title: ÐÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ðµ Ð¸ ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ðµ ÑÐ¸ÑÑÐµÐ¼Ñ Ð¿Ð¾ÐºÐ°Ð·Ð°ÑÐµÐ»ÐµÐ¹ Ð¾ÑÐµÐ½ÐºÐ¸ Ð´ÐµÑÑÐµÐ»ÑÐ½Ð¾ÑÑÐ¸ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð° (Ð½Ð° Ð¿ÑÐ¸Ð¼ÐµÑÐµ ÐÐµÐ¿Ð°ÑÑÐ°Ð¼ÐµÐ½ÑÐ° ÑÐºÐ¾Ð½Ð¾Ð¼Ð¸ÐºÐ¸ Ð¸ ÑÐ¸Ð½Ð°Ð½ÑÐ¾Ð² Ð¤ÐÐÐÐ£ ÐÐ Ð¡ÐÐ±ÐÐ£)
title: Ð²ÑÐ¿ÑÑÐºÐ½Ð°Ñ ÐºÐ²Ð°Ð»Ð¸ÑÐ¸ÐºÐ°ÑÐ¸Ð¾Ð½Ð½Ð°Ñ ÑÐ°Ð±Ð¾ÑÐ° Ð¼Ð°Ð³Ð¸ÑÑÑÐ°
titleType: Subtitle
title: Research and improvement of the system of indicators for evaluating the performance of personnel (using the example of the Department of Economics and Finance of the Federal State Budgetary Educational Institution of SPbPU)
Creators: name: ÐÐ°ÑÐ°ÑÐµÐ²Ð°, Ð¡Ð¾ÑÑÑ
Publisher: name: Ð¡Ð°Ð½ÐºÑ-ÐÐµÑÐµÑÐ±ÑÑÐ³ÑÐºÐ¸Ð¹ Ð¿Ð¾Ð»Ð¸ÑÐµÑÐ½Ð¸ÑÐµÑÐºÐ¸Ð¹ ÑÐ½Ð¸Ð²ÐµÑÑÐ¸ÑÐµÑ ÐÐµÑÑÐ° ÐÐµÐ»Ð¸ÐºÐ¾Ð³Ð¾
Year: 2024
Subjects: Ð¾ÑÐµÐ½ÐºÐ° Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð°
ÐºÐ»ÑÑÐµÐ²ÑÐµ Ð¿Ð¾ÐºÐ°Ð·Ð°ÑÐµÐ»Ð¸ ÑÑÑÐµÐºÑÐ¸Ð²Ð½Ð¾ÑÑÐ¸
ÑÐ¸ÑÑÐµÐ¼Ð° Ð¾Ð¿Ð»Ð°ÑÑ ÑÑÑÐ´Ð°
personnel assessment
key performance indicators
remuneration system

description: ÐÐ°Ð½Ð½Ð°Ñ ÑÐ°Ð±Ð¾ÑÐ° Ð¿Ð¾ÑÐ²ÑÑÐµÐ½Ð° ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐºÐµ ÑÐ¸ÑÑÐµÐ¼Ñ Ð¾ÑÐµÐ½ÐºÐ¸ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð° Ð½Ð° Ð¾ÑÐ½Ð¾Ð²Ðµ ÐºÐ»ÑÑÐµÐ²ÑÑ Ð¿Ð¾ÐºÐ°Ð·Ð°ÑÐµÐ»ÐµÐ¹ ÑÑÑÐµÐºÑÐ¸Ð²Ð½Ð¾ÑÑÐ¸ Ð´Ð»Ñ Ð°Ð´Ð¼Ð¸Ð½Ð¸ÑÑÑÐ°ÑÐ¸Ð²Ð½Ð¾-ÑÐ¿ÑÐ°Ð²Ð»ÐµÐ½ÑÐµÑÐºÐ¾Ð³Ð¾ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð° Ð² Ð¾ÑÐ´ÐµÐ»Ðµ ÑÑÑÐ´Ð° Ð¸ Ð·Ð°ÑÐ°Ð±Ð¾ÑÐ½Ð¾Ð¹ Ð¿Ð»Ð°ÑÑ Ð¡Ð°Ð½ÐºÑ-ÐÐµÑÐµÑÐ±ÑÑÐ³ÑÐºÐ¾Ð³Ð¾ Ð¿Ð¾Ð»Ð¸ÑÐµÑÐ½Ð¸ÑÐµÑÐºÐ¾Ð³Ð¾ ÑÐ½Ð¸Ð²ÐµÑÑÐ¸ÑÐµÑÐ° ÐÐµÑÑÐ° ÐÐµÐ»Ð¸ÐºÐ¾Ð³Ð¾. ÐÐ°Ð´Ð°ÑÐ¸, ÐºÐ¾ÑÐ¾ÑÑÐµ ÑÐµÑÐ°Ð»Ð¸ÑÑ Ð² ÑÐ¾Ð´Ðµ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ñ: 1. ÐÐ·ÑÑÐ¸ÑÑ ÑÐµÐ¾ÑÐµÑÐ¸ÑÐµÑÐºÐ¸Ðµ Ð¾ÑÐ½Ð¾Ð²Ñ ÑÐ¸ÑÑÐµÐ¼Ñ Ð¾ÑÐµÐ½ÐºÐ¸ Ð´ÐµÑÑÐµÐ»ÑÐ½Ð¾ÑÑÐ¸ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð°. 2. ÐÑÐ¾Ð°Ð½Ð°Ð»Ð¸Ð·Ð¸ÑÐ¾Ð²Ð°ÑÑ ÑÐºÐ¾Ð½Ð¾Ð¼Ð¸ÑÐµÑÐºÐ¾Ðµ Ð¿Ð¾Ð»Ð¾Ð¶ÐµÐ½Ð¸Ðµ Ð¿ÑÐµÐ´Ð¿ÑÐ¸ÑÑÐ¸Ñ-Ð¾Ð±ÑÐµÐºÑÐ° Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ñ; ÑÐ¸ÑÑÐµÐ¼Ñ Ð¾ÑÐµÐ½ÐºÐ¸ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð° Ð¸ Ð²ÑÑÐ²Ð¸ÑÑ ÐµÐµ Ð½ÐµÐ´Ð¾ÑÑÐ°ÑÐºÐ¸. 3. ÐÐ¿ÑÐµÐ´ÐµÐ»Ð¸ÑÑ ÑÐµÐ»Ð¸ Ð¸ ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐ°ÑÑ Ð¼ÐµÑÐ¾Ð¿ÑÐ¸ÑÑÐ¸Ñ Ð¿Ð¾ Ð¿ÑÐµÐ¾Ð´Ð¾Ð»ÐµÐ½Ð¸Ñ Ð½ÐµÐ´Ð¾ÑÑÐ°ÑÐºÐ¾Ð² ÑÐ¸ÑÑÐµÐ¼Ñ Ð¾ÑÐµÐ½ÐºÐ¸ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð° Ð¡ÐÐ±ÐÐ£ 4. ÐÑÐµÐ½Ð¸ÑÑ ÑÐºÐ¾Ð½Ð¾Ð¼Ð¸ÑÐµÑÐºÑÑ ÑÑÑÐµÐºÑÐ¸Ð²Ð½Ð¾ÑÑÑ Ð¿ÑÐµÐ´Ð»Ð¾Ð¶ÐµÐ½Ð½ÑÑ Ð¼ÐµÑÐ¾Ð¿ÑÐ¸ÑÑÐ¸Ð¹ Ð¸ ÑÐ¾ÑÐ¸Ð°Ð»ÑÐ½ÑÐµ ÑÑÑÐµÐºÑÑ Ð¾Ñ Ð¸Ñ Ð¾ÑÑÑÐµÑÑÐ²Ð»ÐµÐ½Ð¸Ñ. Ð Ð°Ð±Ð¾ÑÐ° Ð¿ÑÐ¾Ð²ÐµÐ´ÐµÐ½Ð° Ð² Ð¤ÐÐÐÐ£ ÐÐ Â«Ð¡ÐÐ±ÐÐ£Â», Ð³Ð´Ðµ ÑÐ¾Ð±Ð¸ÑÐ°Ð»Ð°ÑÑ Ð·Ð½Ð°ÑÐ¸ÑÐµÐ»ÑÐ½Ð°Ñ ÑÐ°ÑÑÑ ÑÐ°ÐºÑÐ¸ÑÐµÑÐºÐ¾Ð³Ð¾ Ð¼Ð°ÑÐµÑÐ¸Ð°Ð»Ð°. ÐÑÐ»Ð¸ Ð¿ÑÐ¾Ð²ÐµÐ´ÐµÐ½Ñ ÑÐ°ÑÑÐµÑÑ, Ð¿Ð¾ÐºÐ°Ð·ÑÐ²Ð°ÑÑÐ¸Ðµ Ð½Ð°Ð³Ð»ÑÐ´Ð½Ð¾ ÑÐ¾ÑÑÐ¾ÑÐ½Ð¸Ðµ ÑÐ¸Ð½Ð°Ð½ÑÐ¾Ð²Ð¾-ÑÐ¾Ð·ÑÐ¹ÑÑÐ²ÐµÐ½Ð½Ð¾Ð¹ ÑÐ¾ÑÑÐ°Ð²Ð»ÑÑÑÐµÐ¹ Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸ Ð¸ ÐºÐ°ÐºÐ¸Ðµ ÐºÐ»ÑÑÐµÐ²ÑÐµ Ð¿Ð¾ÐºÐ°Ð·Ð°ÑÐµÐ»Ð¸ ÑÑÑÐµÐºÑÐ¸Ð²Ð½Ð¾ÑÑÐ¸ ÑÐ¶Ðµ Ð²Ð²ÐµÐ´ÐµÐ½Ñ Ð² Ð¾ÑÐ³Ð°Ð½Ð¸Ð·Ð°ÑÐ¸Ð¸. ÐÐ½Ð°Ð»Ð¸Ð· Ð¿ÑÐ¾Ð²Ð¾Ð´Ð¸Ð»ÑÑ Ð¼ÐµÑÐ¾Ð´Ð¾Ð¼ Ð°Ð½Ð°Ð»Ð¸Ð·Ð° Ð´Ð°Ð½Ð½ÑÑ: Ð½Ð¾ÑÐ¼Ð°ÑÐ¸Ð²Ð½ÑÑ Ð´Ð¾ÐºÑÐ¼ÐµÐ½ÑÐ¾Ð² Ð¤ÐÐÐÐ£ ÐÐ Â«Ð¡ÐÐ±ÐÐ£Â». Ð ÑÐµÐ·ÑÐ»ÑÑÐ°ÑÐµ Ð±ÑÐ»Ð° Ð¿ÑÐ¾Ð°Ð½Ð°Ð»Ð¸Ð·Ð¸ÑÐ¾Ð²Ð°Ð½Ð° ÑÐµÐ¹ÑÐ¸Ð½Ð³Ð¾Ð²Ð°Ñ ÑÐ¸ÑÑÐµÐ¼Ð° Ð¾ÑÐµÐ½ÐºÐ¸ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð° Ð¸Ð· ÑÐ¸ÑÐ»Ð° ÐÐÐ¡ Ð¸ ÐÐÐ , Ð¿ÑÐ¾Ð²ÐµÐ´ÐµÐ½Ñ Ð½ÐµÐ¾Ð±ÑÐ¾Ð´Ð¸Ð¼ÑÐµ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ñ. Ð Ð°Ð·ÑÐ°Ð±Ð¾ÑÐ°Ð½Ð° ÑÐ¸ÑÑÐµÐ¼Ð° Ð¾ÑÐµÐ½ÐºÐ¸ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð° Ð½Ð° Ð¾ÑÐ½Ð¾Ð²Ðµ ÐºÐ»ÑÑÐµÐ²ÑÑ Ð¿Ð¾ÐºÐ°Ð·Ð°ÑÐµÐ»ÐµÐ¹ ÑÑÑÐµÐºÑÐ¸Ð²Ð½Ð¾ÑÑÐ¸ (KPI) Ð´Ð»Ñ Ð°Ð´Ð¼Ð¸Ð½Ð¸ÑÑÑÐ°ÑÐ¸Ð²Ð½Ð¾-ÑÐ¿ÑÐ°Ð²Ð»ÐµÐ½ÑÐµÑÐºÐ¾Ð³Ð¾ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð°. ÐÐ° Ð¾ÑÐ½Ð¾Ð²Ð°Ð½Ð¸Ð¸ Ð¿ÑÐ¾Ð²ÐµÐ´ÐµÐ½Ð½ÑÑ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ð¹ Ð² Ð¡ÐÐ±ÐÐ£, Ð±ÑÐ»Ð¾ ÑÑÐ¾ÑÐ¼Ð¸ÑÐ¾Ð²Ð°Ð½Ð¾ Ð´Ð²Ð° Ð²Ð°ÑÐ¸Ð°Ð½ÑÐ° Ð²Ð½ÐµÐ´ÑÐµÐ½Ð¸Ñ ÑÐ¸ÑÑÐµÐ¼Ñ KPI. ÐÐ° Ð¾ÑÐ½Ð¾Ð²Ð°Ð½Ð¸Ð¸ Ð¿ÑÐ¾Ð²ÐµÐ´ÐµÐ½Ð½ÑÑ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ð¹ Ð² Ð¡ÐÐ±ÐÐ£, Ð±ÑÐ»Ð¾ Ð¿ÑÐ¸Ð½ÑÑÐ¾ ÑÐµÑÐµÐ½Ð¸Ðµ Ð¾ Ð²Ð²ÐµÐ´ÐµÐ½Ð¸Ð¸ ÑÐ¸ÑÑÐµÐ¼Ñ ÑÐ°Ð·Ð¾Ð²ÑÑ Ð²ÑÐ¿Ð»Ð°Ñ Ð² ÑÐ»ÑÑÐ°Ðµ Ð½Ð°Ð±Ð¾ÑÐ° Ð¾Ð¿ÑÐµÐ´ÐµÐ»ÐµÐ½Ð½Ð¾Ð³Ð¾ ÐºÐ¾Ð»Ð¸ÑÐµÑÑÐ²Ð° Ð±Ð°Ð»Ð»Ð¾Ð² Ð¿Ð¾ ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐ°Ð½Ð½ÑÐ¼ Ð¿Ð¾ÐºÐ°Ð·Ð°ÑÐµÐ»ÑÐ¼.
description: This work is devoted to the development of a personnel assessment system based on key performance indicators for administrative and managerial personnel in the Department of Labor and Wages of Peter the Great St. Petersburg Polytechnic University. Tasks that were solved during the research: 1. To study the theoretical foundations of the personnel performance assessment system. 2. To analyze the economic situation of the enterprise the object of research; the personnel assessment system and identify its shortcomings. 3. Define goals and develop measures to overcome the shortcomings of the SPbPU personnel assessment system 4. Evaluate the economic effectiveness of the proposed measures and the social effects of their implementation. The work was carried out at the Federal State Educational Institution of Higher Education "SPbPU", where a significant part of the factual material was collected. Calculations were carried out that clearly show the state of the financial and economic component of the organization and which key performance indicators have already been introduced in the organization. The analysis was carried out using the data analysis method: regulatory documents of the Federal State Educational Institution of Higher Education "SPbPU". As a result, the rating system for evaluating staff from among the teaching staff and NPR was analyzed, and the necessary research was conducted. A personnel assessment system based on key performance indicators (KPIs) for administrative and managerial personnel has been developed. Based on the research conducted at SPbPU, two options for the implementation of the KPI system were formed. Based on the research conducted at SPbPU, it was decided to introduce a system of one-time payments in case of gaining a certain number of points according to the developed indicators.