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Non-standard methods for the personnel rating performance

HRD-Ukraine, № 11 (242), 2013
Article written by Yevgeniya Khvostova,
Senior Consultant of NRG Company

Article written by Tatiana Romantsova,
Senior Consultant of NRG Company

Фото Хвостова Евгения

Yevgeniya Khvostova,
Senior Consultant of NRG 

The question of rating the personnel has been more current lately. However, it has not been easy to convince all the managers in the need of this activity since some of the top managers associate the rating of personnel with the certification processes that were conducted in the 70s and 80s of the 20th century. The goal of HR is to inform the managers about the essence of rating the personnel and to convince them that it will give them information helpful for making decisions about the advancement and increase of salaries for the personnel, analyze the behavior of the subordinates, and revise the career advancement of each employee depending on their revealed strengths and weaknesses. The result may be the increase in the productivity of labor, general development and an improvement of the emotional state. There are numerous ways of finding the right employee. Lately, HR managers began to apply the non-standard methods of rating the performance of their personnel.

A striking example in our practice was the case when a company decided to use the following methods of candidate rating during the interview, such as physiognomy – the ability to determine the psycho emotional condition and character by looking at his face, gestures and behavior as a whole. The company uses this type of rating as obligatory while interviewing the candidates who are applying for top level positions.

Фото Романцова

Tatiana Romantsova,
Senior Consultant of NRG 

According to the company, the given methodology is the most effective available ways of rating the personnel’s qualities. The HR managers are convinced that the use of the following method: the observation of the way one walks, gestures, manners, the correlation between the verbal and non verbal signs will give more information than any psychological tests. The HR managers who want to be proficient in this area must pay attention not only to face features of the candidate, but also to the wrinkles which can tell one more about the person than any words.

For the specialists who do not have sufficient experience in assessment of personnel through the use of physiognomy , it is better to use this method as auxiliary in combination with the traditional methods of selection.

Another unscientific method of personnel rating is the graphology. This is a method of assessing personality traits based on handwriting. This method is best used during the initial stages of selecting a candidate. The analysis of the handwriting and the manner of writing allows the determination of an individual’s level of intelligence, sociability and will power.

For example, one can determine that the leader is a male by saying that the handwriting is angular with inconsistent sizes of the gaps, forms and clone. This type of person likes to be dominating and feel like a winner.

The use of this method allows the chance to narrow down the number of potential candidates, initially having the opportunity to estimate one or two of the key competences. A skilled graphologist will be able to reveal the specific characteristics of the candidate and his professional activity in the company without any effort.

The non standard methods of rating (magic, astrology) are sometimes used by companies; however, they are rarely beneficial. They are considered exotic and the decisions about applying this kind of methods can only be initiated by owners.

In our opinion, the best assistant and guarantee of rating of personnel well based on behavior, appearance, mimic, gestures, and face features is the individual’s experience. However, if one is interested in the above mentioned methods than one should not avoid the use of the modern methods of assessing the personnel’s performance.



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