The employer is important both personal and business qualities of the employee. What abilities are more important? How to deal with negative traits? Each profession has its own characteristics. About how to do right choice and how to evaluate a future employee, we will tell in our article.
Business and personal qualities
Business qualities employee is his ability to perform certain labor obligations. The most important of them are the level of education and work experience. When choosing an employee, be guided by the benefits that he can bring to your company.
Personal qualities characterize the employee as a person. They become important when applicants for one position have business qualities on the same level. Personal qualities characterize the employee's attitude to work. Focus on independence: he does not have to do your job, but he must cope with his own to the fullest.
| Business qualities | Personal qualities |
| The level of education | Accuracy |
| Specialty, qualification | Activity |
| Work experience, positions held | ambition |
| Labor productivity | Conflict-free |
| Analytic skills | Fast reaction |
| Rapid adaptation to new information systems | Politeness |
| Fast learner | Attentiveness |
| Attention to detail | Discipline |
| Flexibility of thinking | Initiative |
| Willingness to work overtime | diligence |
| Literacy | Sociability |
| Mathematical thinking | Maximalism |
| Customer interaction skills | persistence |
| Skills business communication | Resourcefulness |
| Planning Skills | Charm |
| Report preparation skills | organization |
| Oratorical skills | Responsible approach to work |
| Organizational skills | Decency |
| Enterprise | Devotion |
| Professional Integrity | integrity |
| scrupulousness | Punctuality |
| Ability to handle multiple projects at the same time | Determination |
| Ability to make quick decisions | self control |
| Ability to work with large amounts of information | Self-criticism |
| strategic thinking | Independence |
| Striving for self-improvement | Modesty |
| Creative thinking | Stress tolerance |
| Negotiation / Business Correspondence | Tact |
| Ability to negotiate | Patience |
| Ability to express thoughts | exactingness |
| Ability to find a common language | industriousness |
| Ability to teach | Self confidence |
| Teamwork skills | Equilibrium |
| The ability to win people over | purposefulness |
| The ability to convince | Honesty |
| Good external data | Energy |
| Good diction | Enthusiasm |
| Good physical form | ethics |
The choice of qualities
If more than 5 characteristics are entered in the resume, this is a signal that the applicant is not able to make a competent choice. Moreover, the standard “responsibility” and “punctuality” have become commonplace, so if possible, ask what these general concepts mean. A prime example: the phrase "high performance" can mean "the ability to work with a lot of information," while you were counting on "willingness to work overtime."
Such general concepts as "motivation to work", "professionalism", "self-control", the applicant can reveal in other expressions, more specifically and more meaningfully. Pay attention to incompatible qualities. To verify the honesty of the applicant, you can ask to illustrate with examples the characteristics indicated by him.
Negative qualities of an employee
Sometimes they are also included in the resume by the job seeker. In particular, such as:
- Hyperactivity.
- Excessive emotionality.
- Greed.
- Vindictiveness.
- Impudence.
- Inability to lie.
- Inability to work in a team.
- Restlessness.
- Touchiness.
- Lack of work experience/education.
- Lack of sense of humor.
- Bad habits.
- Passion for gossip.
- straightness.
- self-confidence.
- Modesty.
- Weak communication.
- The desire to create conflict.
An applicant who has written negative qualities in a resume can be honest, or maybe reckless. Such an act does not justify itself, but if you want to know possible problems with this applicant, ask him to list his negative qualities. Be ready to give the person an opportunity to rehabilitate himself and present negative qualities in a favorable light. For example, restlessness indicates easy adaptation and quick switching from one task to another, and straightforwardness indicates the benefits that he can bring when making a deal.
Be ready to give the person an opportunity to rehabilitate himself and present negative qualities in a favorable light.
Qualities for different professions
Certain professional qualities are needed in almost all activities. You can make it easier for applicants and at the same time narrow their circle by entering information about the desired characteristics in the job advertisement. For an employee in the field of promotion or entertainment, the main qualities are communication skills, the ability to work in a team, and win people over. The list of winning qualities will also include: charm, self-confidence, energy. In trade list best qualities will look like this: flexibility of thinking, customer interaction skills, ability to negotiate, work in a team, as well as quick response, politeness, perseverance, activity.
A leader in any field should be characterized by such professional qualities as organizational skills, the ability to find a common language and work in a team, resourcefulness, conflict-free, charm and the ability to teach. Equally important are the ability to make quick decisions, self-confidence, attentiveness and balance.
The strengths of an employee working with a large amount of data (accountant or system administrator): attention to detail, accuracy, quick learner, attentiveness, organization and, of course, the ability to work with a large amount of information.
The characteristics of a secretary include a variety of positive qualities: customer interaction skills, business communication, literacy, the ability to negotiate and business correspondence, the ability to do several things at the same time. Also pay attention to good external data, attentiveness, tact and balance, diligence. In any profession, responsibility, attentiveness and stress resistance are useful. But the applicant, inscribing such qualities in the resume, does not always take them seriously.
In any profession, responsibility, attentiveness and stress resistance are useful. But the applicant, inscribing such qualities in the resume, does not always take them seriously.
Evaluation of the professional qualities of an employee
To avoid wasting time and money testing new employees, sometimes companies evaluate them before hiring. For this, even special personnel assessment centers have been created. A list of grading methods for those who prefer to do it themselves:
- Letters of recommendation.
- Tests. This includes conventional aptitude and aptitude tests, as well as personality and background tests.
- Interview.
- Examination of the knowledge and skills of the employee.
- Role play or case studies.
The role-playing game will help you find out in practice whether the applicant is right for you. Act out a day-to-day situation for his position and see how he copes. For example, evaluate his customer interaction skills. Let the buyer be your competent employee or yourself, and the applicant will show what he is capable of. You can set a goal for him to achieve during the game, or simply observe the style of work. This method will tell a lot more about the applicant than the column "Personal qualities" in the resume.
When determining the evaluation criteria, you can be based on business qualities: punctuality, potential quantity and quality of work performed, experience and education, skills, etc. For greater efficiency, focus on the qualities necessary for the position for which the candidate being evaluated is applying. To be confident in an employee, consider his personal qualities. You can independently conduct an assessment in the form of a rating of candidates, placing + and - according to certain criteria, distributing them by level or awarding points. Avoid scoring errors such as bias or stereotyping, or overweighting one criterion.
Writing a resume is perceived by many people as a list of all the positive personal qualities.
- Resume as a price list
- Assess yourself soberly
- We keep the brand
Moreover, they are not even always really available, but are abstract. But what is really important to indicate in a resume in order to get a good place work?
Resume as a price list
A resume, in its essence, is precisely a price list, because each of its lines declares the value of a person as a specialist and employee.
The fewer functions he is able to perform, the cheaper his services will cost and vice versa.
The "price" of a person consists of those qualities that the employer wants to see in the applicant. That is, an economist and, for example, a cook need a different set of qualities, a different price list.
Assess yourself soberly
Starting to indicate all his good qualities in a resume, a person must first of all adequately evaluate himself professionally. As a rule, all unsuccessful attempts to get a job or a promotion are due to overestimated or, on the contrary, underestimated self-esteem, leading to an incorrectly compiled resume.
Thus, it is necessary to soberly assess your abilities and understand what specific knowledge and skills are at their best. They should be listed on your resume.
At the same time, it is worth considering the resumes of other applicants for the position, understanding what they have superiority in front of them and also reflect this in your list.
Personal characteristics should be stressed only if the requirements of the employer lack qualifications.
Qualities of a person for a resume. List
An example list looks like this, but it is certainly not exhaustive:
- activity;
- accuracy;
- analytic skills;
- ambition;
- fast learner;
- attentiveness;
- politeness;
- high efficiency;
- flexibility;
- discipline;
- conscientiousness;
- friendliness;
- performance;
- initiative;
- creativity;
- sociability;
- loyalty;
- persistence;
- reliability;
- resourcefulness;
- focus on results;
- non-conflict;
- optimism;
- organizational skills;
- oratory;
- result orientation;
- organization;
- responsiveness;
- a responsibility;
- decency;
- presentable appearance;
- enterprise;
- adherence to principles;
- punctuality;
- innovation;
- self-control;
- independence;
- self-criticism;
- scrupulousness;
- justice;
- ability to make quick and independent decisions;
- stress tolerance;
- striving for improvement professional level, self-improvement, professional growth, development;
- a creative approach to finding ways to accomplish the tasks;
- diligence;
- self confidence;
- teamwork skills;
- ability to adapt to change;
- the ability to convince;
- good diction;
- purposefulness;
- sense of humor;
- honesty;
- energy.
Positive
It is not enough just to indicate all your best qualities in your resume, they also need to be substantiated. The rule of the “golden mean” works here - a person should not overly praise and paint all his positive aspects at length.
The resume should not exceed 1-1.5 pages, besides, the employer has neither the time nor the desire to read someone's stories about themselves.
You can imagine yourself in the place of the head of the organization, understand what he needs, and slightly embellish the qualities necessary for this place, describe them in a short and concise form.
Highlighting business aspects
The fact whether a person will be hired is still influenced not so much by his personal qualities as professional ones. Therefore, it is on them that the main emphasis should be placed.
It is not worth listing all your skills. Much in this matter depends on the position for which the person is applying. For a manager and for an accountant, different business qualities will be preferred.
Therefore, you need to look at the text of the vacancy announcement, look professional requirements and indicate in your resume exactly those of them that are available.
It is also worth describing business qualities briefly, in one sentence, for example: “Six years of work as a deputy chief accountant.”
It is important to ensure that business and personal qualities do not conflict with each other.
Negative
If the employer does not ask you to specify separately bad qualities resume, you don't have to do it yourself.
Examples of qualities that are likely to be perceived as negative are:
- excessive emotionality;
- inability to lie;
- poor communication skills;
- inability to work in a team;
- lack of work experience;
- lack of specialized education, etc.
Strong and weak sides in summary
Indicating the positive and negative qualities of a person in a resume, you need to be extremely careful. Much depends on the position and corporate culture companies - in one situation, some quality will be perceived as positive, and in another, as negative.
An accountant does not need leadership or charisma. From the list above, it is enough to choose 5-10 personal qualities that are the strengths of the personality and meet the requirements of the employer.
Professional HR advice
It goes without saying that personnel officers are directly interested in the fact that a person who wants to get a position independently evaluates himself and his abilities, presenting everything on paper.
Therefore, to make their job easier, they have compiled a list of tips, focusing on which you can please the prospective bosses:
- The resume must be written in a low-key way, humor is out of place here. Unless, of course, we are talking about a creative and creative position;
- Template, copied from somewhere resumes will not bring success, because personnel officers perfectly see such tricks;
- More than 5 professional characteristics it is not worth specifying, and the standard “professionalism” should not be included in this list, and “stress resistance” is always highly valued;
- You need to specify only the qualities that suit the desired position;
- Respond to an interview it’s worth exactly what they asked about, it’s still impossible to chat up a personnel officer, and the impression will be irrevocably spoiled.
We keep the brand
Pointing out the strengths and hiding the weaknesses, you need to be prepared for the fact that at the interview the personnel officer may ask you to demonstrate some of them on specific example. That is, if “modesty” is written on the resume, appearance must be appropriate.
Resilience can be tested by a two-hour reception delay, during which the applicant's behavior will be monitored.
Emphasizing intellectual abilities, one must be prepared to face tests. Etc. etc.
Examples of job descriptions
Sales Manager
Required qualities: communication skills, activity, result orientation.
Will be well appreciated: competent speech, stress resistance, non-standard thinking, competent speech.
Accountant
Required qualities: attentiveness, responsibility, learning.
Will be well appreciated: stress resistance, non-conflict, scrupulousness.
Secretary
Mandatory qualities: competent speech, stress resistance, accuracy, diligence.
Will be well appreciated: pleasant appearance, grooming, neatness.
Video: How to write a resume
professional skills and personal qualities- this is a mandatory item when filling out a questionnaire or for any vacancy. In this section, you have the opportunity to make yourself known by telling a potential employer about all your pluses. Some applicants are sure that the section of professional skills is considered the key. But they are not quite right. Staff search staff pay the same attention to him, as well as personal qualities. And often their inconsistency with a certain vacancy can be the reason for rejecting a candidate.
Professional skills and personal qualities: what should be avoided?
When filling out these items, follow one simple rule: be sincere. You don't need to invent something that doesn't exist. The deception will be revealed, and then the employer
will be extremely disappointed. Do not write that you know how, for example, to work with the Photoshop program, although in fact you have opened it only a couple of times. Very often, recruiters give a test task to a candidate they like to determine the level of his knowledge, and here you risk getting into trouble. Also, you do not need to write in the “personal qualities” column, for example, that you are a very sociable, sociable person who quickly finds a common language with other people, if this is not true. One more piece of advice: do not write too much or, on the contrary, too little about yourself in these paragraphs, observe the measure.
Professional skills and personal qualities: what to write?
When listing your professional skills, indicate only what is significant and significant. For example, if you are writing a resume for a programmer job, then you will not need to indicate that you are good at computers, as this is already implied.
(programmer):
- knowledge of PHP, JavaScript, C++, OOP;
- with MySQL;
- ability to optimize queries and do database tuning;
- working with the Zend framework.
Specify everything you see fit. You can also open the job requirements (if possible) and add everything that applies to you from there.
Personal qualities of the employer's candidate are not fully interested. It is about what may be required of an employee. For example, it is not necessary to write that you are a kind and warm-hearted person, since this does not apply to work. Here is a list of what you can include in your resume:
- performance;
- ambition (if we are talking about leadership positions, vacancies that require a creative and creative approach);
- organization (meaning both self-organization and the ability to organize the work of the team);
- punctuality;
- a responsibility;
- sociability (implies several concepts: the ability to quickly establish contact with other people, sociability, talkativeness);
- initiative (the ability to take the situation into their own hands and develop new ideas, proposals);
- good learning ability (the ability to quickly acquire new knowledge);
- stress tolerance (ability to work under stressful conditions).
Professional skills and personal qualities are two very important points, so treat them very carefully and do not try to deceive a potential employer.
Discipline, accuracy, timely completion of tasks;
Readiness for additional work;
Ability to overcome difficulties;
Initiative;
Ability to make decisions;
Use your time rationally;
Attitude towards learning and self-learning;
sociability, sociability;
Potential for professional and career growth;
Organizational skills.
;3 Professionalism (the ability and inclination of a person to effectively perform a certain activity):
Level of intellectual development;
Ability to analyze and generalize;
Logic, clarity of thinking;
The desire to search;
Possession of theoretical and special knowledge, skills and abilities.
4 moral qualities:
industriousness;
integrity;
Honesty;
Responsibility, integrity;
Mandatory;
Self-criticism;
Motives to work.
5 Potential( characterizes the possibility of carrying out certain types of activities ), abilities and personal qualities, necessary for the performance of official duties :
Independence, determination;
Self-control, self-control;
Speed of reaction;
Emotional and neuropsychic stability.
For managers, additional assessment factors are the ability to:
Plan activities;
Organize the work of subordinates;
Manage in critical situations;
Work with documents (develop, coordinate draft decisions, monitor their implementation);
Delegate authority (provide subordinates with clear instructions, rationally distribute responsibilities, determine and control deadlines, provide necessary assistance);
Develop subordinates (help in adapting, mastering new work organize training and advanced training);
Interact with other departments (coordinate activities, negotiate, build good relationships);
Maintain moral principles;
Innovate (look for new approaches to problem solving, be creative at work, overcome resistance).
Attestation assessment of personnel - activities in which the employee himself, his work and the result of his activity are evaluated. Attestation assessment of personnel is the basis of many management actions: internal relocations, layoffs, enrollment in the reserve for a higher position, material and moral incentives, retraining and advanced training, improvement of the organization, techniques and methods of managerial work. Preparation for certification includes the following activities:
Drawing up the necessary documents for the certified;
Development of certification schedules;
Determination of the composition of the attestation commissions;
Organization of explanatory work on the goals and procedure for certification.
The specific dates, as well as the schedule for the certification and the composition of the certification commissions are approved by the head of the organization and brought to the attention of the certified employees. The next certification does not include persons who have worked in organizations for less than a year, young professionals, pregnant women and women with children under the age of
Issues for discussion
1 Describe the methods of personnel assessment.
2 By what criteria is the work of the applicant evaluated?
3 Describe the personal means of assessing staff.
4 What is the essence of the expert assessment of personnel?
5 What are the main tasks to be solved when assessing the effectiveness of labor activity?
6 What indicators characterize the activities of employees in relation to advanced training?
7 How can personnel assessment affect production efficiency?
8 What is the significance of assessing different categories of workers?
Staff development
Scientific and technological progress, which has covered all spheres of social production, constantly requires an increase in professionalism and a systematic change in the content and technology of labor. Changing the goals of social development and ways to achieve them, functioning in market conditions dictate the need for retraining of personnel in terms of mastering market mechanisms, adapting to new social conditions, retraining in connection with structural changes in the development of production and the introduction of modern technologies and labor methods. The staff required high professionalism and at the same time the ability to quickly adapt to constant changes and fluctuations in the internal structure of the organization and in the external environment. However, the training of new personnel is not carried out in a short period, and the one-time release of workers with long work experience can develop into a major social problem. Therefore, each organization faces the task of training its staff along with the selection of new employees and their professional adaptation. Postgraduate professional education is carried out through postgraduate studies, doctoral studies organized at institutions of higher professional education and scientific institutions that have received the right to do so. The constant improvement of the educational standard, the complexity and responsibility of the work of personnel, changing working conditions and technologies require continuous additional education. It is carried out on the basis of a license for additional educational programs by institutions of advanced training, courses, vocational guidance centers.
Personnel development is a set of organizational and economic activities in the field of training, advanced training and professional excellence personnel, stimulating creativity. The possibility of development should be presented to everyone, because as a result, not only the person himself improves, but also the competitiveness of the organization where he works increases.
Need in professional development due to the need to adapt to changes in the external environment, new models of equipment and technology, strategy and structure of the organization.
Training is a method of personnel training aimed at improving the efficiency of the organization. It allows:
Increase the efficiency and quality of work;
Reduce the need for control;
Solve the shortage problem faster;
Reduce turnover and the costs associated with it.
Specific objectives of staff training:
Raising the general level of qualification;
Obtaining new knowledge and skills, if the nature of work changes or becomes more complicated, new areas of activity are opened;
Preparation for a new position;
Acceleration of the adaptation process;
Improving the moral and psychological climate.
first step in the organization of training is the analysis of work (a list of special knowledge and skills required for its implementation).
Second step. Comparison of the job specification with the level of training of the employee, which allows you to identify the problems he has
(lack of skills, experience, ignorance of methods, etc.) and formulate learning objectives.
Third step- determination of how the learning process can solve these problems, where and in what form it should be carried out - in the workplace on the job, in the organization; with a break from production (all kinds of centers, schools, other organizations).
The current labor legislation provides for the following forms of training for employees of enterprises: vocational training, retraining, advanced training, training in second professions.
Training of new employees – initial vocational and economic training of persons hired by the enterprise and who previously had no profession, their acquisition of the knowledge, skills and abilities necessary for occupying a position.
Retraining (retraining) is organized for the development of new professions by the released workers who cannot be used in their existing specialties, as well as by persons expressing a desire to change their profession, taking into account the needs of production.
Training - training after receiving basic education, aimed at consistently maintaining and improving professional and economic knowledge, skills, and increasing mastery in the existing profession.
briefing It is an explanation and demonstration of working methods directly at the workplace and can be carried out both by an employee who has been performing these functions for a long time, and by a specially trained instructor.
Work - is the use of mental and physical abilities of people, their skills and experience in the form of goods and services necessary for the production of economic and social benefits. Stimulation of labor is the central link in the management system. One of its most important areas is the regulation of wages. Wage is the price of labour, or the price of labour. It should reflect its volume, quality, physical and moral-psychological, intellectual costs, the complexity of the process, the degree of risk, etc. Wages in any socio-political and socio-economic system are regulated by the state. Forms of remuneration - piecework and time. To optimize personnel management, if conditions permit, incentive types of remuneration are selected. Material incentives for personnel must meet certain requirements. These include:
Simplicity and clarity of the incentive system for each employee;
Efficiency to encourage positive results;
Formation among employees of a sense of a fair system of incentives;
Increasing interest in the overall results of the activities of the unit, organization;
Striving to improve individual performance.
Issues for discussion
1 Certification of personnel.
2 Stages of the certification process.
3 Explain what is meant by staff development.
4List the main areas of professional training and advanced training of personnel.
Head in the personnel management system
Management style social production - a set of methods and techniques that make it possible to exert a targeted impact on the labor activity of people.
To determine the style, the following parameters of interaction between the leader and subordinates are usually used: decision-making techniques, the method of bringing decisions to the executors, distribution of responsibility, attitude to the initiative, recruitment, own knowledge, communication style, nature of relations with subordinates, attitude to discipline, moral influence on subordinates.
The style a leader uses is determined by two factors: tricks with which he encourages employees to perform their duties, and methods , which controls the results of the activities of their subordinates.
Authoritarian style leadership is based on the absolute will of the leader within the institution, the idea of his infallibility and the consideration of the team as the executor of orders. The authoritarian style leader makes decisions alone, commands, orders them to be carried out, assumes primary responsibility, suppresses initiative, selects workers who cannot become his rivals, keeps a distance from subordinates, resorts to punishments as a powerful method of stimulating work.
Democratic style (from Greek demos - people and kratos - power) is based on the active participation of the entire team in solving management problems, observing the rights and freedoms of participants labor process, their development creativity and leadership-led initiatives in decision-making and enforcement. The head of the democratic style in his activities always relies on public organizations and middle managers, encourages initiative from below, emphasizes its respect for subordinates and gives instructions not in the form of prescriptions, but in the form of suggestions, advice or even requests. Listens to the opinion of subordinates and takes it into account. Control over the activities of his employees is carried out by him not alone, but with the involvement of other members of the team. The head of the democratic style manages people without brute pressure, encourages the creative activity of subordinates, and contributes to the creation of an atmosphere of mutual respect and cooperation in the team.
liberal style (from lat. Liberalis - free) is based on providing the team with maximum freedom of activity, regulated only ultimate goal without actively intervening in the methods of achieving it. A leader adhering to this style makes decisions at the direction of superior employees or based on the decision of the team. He relieves himself of responsibility for the progress of work and transfers the initiative into the hands of subordinates. In relations with subordinates, the liberal leader is polite and friendly, treats them with respect, tries to help in resolving their requests. But the inability of such a leader to direct the actions of employees can lead to the fact that freedom will be mistaken for permissiveness.
In real life, no leadership style is found in its purest form. In the behavior of almost every leader, there are features inherent in different styles with the dominant role of any one of them. The success of choosing a management style is determined to a decisive extent by the extent to which the manager takes into account the abilities of subordinates and their readiness to implement his decisions, the traditions of the team, as well as his own capabilities, due to the level of education, work experience and psychological qualities. The style of work chosen by the leader depends not only on himself, but also to a large extent on the preparation and behavior of his subordinates.
In a team managed by democratic style, organization and performance indicators are stable regardless of whether the head is in the position or on a business trip, vacation, etc. authoritarian In the same style of work, the absence of a leader leads to a significant deterioration in activity, which is activated again with his return. In the presence of a liberal leader, workers tend to be less active than when he is outside the team. It should also be noted that leadership style is not set once and for all, it can and should change depending on conditions. It is necessary to take into account the composition of the team, the level of knowledge and skills of its members, the time frame of work, the urgency of the tasks, the degree of responsibility depending on the needs that are dictated by the prevailing conditions. An important condition that determines the effectiveness of management is the authority of the personality of the leader . If it is high, then both democratic and authoritarian methods of government are acceptable. But great authority can bring not only benefits, but also harm. On the one hand, the leader makes it easy to achieve the fulfillment of his instructions and subjugate people, and on the other hand, it helps to suppress the independence and initiative, creative thinking of subordinates. A modern leader needs to be aware of the requirements of the time and be flexible, and in case of changing external conditions and the emergence of new needs, change outdated styles and methods of leadership.
Special tact has to be shown when it is necessary to show the shortcomings of the work of people who are older in age, occupying positions in their time and having a high status.
Any leader has hours of reception of employees on personal issues, in the solution of which he takes an active part. An employee must be sure that the organization will support him in a difficult situation, and this will not be done in the form of handouts, but as recognition of merit and respect for his personality.
Issues for discussion
1 The nature and content of managerial work.
2 Psychological problems of leadership.
3 Restrictions that prevent the effective work of the team.
4 Biographical characteristics of the leader.
5 Abilities.
6 Personality traits.
7 Factors of successful activity of the head.
8 Describe leadership styles.
Motivation labor activity
Attitude towards work - the degree of use of human capabilities, how a person uses his capabilities for highly effective activities.
In this way, motivation is a set of internal and external driving forces that motivate a person to activity.
Need - the primary source - the need for what is necessary for a normal existence: food, housing, procreation.
Needs: spiritual, intellectual, cultural and social.
Interest - a conscious need for goods, objects, activities. Interest induces a person to certain social actions.
motive - conscious attitude to their activities.
Value Orientations - this is a more rigorous concept that characterizes a stable attitude towards ideals (the highest goal).
Incentives - the provision of external influence on a person in order to induce him to certain labor actions (certain labor behavior).
Incentives are influenced by a large group of objective and subjective factors that shape a person's attitude to work.
Objective factors - socio-political situation, economic compliance of regions, working conditions at the enterprise, level of organization and culture at the enterprise, demographic structure of the team, moral and psychological climate.
Currently, either a recruitment agency or a personnel management service is engaged in personnel assessment. And for each of them motivational criteria are different.
Subjective factors - personal characteristics of the employee himself (gender, age, education, upbringing, profession, length of service, personal experience, professional culture, job orientations).
Through objective factors, the level of task management by positions, the discipline of labor activity, the degree of initiative, creative search, and ways to improve performance are determined.
Through subjective factors, the degree of satisfaction with the work of an employee, individual work capacity, and the mood of an employee are determined.
There are always different social groups in the team.
social group - employees with common features that unite them (profession, level of education, work experience). Social groups form the social structure of the team, which is the most important component that affects the effective work of the department (organization).
Personnel management should influence the motivation of people so that the employee has a desire to work, a desire to prove himself with better side. Worker models are extremely important. In his work, the manager must create integrity, he must be aware of what result of the work will be the final one. At the same time, his subordinates must see the importance of work (have material incentives), be able to participate in decision-making and, of course, there must be a connection between the manager and the employee. Evaluation of the effectiveness of the employee's work depends only on the manager. Therefore, it must be objective and fair. Designed on the basis of these principles, the work ensures the internal satisfaction of each participant. It was on the basis of these data that a model of job characteristics in terms of motivation was developed.
Issues for discussion
1 What is motivation?
2 What is included in the structure of the motive?
3 Tell us about the mechanism of labor motivation.
4 In what groups can needs be combined according to the theory of A. Maslow?
5What are the main functions of staff incentives?
6 How do the theories of A. Maslow and F. Herzberg compare?
7 What is the most important point V. Vroom's theory?
For the successful implementation of activities on leadership position a person needs to have a whole list of qualities - confidence, responsibility, perseverance, the ability to make quick choices, calculate a profitable outcome for the company, skillfully handle business documentation, reasonably delegate duties. All these personal qualities can be given to a leader by nature. If desired, the strengths of character can be independently brought up by him in himself, honed and improved by his own purposeful actions. What is the set of these qualities? This and more is discussed below.
Formation of a set of qualities of a leader to ensure the effective activity of subordinates
Although the totality of the personal qualities of a leader is directly dependent on the characteristics management activities, psychologists and theorists in the field of management identify sets of qualities that should be inherent in a person in any leadership position.
Thus, the results of psychological tests show that the combination of an official boss and an unofficial leader in one person increases the efficiency of employees by 20-30%. The essence of the phenomenon lies in doubling the strength of the leader's influence on the group, using not only the power granted officially, but also the personal qualities of the leader, the possibilities of persuasion and suggestion to inspire employees. The same psychological tests confirmed that the official authority of the leader justifies only 60% of the possibilities. working group, while psychological or informal authority allows you to achieve 85-90% of the return of employees.
For building effective system managing the activities of employees, the manager should know the personal orientation. The orientation of the leader is based on the attitudes that in the process of personal communication receive the greatest advantage. It is equality, potential and creativity. The predominance of one or two of the above attitudes in the communication process may become the basis for effective management group and will help to maintain cohesion in the team.
Neglect of each of the three settings is an indicator of an ineffective management style.
Requirements for leaders
A lot of research of the last decade has been devoted to attempts to determine the perfect set of personal qualities of a leader. They included the construct of the ideal personality of a leader, the formation of leadership and subjective qualities, a list of necessary skills, and so on. Many studies have indeed confirmed that effective work company depended on the intelligence of the leader, his reliability, responsibility, activity, social position, and more. However, these qualities did not exclude the manifestation of negative traits, especially in stressful situations. In addition, there is evidence that leaders with the above list of positive characteristics did not succeed. The factor of quantitative distribution of efforts on each personal characteristic also plays a role, as well as on the depth of their manifestation in communication with subordinates.
A person is not able to become a good leader only if he has certain character traits. The style of managerial activity of a person, his behavior with employees is essential.
Researchers agree that a leader cannot do without the following qualities:
- Enthusiasm, energy, reasonable inclination to risk and fight, strong motivation to win;
- permanence;
- Ability to properly organize a team, personal approach to subordinates, rational delegation of duties, coordination of actions;
- High intelligence, competence, the ability to correctly assess one's own capabilities, developed imagination, intuition, insight;
- Ability to communicate, long-term communication;
Determination of the primary personal qualities of a leader and their development
Interview CEOs leading Russian companies showed what character traits, from their point of view, people who want to become leaders must have:
The interviewed employees also identified other traits that their leader should possess:
- The presence of strategic thinking.
- Self confidence.
- The ability to bring the group together.
- Ability to prioritize.
- Sociability.
Clearly, there is agreement on three points out of five. However, sociability dropped from first to fifth place, and self-confidence from fourth to second. Employees give the leading place to strategic thinking - the talent to solve problems and achieve goals with the least expenditure of resources. It is this personal quality of the leader, according to subordinates, that can lead the enterprise to prosperity.
Skills of a Professional Leader
Summing up the above, we can distinguish the following skills inherent in a competent manager:
- Psychological balance. The ability not to lose self-control in difficult situations that require tough and quick reactions. Subordinates must see that the leader, regardless of the situation that has arisen, has not lost his composure.
- Striving for victory. An experienced leader must motivate employees, demonstrate inexhaustible enthusiasm. Promotion by career ladder it is impossible without the desire to rise up and occupy new high positions.
- Practical intelligence- the talent to think logically, to calculate your steps in the future, to see the consequences of your actions.
- Social intelligence. It has much in common with empathy - the ability to put yourself in the place of another and fully share his feelings. An intelligent manager uses this tool most effectively during the distribution of duties - he knows what specific work should be given to this or that person, and he will be sure that it will be done well.
- Adequate self-esteem of a leader lies in the ability to analyze the entire amount of information about oneself, perceive it critically and correctly, and then correct one's behavior. Also, adequate self-esteem allows you to correctly assess your capabilities and not take on overwork.
Improving character strengths
The most effective honing of leadership skills is constant practice, with overcoming difficulties, ups and downs. This is the only way to improve your strengths, to grow a person who is confident in himself and in his actions.
You can also do the following exercises to develop leadership qualities and skills:
- Set ambitious goals for yourself. For the development of leadership skills, it is more useful to complete 80% of the most difficult task than to complete 150% of a simple task that does not promise any prospects.
- Find a common language with the team. After talking with subordinates, conveying to them the company's goal and the role of the working group in achieving it financial results activity of the economic entity, often increases.
- Joint professional development will benefit both the manager and his subordinates.
- A simple conversation with a client can also be a good leadership exercise. By asking an ordinary person about his goals in life, you can get ideas for developing your own business.
Personal qualities of a leader for characterization
A characteristic for a manager is a document containing a list of positive personal qualities of a person, as well as a list of his professional merits.
The characteristic may be needed by the authorities state power, as well as to third parties when resolving issues of transfer to other branches and to higher positions.
The document is drawn up in free form. The characteristic includes the personal data of the manager, the specifics of his work activity and a list professional success. The document also briefly describes the character traits and behavior of the leader.
Examples of personal qualities of a leader to characterize:
Personal qualities of a leader in a resume
For a person who wants to get a job as a manager, creating a competent, adequate, concise, but as informative resume as possible should be a paramount task.
It is necessary, at the same time, not to exaggerate one's skills, but also not to be modest, to impress the employer and, then, to prove oneself from the good side in managerial activities.
The resume should be subject to regular adjustments as qualifications improve. Don't forget to update information.
The summary should contain detailed and informative points relating to professional knowledge and skills, strengths, skills and positive qualities.
Personal qualities that should be present in a manager's resume are as follows:
- Professional skills. You should list everything that matters for the position you hold. At the top of the list should be skills that are directly relevant to successful employment. Other positive, but not primary character traits for work, place at the end of the list.
- Ability to deal with negative emotions and stressful situations.
- Perseverance and diligence - they help to cope with the tasks set, create a reputation as a pedantic and scrupulous leader.
- Ability to get along with subordinates.
- The desire to improve their own professional skills.
- Talent for leadership.
Thus, the leader must have a fairly impressive list of personal qualities that allow him to effectively manage his subordinates and cope with other professional tasks assigned to him.
The employer is important both personal and business qualities of the employee. What abilities are more important? How to deal with negative traits? Each profession has its own characteristics. We will talk about how to make the right choice and how to evaluate a future employee in our article.
Business and personal qualities
The business qualities of an employee are his ability to perform certain labor duties. The most important of them are the level of education and work experience. When choosing an employee, be guided by the benefits that he can bring to your company.
Personal qualities characterize the employee as a person. They become important when applicants for one position have business qualities on the same level. Personal qualities characterize the employee's attitude to work. Focus on independence: he does not have to do your job, but he must cope with his own to the fullest.
| Business qualities | Personal qualities |
| The level of education | Accuracy |
| Specialty, qualification | Activity |
| Work experience, positions held | ambition |
| Labor productivity | Conflict-free |
| Analytic skills | Fast reaction |
| Rapid adaptation to new information systems | Politeness |
| Fast learner | Attentiveness |
| Attention to detail | Discipline |
| Flexibility of thinking | Initiative |
| Willingness to work overtime | diligence |
| Literacy | Sociability |
| Mathematical thinking | Maximalism |
| Customer interaction skills | persistence |
| Business Communication Skills | Resourcefulness |
| Planning Skills | Charm |
| Report preparation skills | organization |
| Oratorical skills | Responsible approach to work |
| Organizational skills | Decency |
| Enterprise | Devotion |
| Professional Integrity | integrity |
| scrupulousness | Punctuality |
| Ability to handle multiple projects at the same time | Determination |
| Ability to make quick decisions | self control |
| Ability to work with large amounts of information | Self-criticism |
| strategic thinking | Independence |
| Striving for self-improvement | Modesty |
| Creative thinking | Stress tolerance |
| Negotiation / Business Correspondence | Tact |
| Ability to negotiate | Patience |
| Ability to express thoughts | exactingness |
| Ability to find a common language | industriousness |
| Ability to teach | Self confidence |
| Teamwork skills | Equilibrium |
| The ability to win people over | purposefulness |
| The ability to convince | Honesty |
| Good external data | Energy |
| Good diction | Enthusiasm |
| Good physical form | ethics |
The choice of qualities
If more than 5 characteristics are entered in the resume, this is a signal that the applicant is not able to make a competent choice. Moreover, the standard “responsibility” and “punctuality” have become commonplace, so if possible, ask what these general concepts mean. A prime example: the phrase "high performance" can mean "the ability to work with a lot of information," while you were counting on "willingness to work overtime."
Such general concepts as "motivation to work", "professionalism", "self-control", the applicant can reveal in other expressions, more specifically and more meaningfully. Pay attention to incompatible qualities. To verify the honesty of the applicant, you can ask to illustrate with examples the characteristics indicated by him.
Negative qualities of an employee
Sometimes they are also included in the resume by the job seeker. In particular, such as:
- Hyperactivity.
- Excessive emotionality.
- Greed.
- Vindictiveness.
- Impudence.
- Inability to lie.
- Inability to work in a team.
- Restlessness.
- Touchiness.
- Lack of work experience/education.
- Lack of sense of humor.
- Bad habits.
- Passion for gossip.
- straightness.
- self-confidence.
- Modesty.
- Weak communication.
- The desire to create conflict.
An applicant who has written negative qualities in a resume can be honest, or maybe reckless. Such an act does not justify itself, but if you want to know the possible problems with this applicant, ask him to list his negative qualities. Be ready to give the person an opportunity to rehabilitate himself and present negative qualities in a favorable light. For example, restlessness indicates easy adaptation and quick switching from one task to another, and straightforwardness indicates the benefits that he can bring when making a deal.
Be ready to give the person an opportunity to rehabilitate himself and present negative qualities in a favorable light.
Qualities for different professions
Certain professional qualities are needed in almost all activities. You can make it easier for applicants and at the same time narrow their circle by entering information about the desired characteristics in the job advertisement. For an employee in the field of promotion or entertainment, the main qualities are communication skills, the ability to work in a team, and win people over. The list of winning qualities will also include: charm, self-confidence, energy. In the field of trade, the list of the best qualities will look like this: flexibility of thinking, customer interaction skills, ability to negotiate, work in a team, as well as quick response, courtesy, perseverance, activity.
A leader in any field should be characterized by such professional qualities as organizational skills, the ability to find a common language and work in a team, resourcefulness, conflict-free, charm and the ability to teach. Equally important are the ability to make quick decisions, self-confidence, attentiveness and balance.
The strengths of an employee working with a large amount of data (accountant or system administrator): attention to detail, accuracy, quick learner, attentiveness, organization and, of course, the ability to work with a large amount of information.
The characteristics of a secretary include a variety of positive qualities: customer interaction skills, business communication, literacy, the ability to negotiate and business correspondence, the ability to do several things at the same time. Also pay attention to good external data, attentiveness, tact and balance, diligence. In any profession, responsibility, attentiveness and stress resistance are useful. But the applicant, inscribing such qualities in the resume, does not always take them seriously.
In any profession, responsibility, attentiveness and stress resistance are useful. But the applicant, inscribing such qualities in the resume, does not always take them seriously.
Evaluation of the professional qualities of an employee
To avoid wasting time and money testing new employees, sometimes companies evaluate them before hiring. For this, even special personnel assessment centers have been created. A list of grading methods for those who prefer to do it themselves:
- Letters of recommendation.
- Tests. This includes conventional aptitude and aptitude tests, as well as personality and background tests.
- Examination of the knowledge and skills of the employee.
- Role play or case studies.
The role-playing game will help you find out in practice whether the applicant is right for you. Act out a day-to-day situation for his position and see how he copes. For example, evaluate his customer interaction skills. Let the buyer be your competent employee or yourself, and the applicant will show what he is capable of. You can set a goal for him to achieve during the game, or simply observe the style of work. This method will tell a lot more about the applicant than the column "Personal qualities" in the resume.
When determining the evaluation criteria, you can be based on business qualities: punctuality, potential quantity and quality of work performed, experience and education, skills, etc. For greater efficiency, focus on the qualities necessary for the position for which the candidate being evaluated is applying. To be confident in an employee, consider his personal qualities. You can independently conduct an assessment in the form of a rating of candidates, placing + and - according to certain criteria, distributing them by level or awarding points. Avoid scoring errors such as bias or stereotyping, or overweighting one criterion.
