it is necessary to write Tools for evaluating the effectiveness of personal development management according to the article

MODERN PERFORMANCE EVALUATION TOOL HR MANAGEMENT ORGANIZATION Luzina Anastasia Vladimirovna, bachelor gr. UP 1-11-2 Danilova Albina Sergeevna, Candidate of Economics, Associate Professor of the Department of Personnel Management, Krasnoyarsk Institute of Railway Transport This article discusses a modern tool for assessing the effectiveness of personnel management - KPI (system of key indicators), the features of its impact on the organization; examples of key indicators and stages of implementation of this method are given. Key words: KPI system, efficiency, performance, human potential, staff motivation, innovations in management, strategic goals, key indicators, priorities. To date, the system of key performance indicators is the most important tool for personnel management, it is being actively implemented abroad. The Russian activities of personnel management are far from the high efficiency of the organization. Successful implementation of INNOVATIVE ECONOMY: PROSPECTS FOR DEVELOPMENT AND IMPROVEMENT, No. 1(6),2015117 any enterprise is hardly possible without improving the efficiency of management and, of course, the work of employees. Due to this, the most important task is to create a system of end-to-end balanced scorecards (BSC) of the performance of employees (personal success criteria), which should be consolidated into the development strategy of the enterprise as a whole. KPI is a system of indicators, thanks to which the employer can evaluate the employees of his organization, as well as their development potential [2]. This system has much in common with the usual planned approach. But there is a difference - the performance of each individual employee is tied to the overall KPI of the entire company (such as efficiency, profit or capitalization). The founder of this system can be considered Peter Drucker, who is the founder of the "management by objectives" system and is currently called KPI. The purpose of the system is to make sure that the activities of employees from different services are not dual and do not slow down the work of specialists from other departments. Everyone contributes to the common cause, works to achieve the goals set before him and, as a result, receives a reward for their implementation. KPI work allows organizations to better understand what they need to do in order to be effective. "Efficiency" refers not only to the amount of work done per unit of time, but also to the benefit received by the company from the employee's activities. In large foreign companies, where everything is specified to the maximum, work on the system of key indicators is a win-win option for employees. Each employee knows when and for what he will receive in excess of the rate, as well as what is included in his rate. The employer sets clear goals and objectives for the employee. Simplifies the work that the employee always understands what is required of him. Absolutely every employee has personal tasks and time limits. The employer, by means of evaluation, controls the process of performance of the employee's work. The relevance of the KPI system lies in the focus on the key value of the enterprise - its human potential, as well as when it is necessary to increase the motivation of personnel and increase the competitiveness of the company, when it is necessary to direct work towards achieving strategic goals, it is necessary to resort to a certain innovation in management, such as development and implementation of KPl. The financial crisis of 2008 clearly demonstrated that doing business intuitively is not a good option. Significant changes were necessary for successful development. Larger companies began to be interested in this issue and look for ways to solve it. The need for strategic planning was accepted, recommending 118 INNOVATIVE ECONOMY: PROSPECTS FOR DEVELOPMENT AND IMPROVEMENT,Nn1 (6),2015 self-sufficiently on the good side of its effectiveness. Today, a system of strategic planning is also being developed by small companies striving for effective management and development. Mastering strategic planning in the current economic situation has made it possible to make a significant leap in development. A new approach to enterprise management sets completely new goals and objectives for the company and the ability to solve them. There are many methods and technologies for managing an organization, and the system of key indicators (KPI) has become widespread [3,4,5]. This method is based directly on the company's strategy, the definition of the company's strategic goals, their clear designation and the development of ways to achieve these goals using key performance indicators. It is strategic management that prepares a company for prosperity, sets a long-term course for the company's development. The KPI system is a standardized model of personnel management. KPI gives the manager the means to achieve the goal, increasing the productivity of the organization's labor potential. The main goal of a company working on the KPI system is to define the responsibilities of employees so that they do not contradict each other. Each person working in a company or organization contributes to the development of a common cause. An employee performs the tasks assigned to him on a daily basis to achieve the strategic goals of the company. As a result, for the fulfillment of goals, the work is rewarded in the form of bonuses, while the employee's income grows. KPI indicators are indicators of the achievement of goals, with the help of which it becomes possible to manage by goals. Evaluation of the work of each employee is presented INNOVATIVE ECONOMY: PROSPECTS FOR DEVELOPUENT AND IMPROVEMENT, NO. 1 (6), 2015 119 as in the palm of your hand, therefore, it does not cause any doubts, distrust or negative emotions. The KPI system is designed to solve problems aimed at setting goals, determining incentives and evaluating employees (Fig. 1) The development of KPI - indicators of the company is carried out by the authorities or specialists in the industry. Table 1 - The main stages of the implementation of the KPI system in the enterprise The implementation of a KPI system in an enterprise goes through several stages. The order of the stages is decisive, and its change negatively affects the performance of the system (Table 1). It is very important that performance indicators for employees are presented in an understandable way and are easy to measure. The key to success lies in simplicity and clarity. The performance of all employees depends on these two factors. Employees should also understand well why exactly these indicators are being implemented, what tools they can influence them, observe and take into account them in the time period. 120 INNOVATIVE ECONOMY: PROSPECTS FOR DEVELOPMENT AND IMPROVEMENT,NE1 (6), 2015 If, when developing key indicators, it seems that nothing can be missed, then priorities should be set (table 2). In conclusion, I would like to note that intuition is not enough for successful business. Today, entrepreneurs understand that strategic planning and the development of tactical methods to achieve the goal is the basis for both specific commercial projects and organizations themselves [1]. Strategic planning allows you to understand the purpose of the project, predict the development of events, prepare for solving problems, and analyze in detail the economic and organizational issues. The KPI system is one of the ways to build a personnel management and strategic management system for a company. The system is also good because employees can benefit a lot for themselves. The KPI system allows an employee not only to know by what criteria he is evaluated, what he is paid for, but also can plan his income. MODERN PERFORMANCE EVALUATION TOOL HR MANAGEMENT ORGANIZATION Luzina Anastasia Vladimirovna, bachelor gr. UP 1-11-2 Danilova Albina Sergeevna, Candidate of Economics, Associate Professor of the Department of Personnel Management, Krasnoyarsk Institute of Railway Transport This article discusses a modern tool for assessing the effectiveness of personnel management - KPI (system of key indicators), the features of its impact on the organization; examples of key indicators and stages of implementation of this method are given. Key words: KPI system, efficiency, performance, human potential, staff motivation, innovations in management, strategic goals, key indicators, priorities. To date, the system of key performance indicators is the most important tool for personnel management, it is being actively implemented abroad. The Russian activities of personnel management are far from the high efficiency of the organization. Successful implementation of INNOVATIVE ECONOMY: PROSPECTS FOR DEVELOPMENT AND IMPROVEMENT, No. 1(6),2015117 any enterprise is hardly possible without improving the efficiency of management and, of course, the work of employees. Due to this, the most important task is to create a system of end-to-end balanced scorecards (BSC) of the performance of employees (personal success criteria), which should be consolidated into the development strategy of the enterprise as a whole. KPI is a system of indicators, thanks to which the employer can evaluate the employees of his organization, as well as their development potential [2]. This system has much in common with the usual planned approach. But there is a difference - the performance of each individual employee is tied to the overall KPI of the entire company (such as efficiency, profit or capitalization). The founder of this system can be considered Peter Drucker, who is the founder of the "management by objectives" system and is currently called KPI. The purpose of the system is to make sure that the activities of employees from different services are not dual and do not slow down the work of specialists from other departments. Everyone contributes to the common cause, works to achieve the goals set before him and, as a result, receives a reward for their implementation. KPI work allows organizations to better understand what they need to do in order to be effective. "Efficiency" refers not only to the amount of work done per unit of time, but also to the benefit received by the company from the employee's activities. In large foreign companies, where everything is specified to the maximum, work on the system of key indicators is a win-win option for employees. Each employee knows when and for what he will receive in excess of the rate, as well as what is included in his rate. The employer sets clear goals and objectives for the employee. Simplifies the work that the employee always understands what is required of him. Absolutely every employee has personal tasks and time limits. The employer, by means of evaluation, controls the process of performance of the employee's work. The relevance of the KPI system lies in the focus on the key value of the enterprise - its human potential, as well as when it is necessary to increase the motivation of personnel and increase the competitiveness of the company, when it is necessary to direct work towards achieving strategic goals, it is necessary to resort to a certain innovation in management, such as development and implementation of KPl. The financial crisis of 2008 clearly demonstrated that doing business intuitively is not a good option. Significant changes were necessary for successful development. Larger companies began to be interested in this issue and look for ways to solve it. The need for strategic planning was accepted, recommending 118 INNOVATIVE ECONOMY: PROSPECTS FOR DEVELOPMENT AND IMPROVEMENT,Nn1 (6),2015 self-sufficiently on the good side of its effectiveness. Today, a system of strategic planning is also being developed by small companies striving for effective management and development. Mastering strategic planning in the current economic situation has made it possible to make a significant leap in development. A new approach to enterprise management sets completely new goals and objectives for the company and the ability to solve them. There are many methods and technologies for managing an organization, and the system of key indicators (KPI) has become widespread [3,4,5]. This method is based directly on the company's strategy, the definition of the company's strategic goals, their clear designation and the development of ways to achieve these goals using key performance indicators. It is strategic management that prepares a company for prosperity, sets a long-term course for the company's development. The KPI system is a standardized model of personnel management. KPI gives the manager the means to achieve the goal, increasing the productivity of the organization's labor potential. The main goal of a company working on the KPI system is to define the responsibilities of employees so that they do not contradict each other. Each person working in a company or organization contributes to the development of a common cause. An employee performs the tasks assigned to him on a daily basis to achieve the strategic goals of the company. As a result, for the fulfillment of goals, the work is rewarded in the form of bonuses, while the employee's income grows. KPI indicators are indicators of the achievement of goals, with the help of which it becomes possible to manage by goals. Evaluation of the work of each employee is presented INNOVATIVE ECONOMY: PROSPECTS FOR DEVELOPUENT AND IMPROVEMENT, NO. 1 (6), 2015 119 as in the palm of your hand, therefore, it does not cause any doubts, distrust or negative emotions. The KPI system is designed to solve problems aimed at setting goals, determining incentives and evaluating employees (Fig. 1) The development of KPI - indicators of the company is carried out by the authorities or specialists in the industry. Table 1 - The main stages of the implementation of the KPI system in the enterprise The implementation of a KPI system in an enterprise goes through several stages. The order of the stages is decisive, and its change negatively affects the performance of the system (Table 1). It is very important that performance indicators for employees are presented in an understandable way and are easy to measure. The key to success lies in simplicity and clarity. The performance of all employees depends on these two factors. Employees should also understand well why exactly these indicators are being implemented, what tools they can influence them, observe and take into account them in the time period. 120 INNOVATIVE ECONOMY: PROSPECTS FOR DEVELOPMENT AND IMPROVEMENT,NE1 (6), 2015 If, when developing key indicators, it seems that nothing can be missed, then priorities should be set (table 2). In conclusion, I would like to note that intuition is not enough for successful business. Today, entrepreneurs understand that strategic planning and the development of tactical methods to achieve the goal is the basis for both specific commercial projects and organizations themselves [1]. Strategic planning allows you to understand the purpose of the project, predict the development of events, prepare for solving problems, and analyze in detail the economic and organizational issues. The KPI system is one of the ways to build a personnel management and strategic management system for a company. The system is also good because employees can benefit a lot for themselves. The KPI system allows an employee not only to know by what criteria he is evaluated, what he is paid for, but also can plan his income