13, 46%; Compulsory grouping - 13, 46%. 11, 54% enterprises under this study do not practice any method at all; Alternative rating - 9, 62%; „360 degrees of feedback“- 5, 77%; Evaluation centers - 3, 85%. The base of the study is described in 70 pages. |
