ASSESSMENT OF STAFF ACTIVITIES AS A DETERMINANT OF THE EFFICIENT FUNCTIONING OF AN ECONOMIC SUBJECT REGION

ilhomjonqodirov02

Authors

 

Bahodurova S.A. – Candidate of Economic Sciences, Associate Professor, Department of Engineering Economics and Management, Polytechnic Institute of the Tajik Technical University, Khujand, Republic of Tajikistan, sulhiya2809@gmail.ru

 

Annotation

 

  At the moment, due to increased migration processes, many enterprises in Tajikistan have increased staff turnover, which has led to a decrease in productivity and labor efficiency in production and the need for effective personnel management. In personnel management, the system for evaluating the performance of personnel is of particular importance, which allows you to increase the effectiveness of motivation, reduce turnover and increase labor productivity. The personnel management system is defined as the process of proper organization, control and management of human capital. In this regard, several methods for assessing the performance of personnel have been studied. As a result of studying the KPI method, the shortcomings of this method were identified. The most important thing is that this method takes into account only quantitative indicators of personnel performance. There was a need to find an assessment method that takes into account the qualitative indicators of personnel performance. As a result of the analysis, the 360-degree method was chosen. The reasons for choosing this method are the assessment of quality indicators with the minimization of subjective elements by evaluating the employee’s activities from all sides: manager, colleagues, subordinate and client. To combine quantitative and qualitative indicators, it was decided to create a generalized model for assessing the performance of personnel, which will include the results of KPI and 360-degree methods. The analysis of personnel and the movement of personnel of the LLC Farovon-1 enterprise showed that the enterprise is trying to develop the company’s potential by hiring young personnel with high potential. But young personnel stay in the company for 1.5-2 years, after which the company re-searches, hires and develops new personnel. The reason for this phenomenon is the above risk of the emergence of elements of subjectivity in the assessment of employees’ activities. Since there is no specific regulation that fixes the process of obtaining any kind of incentives, salary increases and career advancement, young employees have a desire to go to competitors, where they see development prospects. To solve this problem, a generalized model for assessing the performance of employees was developed, which includes qualitative and quantitative indicators and has a clear procedure for calculating the final assessment based on mathematical calculations, which will affect the efficiency of the enterprise. Among these factors, objectivity and a clear evaluation procedure based on mathematical calculations have an important role. This provision contributes to an increase in labor productivity, since the activities of the employee are monitored, in addition to his manager, also by his colleagues. Control from several sides will reduce the risk of employee negligence and increase his responsibility for the work performed. And also the employee will have clear goals that are aimed at improving labor efficiency, to increase their remuneration. Another factor is the clear prospects and ways to move up the career ladder and increase the employee’s salary, which helps to reduce the turnover of young personnel, and, accordingly, reduce the cost of hiring new personnel. All this will have a positive effect on the company’s activities.

 

Keywords

 

 production efficiency, labor productivity, personnel management, personnel performance evaluation system, KPI method, 360 degree method, staff turnover

 

References

 

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Publication date

2023-10-30