Certification of personnel in the organization: definition, features, goals and objectives, methods of implementation

Each company employee must possess the necessary skills, knowledge and experience, which is certainly confirmed by the certification of personnel in the organization. This procedure is mandatory for some employees of various enterprises. It consists in testing the skills of hired specialists. At the end of the check, you can verify whether a particular employee corresponds to his position. Certification often leads to personnel changes in the company.

Process concept

Assessment and certification of personnel in the organization is a special check that allows to identify the qualifications of each employee. Many companies use such checks to achieve various goals.

The initiator is the head of the company, but some employees must be evaluated taking into account the requirements of the law.

Rules for

The main rules for certification include:

• with the help of such an assessment it is possible to determine whether the qualifications of an employee correspond to their position;
• to conduct an audit requires the creation of a special commission;
• employees can challenge the decision of the commission, for which they initially appeal to the employer, and if they receive a negative decision, they can go to court;
• The commission must include a representative of a trade union organization working in the company.

During the certification, firms can focus not only on different legislative acts, but also on local ones, fixed in the charter documentation.

Purpose of the procedure

The organization of a personnel certification system is necessary to achieve several goals at once. The procedure is represented by regular inspection of various employees of the company. Using this check, you can establish the professional level of any employee. The main objectives of certification include:

• employee qualifications are checked;
• it will be determined whether the education, knowledge and experience of the citizen corresponds to the position;
• it is revealed whether the citizen has certain qualities and skills in order to cope with the main job responsibilities listed in the contract and job description;
• evaluates the results that are achieved by employees in the process of work in the company;
• Based on the information received, recommendations and development plans are compiled for all hired specialists, which allows to improve their performance indicators;
• It checks whether employees comply with the corporate culture used in the company;
• it determines what place a particular citizen occupies in the team;
• it is established what is the level of motivation of the employee, whether he is ready to increase, and what actions he takes to improve the results of his activities;
• reveals in which direction the whole organization is developing.

With the help of regular inspections, it is even possible to increase the responsibility of all hired specialists.

Validation Functions

Certification of personnel in the organization allows you to achieve several goals at once. At the same time, the procedure has some functions:

• diagnostic, consisting in checking the personal and professional characteristics of employees;
• forecasting allows you to determine what personnel changes are required in the company;
• corrective - consists in the fact that the approach of all employees to their activities in the company is changing;
• motivational - allows all hired specialists to develop, and also through regular inspections, healthy competition in the company is ensured.

Due to such functions, the productive work of the entire enterprise is guaranteed. At the same time, an atmosphere is established in the team in which all citizens help each other, but at the same time try to achieve higher results for promotion on the career ladder.

Varieties of certification

Different technologies of certification of personnel of the organization can be used. The main types of such checks include:

1. The next certification. It is submitted by a mandatory audit, which is carried out annually for employees in senior positions. For ordinary employees, certification is carried out every two or three years.
2. Before the promotion. If the head of the company is planning an increase for any employee, then you should first make sure that this specialist has the necessary skills. Therefore, an extraordinary check is carried out for him, which allows him to verify the necessary level of training.
3. Mandatory. It is required for workers in certain areas. For example, certification of personnel of an educational organization is mandatory once a year. This allows you to make sure that all specialists really have the necessary skills and knowledge to educate schoolchildren or students.
4. After the trial period. Certification allows you to make sure that the new employee of the company was able to understand the features of the functioning of the organization. If a citizen cannot pass such a check, then he is not credited to the staff of the company.
5. When transferring to another department or branch. Such verification is required only if, after the transfer, the employee will perform other duties.

For each species, different assessment methods may be used. At the same time, the employer cannot in any way violate the rights or interests of the employee.

Verification Methods

Methods of certification of personnel in the organization may be different. The director of the enterprise can use common and universal methods, as well as develop his own methods. The most common methods include:

1. The assessment is solely by the head of the company on the basis of established indicators, and the results of such verification are mainly subjective, and is also used by the director for informational and personal purposes.
2. The “360 degrees” method involves the creation of a special commission, which includes the director, department heads or other employees of the enterprise, evaluating the subject’s work and skills.
3. Ranking is a comparison of the activities of workers holding the same positions, but working in different departments of the company.
4. Using the grading scale involves determining the skills of an employee based on various factors on a special scale.
5. Open certification involves evaluating the performance of duties by an employee of an enterprise.

The most relevant is considered a technique that allows you to combine several methods at once. Proper development of the certification system of the organization’s personnel allows us to achieve really high results, identify professionals and remove citizens who are not versed in the nuances of the functioning of the company.

Who passes without fail?

Organization of certification of personnel is a mandatory process in some companies. There are some employees for whom such verification is carried out regularly on the basis of legal requirements. These include the following employees:

• citizens working in the aviation sector;
• directors of unitary enterprises;
• library or rescue workers;
• prosecutors
• hazardous workers;
• educational workers.

The procedure should be carried out for those citizens whose work is somehow related to ensuring the safety of people. If any employee does not pass certification, then he may be fired. But even under such conditions, it is impossible to dismiss a pregnant woman, a single parent or parents of children under three years of age.

Verification Steps

The organization of the certification process is carried out by the management of each company. For this, the main stages of the procedure are developed, which include:

1. Training carried out by employees of the personnel service and consisting in determining the indicators by which the employees of the enterprise will be evaluated.
2. Different forms and instructions are drawn up which will be used by the members of the commission.
3. A commission is being formed.
4. All members of the commission get acquainted with various regulatory documents and other papers, which indicate the goals and objectives of certification.
5. Direct verification is carried out by the selected method, for which all the skills and knowledge available to employees of the organization are evaluated.
6. Based on the results of the audit, a lot of documents are compiled, which are evaluated and studied by members of the commission.
7. A decision is made regarding each employee.
8. For any employee, a plan is developed for development, advanced training and retraining.
9. If necessary, decisions are made on the basis of which the dismissal of hired specialists, a reduction in their salaries, or transfer to another position takes place.

The commission must include the director general of the enterprise.

Basic forms of verification

Certification of personnel in the organization can be carried out in various forms. There are no exact requirements for this process, so company leaders make their own decisions. The most commonly used forms are:

• written testing;
• an interview in which only the head or immediate boss of the employee is present;
• interview in the presence of the commission;
• a combination of several ways.

Most often, different companies use a collective interview. It has many undeniable advantages, since due to the participation of several evaluators it is possible to make an objective and optimal decision on the further work of a particular employee. Each company leader is interested in improving the certification system of the organization’s personnel, therefore, new methods of verification should be introduced regularly.

What documents are made up?

In the process of certification of personnel in the organization, accompanying documents are drawn up by members of the commission or the secretary. These include the following papers:

• an order issued by the head of the company, which indicates the need for verification;
• position on the basis of which certification is carried out;
• a schedule by which it is determined exactly when the assessment should be carried out;
• attestation sheets intended for entering the results of the audit;
• special forms for testing;
• feedback on the work of various specialists, compiled by direct bosses or colleagues;
• protocol formed by the evaluation committee.

All the above documents must be stored in the company for at least five years. A separate case is being created for them, access to which is limited. If necessary, the head of the company can study this documentation. Often documents are kept in electronic form.

How are the results analyzed?

The main purpose of the audit is the study of the abilities and knowledge of the employee. Therefore, at the end of this procedure, the results are analyzed. All employees of the enterprise are divided into three groups:

• inconsistent with the positions and standards established in the company;
• suitable for enterprise standards;
• exceeding standards.

The director of the company independently determines what actions will be performed in relation to certain employees.

What decisions are made by the leader?

If the specialist does not correspond to the position, then he is dismissed or demoted, and his salary may also be reduced. The working conditions of citizens corresponding to different standards do not change. If the results of the assessment show that any employee is exceeding the established standards, then he will be promoted and may also receive a bonus or other benefits from the employer. Therefore, every employee of the enterprise is interested in ideal verification results.

Certification management of the organization’s personnel is carried out by the direct head of the company. It is he who is interested in having only highly qualified and experienced specialists work in his company.

Conclusion

Certification of employees is represented by a specialized audit, the main purpose of which is to determine all the abilities and skills of hired specialists. The procedure is carried out with a certain periodicity, for which a special schedule is formed in the organization. Based on the results of such an assessment, various changes to the staffing table may be made, as some employees are fired, while others are promoted.

It is the employer who must monitor the regularity and accuracy of certification. It is necessarily included in the certification committee, and may also require the development of new certification methods.