Improving work efficiency. How to improve efficiency? Improving the efficiency of staff work

The education, qualifications and work experience of an employee are not as important for the head of an organization as a specific result. Therefore, the main criterion for evaluating the effectiveness of work is the effectiveness of the work of personnel. The remaining indicators - personal data, qualifications, experience - are taken into account as an auxiliary, and not a primary criterion.

Performance evaluation: concept and meaning

The personnel manager, immediate supervisor or employer has the right to assess the effectiveness of the performance of duties by the organization's personnel. An analysis of the productivity of the professional activity of an individual employee, an assessment of the fulfillment of his tasks, allows us to note the effectiveness of the functioning of the entire company.

When assessing the effectiveness of the work of personnel, the following are taken into account:

• amount of work performed;
• the complexity of the tasks;
• features of the assigned functional duties;
• labor results.

A person can cope with his duties, but never invest in deadlines, constantly distract colleagues to help with work, while efficiency consists of two indicators:

• The time spent to achieve the result.
• Resources spent.

An experienced HR specialist is well aware that it will be possible to increase the efficiency of personnel activities if three conditions are met. And all three conditions are aimed at the interaction of the leader and the subordinate:

1. The desire to work must be mutual. To get a "return" from an ordinary employee, the boss should talk about "bonuses" in the form of a bonus or career growth. Thus, both parties benefit: the employee improves his financial situation or acquires a new status, and the organization increases profits due to the efficiency of the use of personnel.

2. Exploiting the subordinate's "personal"/"selfish" needs to increase its performance. Everyone has their own interest. If you manage to find out what is important for a person, this can be used as motivation.

3. The interest of management in the team of employees. If subordinates feel their “need”, they understand that the company is interested in each of them, they try not to disappoint the management, and the results of work will serve as a reward for both the subordinate and the manager.

Assessment Goals

How did the idea of ​​performance appraisal come about? Every employer wants to know what they are spending their money on. It is important for him to understand that the benefits of the employee's activities correspond to the funds invested in him. Performance evaluation is carried out to find out:

• the level of work of the management system, as well as the organization of the distribution of functional responsibilities among the staff;
• whether an individual employee copes with the tasks assigned to him, and to what extent;
• "Necessity" of the employee for the company: the ratio of the company's expenses for the maintenance of the employee with his personal contribution to the profit of the enterprise;
• compliance of the amount of work performed with the income received;
• what methods of motivation will be effective for staff;
• how promising the employee is, and whether it is worth investing in his training to increase the efficiency and productivity of his work, based on the interests of the organization.

The introduction of KPI (key performance indicators) assessment of personnel is a popular technique for modern managers.

In practice, it looks like this: the boss sets certain goals and objectives for the staff. Some employees get the job done, others don't. By evaluation and reward: those who completed the plan - a bonus (cash reward), the rest - thanks for the work (or trying to cope with it). The purpose of such assessments is fair wages.

Who needs an assessment?

The employer is primarily interested in evaluating the effectiveness. Based on the performance indicators, he appoints the payment for the staff. For example, a sales manager can be interested in the percentage of deals made. The higher his personal efficiency, the higher the average monthly income. Salaries are important for office workers. And the amount of salary will depend on the assessment of the effectiveness of their work. But with creative staff - designers or programmers - everything is much more complicated. Russian companies are just beginning to use the KPI indicator in assessing the productivity of creative work. The remuneration of employees of companies is based on the subjective assessment of the manager or employer. Only a part of the leaders confess their method of evaluation, while the rest assiduously hide it.

Problems in the implementation of the assessment system

Not all managers manage to successfully implement a performance appraisal system for their subordinates. And the reason lies both in the unsuccessful method and in the lack of efficiency of the leader himself. What are the problems of performance analysis labor activity may occur and why?

The first barrier to the successful implementation of a system for assessing the level of performance of staff performance of their duties is the resistance of the team. Why is this happening? There are a number of reasons:

• concerns about innovation. The staff is afraid of change, believing that the volume of work will increase, and the size of the salary will decrease;
• complex scheme. Layered system evaluating the effectiveness of the use of personnel confuses and demotivates the employee. If an employee cannot understand what he did wrong and why he was paid less, this negatively affects his performance and attitude to work;
• incomprehensible wage system. If the bonus is paid based on the results of work for the past or even the month before last, the employee is disoriented: he worked worse, but earned more;
• the difference in the assessment of the tasks performed and the overall effectiveness of the employee and his manager. And such estimates rarely coincide;
• the achievement of the goal is not always entirely dependent on the activities of the employee. What he considers correct, aesthetic, may not please the customer at all. And the work will have to be redone, making edits again and again. Therefore, evaluating the activities of "creative" workers, the manager should apply a special method or an individual approach;
• the need to spend time on reports. Who will like to write a detailed report after completing the work, indicating the time spent, meeting deadlines and analyzing their own mistakes.

So, the main problem with the introduction of performance and productivity assessments is the subjectivity and opacity of assessment methods.

Features of assessing the quality of labor

The main criteria for assessing the productivity of the performance of staff duties are:

• the total profit of the organization;
• involved personnel.

By itself, the level of profit does not guarantee the same efficiency of each employee. The assessment of the work of the entire team may not correspond to the assessment of an employee who “hides” behind colleagues and only “looks” like an effective employee.

Specially developed assessment methods help to determine the level of personnel work, aimed at determining the amount of effort made by an employee, his potential and external factors affecting his activities.

Assessment Methods

The assessment of the professional level of the staff is based on the analysis of:

• the amount of theoretical knowledge of the employees of the organization;
• the ability of staff to apply knowledge in practice.

Methods for evaluating a particular employee allow the manager to determine the ability of a subordinate to create a "product" needed for the organization, with least cost from the side of the latter.

The most popular methods of personnel assessment are:

1. Certification.
2. Tests.
3. Target management (Management By Objectives).
4. Performance Management (Performance Management.)

Certification

The certification method makes it possible to check the level of professionalism of the company's personnel. Certification is carried out collectively, the assessment of the knowledge of employees is given by a commission, which includes specialists from certain areas. Grades during certification are given for:

• theoretical knowledge of personnel;
• the ability to apply them at work;
• whether the employee is suitable for his position.

Certification is the only method for assessing the professional level of personnel provided for by labor legislation Russian Federation. If an employee received a low or unsatisfactory grade, the employer has the right to terminate the contract with him.

Tests

Test methods for assessing personnel help to form an objective opinion about a candidate for a position when hiring.

The practical application of test assessment methods has earned the trust of HR managers due to the ease of implementation and the reliability of the results.

Biography

A formal way that gives an idea of ​​the employee's subjective assessment of himself. Provides the employer with the opportunity to analyze the qualifications and experience of the job applicant based on the facts and documents provided.

Questionnaire

The survey is divided into two categories. Qualifying- the job applicant is offered to pass specialized tests to assess the level of his knowledge. The most objective analysis of knowledge is carried out with the help of specially designed computer programs. For instance, free program Airen, based on the method of testing knowledge locally or via the Internet. Such tests consist of a set of tasks:

1. with a suggested answer
2. with a detailed answer;
3. the ability to classify concepts;
4. to establish compliance.

Psychological gives an assessment of stress resistance, efficiency, emotionality, moral principles person. Such tests are popular in law enforcement agencies, as well as in companies where personnel are faced with processing on a daily basis. a large number information or customer service. Psychological testing makes it possible to identify such a problem among staff as professional “burnout”, and to weed out candidates “unsuitable” for productive work.

Observation

Installation of special hardware, such as Yaware, TimeTracker or TimeInformer. They provide the employer or manager with the opportunity to observe the staff all day long. This method allows you to track the activities of each employee, evaluate communication skills, the level of professionalism, efficiency, and competence. The main disadvantage of such an assessment is its subjectivity. The observer's opinion does not always reflect reality.

Interview

This technique is used in the recruitment process. During the interview, the manager analyzes the applicant's communication skills, his previous work experience, conflicts, and adaptation in a new team.

Regular interviews with existing employees help identify problems among staff, avoid or resolve conflicts that arise among colleagues during work, and identify potential leaders and outsiders. Of course, the disadvantage of such assessments is their subjectivity. After all, interviews are often conducted by one specialist.

The game

The business game provides the manager with the opportunity to evaluate the staff according to the following criteria:

• activity;
• initiative;
• quick mind;
• creativity;
• forethought.

The analysis of the game allows you to identify the most promising employees, from which a reserve of applicants for career growth is formed.

It will not be possible to objectively assess the activities of personnel on the basis of test methods alone. They serve auxiliary element assessing the performance of individual employees and the entire staff of the company as a whole. Most of the test methods are used for preliminary assessment of a candidate when applying for a job.

Target management (Management by Objectives)

An objective method for evaluating the effectiveness of an employee and his work, as well as the suitability of a person for a position.

How does it work? The manager sets several tasks for the staff and specifies the deadlines for their implementation. It could be a week of intensive work, or it could be several months. A prerequisite setting goals is their clarity, accuracy, feasibility.

The opinion of the staff on the strategic and tactical areas of work is necessarily listened to, the digital indicators of the plan are agreed upon.

One of the areas of assessment for MVO is the formation of a personnel motivation scheme by creating a remuneration system based on performance indicators. The ratio of performance and salary is set by the manager.

Assessment according to the MVO methodology is carried out according to two schemes:

1. Payment is made for each performance indicator achieved. Overfulfillment of standards by personnel in such a scheme does not matter. But the underperformance of the plan entails a decrease in wages. There are acceptable performance indicators at the level of 80-85%.
2. In order for the staff to understand the tasks assigned to them and organize their activities in accordance with them, as well as to simplify the analysis of the performance indicators of individual employees, an MBO matrix is ​​being developed. It contains information about tasks and their numerical coefficients.

Performance Management

Another objective method for evaluating the work of company employees, which involves setting goals and monitoring their effective execution by company personnel. Performance management is an improved MVO methodology that allows assessing the professionalism and competence of personnel. In turn, the employee is interested in the rapid achievement of goals.

The advantages of the methodology in the possibility of evaluating the work of employees:

• Encouraging staff to improve their professional level.
• Increasing labor productivity.
• An objective assessment of the suitability of a person for the position held.

Stages of RM:

1. Preparation of labor productivity indicators (KRI).
2. Setting tasks for personnel based on KPI indicators.
3. Evaluation of the work of employees based on the results of the implementation of KPI.
4. Modeling of personnel competencies based on assessment results.

Criteria and results

There is no single mechanism capable of objectively evaluating the work of an individual employee or the entire staff of the company. This is due to the variety of methods for calculating performance, the specifics of the functioning of individual enterprises, the features of the distribution of professional duties assigned to staff, as well as the “portraits” of an ideal employee in a particular organization.

The use of the above grading systems makes it possible to calculate the level of productivity of an individual employee by adding the marks given for various parameters, based on the tasks set.

A little madness, or the main thing is not to overdo it

The head of a small but stable working studio "Siberiks" in Moscow, studied a mountain of methods for evaluating the productivity of employees and decided to implement fair wages in his business. By the way, it was decided to introduce such “justice” to employees involved in the development of sites, creative ideas and other areas of IT - technologies. For this, a detailed plan was developed. Employee performance was assessed in terms of:

• Correspondence of the production hours of working time to the planned one.
• Monthly standards for the "sale" of services.
• Number of subordinates and their salary.
• Number of thanks from customers.
• The number of repeat orders from "regular" customers.
• Awards for participation in specialized competitions.
• The number of negative customer reviews.
• Amount of accounts receivable.
• The number of books read and so on.

It's a very detailed list. Thus, a unified evaluation scheme was created. And in order to work it out in practice, it was decided to train not with real money, but with virtual “forfeits”. The office has a large board with a picture of all the employees. On it, with the help of badges - "forfeits" - the successes and failures of each employee were noted, which were taken into account when calculating salaries. Striking changes in the team occurred within the first hour after the launch of the "project". Faces became gloomy. After a couple of days of “work in a new way”, a fierce struggle for “forfeits” began. The friendly atmosphere in the team was replaced by a wary one. After seven days, project evaluation was taking five times as long as before. And between the developers and the project manager, whole battles flared up. A month passed, and there was no question of helping a colleague. Everyone had their own job. Endless conflicts began. Fanta has become the subjective opinion of the management. Everyone refused to work without a fanta. The tension in the team grew, but the efficiency of work, on the contrary, fell. In the third month of testing, the "fair pay project" was quietly wound down. And after a month and a half, anxiety disappeared. Everyone became friends again, stopped competing. The number of satisfied clients and completed projects has increased.

Summing up

There are many assessment methods. And each has its pros and cons. To what extent, which method and how to apply - the head decides. The main thing is not to transfer theoretical knowledge directly to your subordinates. It is necessary to take into account the specifics of the work, and the peculiarity of the personnel, and the relations that have developed in the team.

And one more thing: the employee treats his duties as the management treats him. If an employee is sure that he is valued, his work is respected, he is valued, he strives not only not to let down the team and the company as a whole, but also to bring as much benefit as possible. He knows that his efforts will be noticed, appreciated and fairly rewarded.

Any organization sooner or later faces the problem of increasing production efficiency. And it is not always about the economic component.

What methods to prefer when organizing such work is decided by the management of the enterprise. Based on the knowledge of the internal and external environment, the features of production processes, it is possible to develop a plan that will lead to the achievement of the intended goal.

What is meant by performance efficiency?

Enterprise efficiency is an economic category. This concept means the performance of the company, which can be expressed in:

• growth in production rates;
• reducing costs, tax burden;
• reducing the amount of emissions in environment;
• labor, etc.

There are also scientific work, defining the effectiveness of the organization as the effectiveness of an operation or project, in which the resulting product or new action brings more money than was spent. Or these manipulations save a certain amount of resources, which also exceeds the costs of the work associated with their implementation.

Efficiency Conditions

In most cases, in an effort to improve the efficiency of the organization, management expects to get a certain financial result. But this does not always reflect the strategic future of production. Therefore, it is believed that it is more correct to achieve growth rates. We can say that it was possible to achieve economic efficiency of production if:

• the resulting financial result is higher than that of competitors;
• the organization allocates sufficient resources to carry out production or management changes;
• growth rates of financial indicators will be higher in the short term than those of competitors.

This approach constantly motivates the search for solutions that increase the competitiveness of production. This is important in order to carry out work aimed at strategic development.

It is also important that each structural subdivision of the organization be concerned about finding ways to increase its economic efficiency. After all, if one of them does not work well, the organization will not be able to improve its performance as a whole.

Tools for increasing efficiency

Ways to improve the efficiency of the enterprise are very diverse. The main ways to increase the profit of the organization are as follows:

• cost reduction, which can be achieved by reducing the price conditions for purchases, optimizing production, reducing staff or wage levels;
• modernization of processes or the entire production, which allows to achieve an increase in labor productivity, a decrease in the volume of processed raw materials, waste, automation of most operations;
• changes in the organizational system that can affect the management structure, principles of customer service, communication, etc.;
• strengthening marketing communications, when the task is to maximize the growth of sales of goods, changing attitudes towards the organization, finding new opportunities for production.

Each of these areas can be detailed and has its own methods of work. The entire management system in the company must be set up so that at any level, employees take the initiative, leading to an increase in economic efficiency.

Often, a set of measures that should increase the efficiency of work affects all blocks of activity at once. Such systems approach allows for a synergistic effect.

Factors Affecting Efficiency

If the management of the enterprise is interested in achieving improved results, it must analyze information about the state of the external and internal environment. Then it will be clear which of the existing factors need to be used for the benefit of the future strategic development. These include:

• Minimum resource usage. The less technologies, equipment, personnel are used while maintaining the volume of output, the more effective the organization.
• Increasing the efficiency of personnel by optimizing the structure, improving qualifications and training, searching for more competent personnel, changing the motivation system.
• Increasing the efficiency of personnel by improving their health and improving working conditions. Measures aimed at solving these problems lead to a reduction in the number of sick days (savings in the employer's funds), increased productivity and employee loyalty.
• Strengthening socio-psychological factors. The use of decentralization tools in management can be a good impetus for development.
• Application of the results of scientific and technological progress. Ignoring modern technologies or excuses from their implementation due to the need for investment lead to a decrease in competitiveness and possible liquidation later. Fearing an unfavorable economic situation in the current period, companies often block their way to development in the future.
• The use of diversification, cooperation and other strategies that allow the use of existing resources in different projects.
• Attraction of investment capital and other mechanisms of third-party financing. Even privatization can open up ways to improve the efficiency of an enterprise.

All these factors lead not only to the growth of economic, but also managerial efficiency. In order to track the effectiveness of the work being done, it is necessary to outline the timing of the control and the indicators that will be checked.

Separately, we will dwell on the factor of improving the health of employees - for the reason that few employers have so far paid due attention to this. Meanwhile, taking care of the team directly affects the company's profits. For example, according to a study conducted as part of the HR Lab. – Laboratory of HR Innovations”, a smoking employee spends 330 working (!) hours per year on smoke breaks. If his salary is 50,000 rubles a month, then it turns out that in a year the company loses up to 100,000 rubles in wages, plus about 40,000 rubles in taxes and social contributions; plus the cost of sick leave, which smokers, according to statistics, take more often. And if the employee's salary is higher, then the costs are even higher. And if there are dozens, hundreds of such employees in the company?

In order to eliminate this extra cost item and increase the efficiency of smoking workers, companies can be advised. (At the link you will find a calculator with which you can calculate how much your company will save if employees stop smoking.)

Where to start?

To understand what work needs to be done to improve production efficiency, a thorough analysis should be carried out. The head of the company must have a rationale for future management decisions, therefore, it is required:

• collect statistics for previous years on product output, its sales, the number of employees in the state, wage fund, profitability, etc.;
• find out industry averages or competitors' performance;
• to compare the economic performance of the enterprise and other market participants;
• depending on which indicator is more behind, analyze the factors that led to such a result;
• define responsible persons for the development of measures that should change the situation, and the time frame for achieving new indicators.

It is possible that management will have to make many decisions about itself. For example, to transform the functions and, the distribution of responsibilities, the scope of delegated powers, the methods of working with personnel and the transfer of information within the company.

What can hinder efficiency gains?

Even if the management sees the point in the changes that should lead to an increase in the efficiency of the company, the results may not be. Oddly enough, the problems are psychological perception management changes, as well as their legal support.

For example, the introduction of new technologies and the installation of equipment almost always results in a reduction in staff. Naturally, the employees of the enterprise do not want to be left without work. Their task is to delay such changes as much as possible. They can also resort to economic arguments, saying that the reinstallation of equipment for some time will require the cessation of work.

From the point of view of legislation, the process of dismissal of employees is strictly regulated. If procedures are violated, the enterprise is doomed to incur additional costs, which reduces economic performance.

In order to overcome all these resistances, you need to think through a system for notifying employees about changes, demonstrating positive sides from implementing changes.

Additional difficulties may be related to:

• with a lack of funding or the inability to access investment sources;
• with the lack of competencies among the employees of the enterprise, which does not allow the implementation of the plans;
• with the lack of a strategic planning system in the organization and analytics for previous years of work.

To achieve economic efficiency, systematic and large-scale work will be required. We cannot exclude the need to involve third-party specialists who can save time on implementing changes.

In general, with a competent approach and the use of reasonable measures, it is possible to increase the efficiency of each enterprise, regardless of the situation and at what stage of its development it is.

No matter what product a company creates, increasing labor efficiency can improve its bottom line. Doing more with less is the reality of today's competitive business environment, and that dynamic is unlikely to change any time soon.

Anton Solovey, head of the Falcongaze expert direction, talks about methods to increase labor efficiency in the company and gives advice on how to organize the workflow in such a way as to get maximum productivity.

It would seem irrelevant in 2018 to remind you that computer technology is a great way to increase company productivity and help every employee get more done in less time. However, this is such a dynamically developing area that requires separate control over emerging innovations that change the idea of ​​​​the workflow.

When evaluating the state of the company and the need for computer technology, it is necessary to examine the manual processes that are used in the firm and decide how they can be with the right technology.

There are also tasks of Internet filtering (how to prevent the time saved in this way from being wasted) and the organization of convenient tools for communication within the team: email and bulletin boards, instant messengers, and so on.

For example, on Rusbase there was a story about the optimization of management in the Nimax studio, where there was advice on choosing new system project management and sales, as well as a new messenger. It is not so important which particular tool will be used - it is much more important that it be the same for the entire team and its use be uniform. And also safe.

Control and setting deadlines

It is necessary to track and limit how much time an employee spends on tasks. To do this, you can use one of the activity-tracking applications and thus determine which tasks are carried out in general during the day. This will help to abandon the superfluous and install optimal time to solve the problem. This is the so-called managed stress. When an employee looks at his watch, he becomes focused and productive.

An important point is that the optimization process should not be chaotic, but controlled.

Despite the fact that our development - the SecureTower DLP system - is primarily intended for information security, many clients also use it to work with business processes. For example, after implementation, it is possible to analyze the state of information flows, how departments interact with each other, where and what information is stored, how efficiently the management system works, whether there are obviously disloyal employees and into which groups to divide according to the degree of attention "security" to them. One of the first things that our client companies usually discover is employees surfing the Internet and playing games during the day.

According to a survey conducted over the past year by our managers between companies using our development, 80% of those surveyed reported that leaks of information of commercial value were prevented in their companies, and 11% indicated that attempts to extract such data were made more than 10 times.

And what else?

Another important condition is to control not only employees, but also line managers. In one of the companies, in the information environment of which a DLP solution was implemented long ago, a specialist working with the program triggered security rules that reported that in the accounting department for the previous month one of the computers often remained turned on after the end of working hours, and accounting programs were active in it.

After an additional investigation, it turned out that the head of the department had changed, who arranged the work in such a way that one of the accountants was forced to constantly stay late. He simply dumped some of his tasks on a subordinate.

How to protect your business from disloyal employees

When building modern system relations in the organization can not do without strong protection. On the one hand, the DLP system will psychologically stimulate the employee to responsibly adhere to work duties and improve the social climate in the organization. And on the other hand, to protect the business from disloyal employees and insiders whose goal is to harm the company, take advantage of its resources, and steal confidential information.

For example, in a building design company, an employee was discovered who leaked information to competitors. Tracking his activities was not easy, since he did not send the drawings directly via mail or instant messengers, but copied them to his PC and took pictures.

With the help of the file system monitoring module, the information security service created a data bank with particularly important documentation. The system scanned all the workstations on the network and revealed that this documentation is stored by a user who was not even involved in this project.

The above methods of increasing labor efficiency require greater independence from the employee, and this, in turn, enhances the importance of monitoring his activities. Properly building relationships between an employer and an employee can help bring the company to a new level and increase profits.