In the practice of personnel management, a whole set of practical criteria for measuring the performance indicators of company employees has developed. In many modern professions, certain quality standards have been adopted, but their quantitative content varies from company to company.
Competencies
This includes all hard skills — knowledge in the professional field, practical skills and abilities, the ability to work productively every day, performing routine operations. The criteria for assessing a different number of indicators here are the simplest and most obvious: the employee's results are measured, then compared with standard indicators (qualitatively and quantitatively). Exams, tests, questions, expert assessments and industry standards are used to collect data.
Communication skills, personality oman email list traits of the employee
This group of different numbers of competencies is called soft skills: focus on results or process, conflict or compliance, sociability or isolation, leadership qualities, communication skills, ability to achieve goals, readiness to obey and accurately follow orders from superiors. This number of parameters is difficult to measure, but they largely determine whether an employee is suitable for his position in the company and what his career potential is.
Employee loyalty
Thus, it is undesirable to put a clear leader in the position of a line employee: he will soon burn out, unable to withstand the routine and boredom of work tasks. An introvert will not be able to be a good consultant in the sales area. Strong features and minuses, habits and inclinations - all this can be determined only during an in-depth interview.