Advantages and disadvantages of various methods. The use of the comparative method, its advantages and disadvantages Assess all the advantages and disadvantages

A comparative approach to real estate valuation is based on information about recent transactions with similar properties in the market and comparing valued real estate with peers.

The initial prerequisite for applying the comparative approach is the presence of a developed real estate market.

Although such an approach to assessment at first glance looks quite simple and straightforward, its application in practice is associated with many difficulties and conventions.

First of all, the presence of such difficulties is due to the fact that there are not even two absolutely similar objects. Location, physical characteristics and condition, burdens and conditions of financing, time of sale - these are just a few of the positions for which, as a rule, objects have differences. Moreover, some differences may change their contribution in accordance with changes in the market situation.

Another difficulty in applying this approach is the need to take into account transactions that meet the definition of market value, that is, those that were not affected by non-market factors. When selling large profitable objects, information on economic characteristics and terms of sale is often unavailable or incomplete, therefore, in such cases, the method of comparing sales can only outline the range in which the market value will most likely be. That is why the evaluation of commercial facilities using a comparative approach should be carried out quite carefully.

If there is a sufficient amount of reliable information about the recent sales of such objects, a comparative approach allows you to get a result that most closely reflects the market attitude to the valuation object.

It is believed that the most reliable results are given by the comparative approach when evaluating non-commercial real estate - multi-unit and individual residential buildings, cottages, gardens and summer cottages.

So, exploring the main aspects of the comparative approach, we can highlight its pros and cons.

The advantages of a comparative approach are:

Ø the simplest approach;

Ø statistically reasonable;

Ø suggests adjustment methods;

Ш provides data for other approaches in the assessment.

The disadvantages of the comparative approach are:

Ш requires an active market;

Ø comparative data are not always available;

Ø requires amendments, a large number of which affect the reliability of the results;

Основан Based on past events, does not take into account future expectations.

CONCLUSION

The market approach to real estate valuation is based on the analysis of information on the prices of transactions of purchase and sale of objects similar to the estimated or similar in some parameters, which includes four consecutive stages:

Collection of information;

Analysis of its reliability and applicability;

Conclusion on the value of the evaluated object;

Assessment of the accuracy of the result.

Gathering the necessary background information is a separate and sometimes difficult task for the appraiser. For some segments of the real estate market, such information is open and publicly available, for others access to it may be limited, for others it may not be at all or its volume is very small.

If the appraiser has a sufficient amount of information, then he needs to check its accuracy. In fact, often the parties, for various reasons, hide the true price of the transaction, trying to underestimate it or, in some cases, overestimate it.

Therefore, the information used must meet the following basic criteria:

The parties to the transaction had a sufficient understanding of this market;

Parties to the transaction are not related to each other by any other relations affecting the price of the transaction;

Data on the transaction price was received from a person not interested in its distortion.

In reality, it is practically impossible to select statistics on transactions with similar objects, therefore, adjustment of market sales data is necessary, reflecting the differences between the compared objects from the estimated. Adjustments to the value of comparable objects are expressed both in absolute monetary terms and as a percentage of the value. The main way to determine the quantitative values \u200b\u200bof adjustments is the analysis of pair sales - sales of two objects that are similar in all respects, with the exception of one. From the analysis of such sales, the appraiser can obtain a quantitative adjustment value corresponding to this parameter.

Thus, applying the market approach, it is necessary to determine the parameters by which the evaluated object differs from comparable ones, and calculate the corrections of the value of comparable objects corresponding to these differences.

When evaluating certain types of typical objects, it is possible to use integral adjustments, including all the numerous differences from a comparable object. In this case, justification, calculations of the integral value of the difference between the estimated object in value from comparable is necessary.

It is also necessary to take into account the dynamics of inflation, changes in legislation, the development of infrastructure and other factors that influence the change in value over time. For this, in addition to the analysis of purely economic factors, it is necessary to take into account the prospective development of the corresponding territory, enshrined in the General Plan, in detailed planning and development projects, and other regulatory acts reflecting the policy of state authorities to develop the corresponding territory. It should be borne in mind that over the past time the price change could be so significant that the time factor cannot be taken into account by adjustments and therefore the available information cannot be used.

    admin

The face of a person consists of a variety of advantages and disadvantages. In accordance with personal qualities, behavioral signs are formed, according to which others evaluate the inner world of the interlocutor. A proverb has long appeared in the Russian language, testifying to the importance of intellectual and spiritual components - "They are greeted by clothes, but escorted by the mind."

It is not surprising, because behind a well-groomed appearance, complemented by exquisite wardrobe elements, even a skilful flatterer and a lying hypocrite will not be able to hide their own disadvantages. The disadvantages and advantages of a person are hundreds of items, so it’s almost impossible to mention every character trait. However, there are typical images of people endowed with the most common qualities that are fairly easy to recognize.

Common Benefits: Social Benefits

It is impossible, not having learned to harmoniously combine the strengths and weaknesses of character. Successful marriages are distinguished by the compatibility of partners who have successfully accepted the cons and pros of each other. The search for a “golden” middle ground that allows you to remain yourself and arouse sympathy among others is a life goal that appears on a subconscious level from childhood. The first step on the path to personal improvement can be done by supplementing your image with positive qualities:

Mercy and compassion allow you to support a loved one in difficult times, substituting a “shoulder” in a comradely manner. Such qualities reflect the width of the soul, ready to share someone else's grief.
Sociability - the ability to find a common language even with a stranger. It’s easy to build a constructive dialogue, because he is ready to lively talk about abstract things and share specialized knowledge on familiar topics.
Nobleness, especially in demand in the Middle Ages, today is becoming a rare artifact that complements the personality. In this capacity lies honesty and courage, dedication and high moral concepts.
Loyalty is a thinning component of the image of a person, because the importance of the institution of the family in the 21st century is decreasing every second. The number of divorces, which became the logical conclusion of the decay of couples, is growing exponentially. Loyalty to a friend, parents, work and love partner stands out in a certain category of disappearing qualities.
Attentiveness to current situations and inconspicuous details is a useful feature that makes it easy to navigate the fast paced rhythm of life. People do not notice the banal things, passing important acquaintances and fateful events.
Farsightedness and insight become yet another virtue of the personal appearance, allowing the stranger to prevent the betrayal of a loved one. Such a quality helps to determine in time the thoughts of the interlocutor, about which he does not dare to speak out loud.

To achieve the desired result, complementing the inner world with the above qualities, you need to work hard. The main principle on which self-improvement training programs are based is the control of one’s own emotions, provoking people to crazy and meaningless actions.

Common flaws: chronic problems

Having identified common advantages, one cannot but mention the typical shortcomings inherent in the moral character of people in the 21st century. Only after eliminating the following qualities from your own image, you can count on a successful result, reaching a new stage in the process of personal self-development:

Selfishness and arrogance are messengers, which the owner of such traits is difficult to avoid. High self-esteem prevents building a dialogue with people, provoking the emergence of conflict situations.
Compliance and excessive responsiveness do not allow a person to say a meaningful “No” in time. Given the competitive environment in which residents of developed cities today have to exist, the inability to refuse is a significant reason for cunning, but lazy ill-wishers.
Need for help and control.
Mercantilism is a sworn "enemy" of the personal image, exposing the meager inner world of a wealthy person. Such people measure life and surroundings financially, asking the urgent question: for happiness?

Lies can be different, therefore it is impossible to unambiguously attribute this quality to the shortcomings of the personal appearance. If a person is forced to lie in order to save the lives of loved ones, then condemning such an act is inadmissible. However, lies that unfaithful husbands do not hesitate to use are the height of arrogance.
Cowardice is a sign of a weak-character person who is unable to cope with emerging problems. It’s difficult to get on with this quality, because in case of an emergency, the unpleasant facets of the personality appear.
Cynicism is a quality that frightens people around and presents a person’s inner world in a negative light. Such people can calmly talk about the consequences of a terrorist attack or calculate personal gain in a transaction involving the bankruptcy of a friend.
Groundless jealousy also deservedly refers to the common shortcomings of people. Reckless inspections and loss of trust break families apart.

At the first stages of self-development, try to give in to emotional impulses less, subjecting your own thoughts to careful analysis. Do not be afraid to listen to, but remember the advisability of an objective assessment of the upcoming act. After a short period of time, certain “barriers” will develop at a subconscious level that do not allow flaws to break out without your permission. Only after reaching such a stage can the procedure for improving the personal appearance be considered a successful “event”.

If you do not learn to accept your shortcomings and appreciate the advantages, then there is a risk of occurrence. A person who is not ready for who he is is doomed to mental imbalance and mental instability. Taking this fact as a given, it’s easier to take the path of correction, improving and transforming your own minuses into pluses.

   March 3, 2014, 14:56

Benefits

disadvantages

Graphic Grading Scale

Easy to use; provides a quantitative rating for each employee

Norms may be unclear; problems can also arise due to the halo effect, central tendency, softness, prejudice

Alternative ranking

Easy to use (but less simple than graphical grading scales). Avoids central tendency and other rating scale problems

May cause disagreement of employees and unfair if all employees really performed their duties perfectly

Forced Distribution Method

Constantly defined number of subordinates in each group

Evaluation results depend on the adequacy of your initial selection of cut-off points.

Critical case method

Helps explain to workers what “good” and “bad” duty is; forces the tester to evaluate subordinates based on behavior

It’s hard to rank the workers by distinguishing them from each other

Provides behavioral “bindings”. BARS are very accurate

Difficult to develop

Goal Management Method

Tied to shared performance goals

Takes a lot of time

Adequate protection of workers from inadequate assessment can be achieved through the following procedures:

    Perform an analysis of the work to determine the characteristics (for example, “timely completion of the project”, etc.) required for the successful performance of duties. Graphically:
    Performance analysis Performance standards Performance assessment of duties

    Make sure that certain performance standards are communicated to all testers and testers.

    Use clearly defined individual sets of responsibilities (for example, quantity or quality) rather than vague general dimensions of performance.

    When using graphical grading scales, avoid abstract characteristics (e.g. loyalty, honesty). If they have not been defined in terms of observable behavior.

    Train testers to use rating tools carefully. This includes instructions for applying performance standards (“outstanding”, etc.) when making judgments.

    Allow testers to get in real contact with the assessed employees on a daily basis.

    If possible, have more than one tester to evaluate and conduct such evaluations independently. This process will help you avoid individual errors and the “halo” effect.

    Use formal appeal mechanisms and review top-level ratings

    Document grades and reasons for dismissal decisions (if any)

    Where necessary, provide the right guidance to help poor workers improve their responsibilities.

Who should evaluate

Immediate supervisor rating

The core of many rating systems.

Using estimates of other employees

May be effective in predicting future managerial success. One of the potential problems with such evaluations is “mutual praise”, that is, all employees rank each other high.

The structure includes the immediate superiors of the employee and three or four employees. Composite ratings are more reliable, fair and reasonable than individual ratings. Rankers observe various aspects of job performance and their assessment reflects all these differences.

Self-esteem

Assessment by subordinates

Subordinates anonymously evaluate the performance of duties of their superiors called directional feedback. Helps senior management to learn management styles, identify potential problems of people and, if necessary. Apply effective measures to individual managers. Such ratings are important not only for the evaluation itself, but for development purposes.

The first program is a survey, which is a standard anonymous questionnaire issued each year to each employee. Her points are to identify aspects that help and hinder employees in their work. The second phase includes holding a meeting with feedback between the manager and his working group. The purpose of the meeting is to identify specific problems, study the causes of these problems and develop an action plan to solve them.

The third phase is the implementation of an action plan. The plan itself is a list of actions that the manager will take to solve the problems of the employee and, possibly, increase the results. In this way, managers get a four-column action plan table: What is the problem? What is your problem analysis? What is its reason? What needs to be done?

During the assessment, the employer compares the employee holding a given position with a specialist who is ideally suited for this position.

In the West, formalized valuation appeared in US companies at the beginning of the twentieth century.

In the 1960s, a new methodology appeared - management by goals (MBO - Management byobjectives) - the personal achievements of each employee were evaluated.

Personnel assessment is a system that allows you to measure the results of work and the level of professional competence of employees, as well as their potential in the context of the strategic tasks of the company.

In the 1980s, a technique called Performance management (PM) was created - performance management. Not only the result is evaluated, but also the ways to achieve it. Assumes large-scale feedback with the employee. It can serve as a tool for predicting the further professional development of an employee and planning his career in the company.

In the 1980s and 1990s, the objectivity of the assessment increased with the advent of new technology - “360 degrees”, which involves a systematic survey of the people (manager, subordinates, colleagues and clients) with whom the employee works.

At the same time, the Assessment Center, which assumes a comprehensive assessment of competencies, is beginning to become popular. It was mainly used in evaluating senior managers with a view to appointing them to these posts and for enrolling in the personnel reserve of companies.

In Russia, certification is considered a traditional way of assessment.

Modern valuation methods have recently appeared in Russia, with the advent of Western companies on the Russian market. The number of companies using RM, Assessment Center, including domestic, “360 degrees” is growing, but not as fast as we would like. The main obstacle is the Russian mentality of the continuity of Western technologies, distrust of them, as well as a craving for stability and conservatism.

Consider the main methods of personnel assessment used in Russian companies.

Certification

The certification procedure is set out in officially approved documents. In the absence of such, the organization must have approved in accordance with the established procedure "Regulation on certification" of company personnel. The procedure and all regulations are agreed and approved by the first persons of the company.

Certification is the right of the company’s administration, which can be realized in relation to all or certain categories of employees. Employees who have worked for less than one year, pregnant women or have children under three years old, and representatives of top management may be excluded from the assessment.

Certification is carried out one, two or three times a year. It may be, by decision of the administration, regular or extraordinary.

Certification evaluates qualifications, labor results (assessment sheet or on the recommendation of a manager), level of knowledge and practical skills (in the form of a standard exam), business and personal qualities.

The evaluation criterion is the professional standard of specialties and positions.

An attestation commission is being created from middle-level representatives, human resources workers, and trade union members. The number is usually determined by an odd number of participants in the amount from 5 to 11. The commission in the presence of the employee considers all the data and makes a decision on the future fate of the employee in the organization.

The results may be the basis for the dismissal of an employee in accordance with Art. 81 of the Labor Code of the Russian Federation. In case of disagreement with the decision of the certification commission, the employee has the right to appeal to the labor dispute commission at the enterprise or to go to court. The Commission shall provide the reasons for its decision.

It consists in jointly setting tasks by the leader and employee and evaluating the results of their implementation after the reporting period (usually the end of the fiscal year).

The assessment affects all categories and positions of the company.

1) A list of tasks is compiled:

a) the manager sets the tasks himself, and then brings them to the employees. Then there is an adjustment based on the proposals of the employee;

b) the manager and employee set the tasks independently of each other, and then coordinate them during the interview.

2) The criteria for completing tasks (coefficient, weight as a percentage of total success for each task) are determined in accordance with the company's strategy.

3) The success of the task is determined. The priority is the opinion of the head or a higher manager is involved in the decision.

4) Measures to improve the quality of work are outlined.

It evaluates the results, methods and competencies of employees, identifies development areas, and plans for an employee's career. All categories and positions of the company take part. The emphasis is placed on the feedback of the head with the subordinate in the form of regularity of contacts once a year (formally) and more often (as necessary, unofficially).

Job interviews and a final interview (conducted jointly by the manager and subordinate) are held once a year, where the employee is provided with feedback on his work and ways to develop his success and quality of work are developed. The results of work on tasks and competencies are assessed, areas are identified and plans for training an employee and developing his career are drawn up.

"360 degrees"

Competency assessment performed by people who constantly work with an employee.

It is used for individual personnel tasks, and as an addition to the main system. The employee himself can initiate this evaluation method to determine his areas of development.

The opinion about the employee is made by four parties: the head, subordinates, colleagues and clients (above, below, near and around) in the amount of 7 - 12 people. It is desirable that people evaluate not only positively, but also critically.

Assessed competencies:

Leadership

Teamwork

People management

Self-management

Sociability

Vision

Organizational skills

Decision making skills

Professionalism

Initiative

Adaptability

Data from completed questionnaires and questionnaires is collected and sent to an external provider for processing (to achieve complete confidentiality) or processed online (automatically). Only the leader can show his mark, thus providing feedback.

The results of the assessment (usually on a five-point scale) are received by the employee and his manager.

Assessment Center

1) Preparatory phase:

- determination of the objectives of the assessment;

- development (updating) of the competency model. The model should correspond to the general strategy of the company and include the competencies necessary to perform a specific task. To develop competencies, business leaders and preferably the first person of the company are necessarily involved. Competencies are assigned by level.

2) Development of the Assessment Center procedure:

- development of a scenario plan (timing and logistics of the event);

- modeling and / or adaptation of exercises;

- determination of the set and sequence of assessment methods;

- training of experts, training of observers;

- familiarization of the evaluated participants with the Assessment Center program.

3) conducting an Assessment Center:

- conducting a business game, cases, group discussions in which the selected competencies are manifested. The topic can be any, and does not have to correspond to the content of the employee’s work. Each case makes it possible to evaluate several competencies in different combinations. Exercises are performed in a group or in a pair. The behavior of employees is monitored by specially trained observers - external consultants, HR department staff, representatives of business units;

- individual interviews, tests (for intelligence, personality) with each participant according to the results of the game;

- general assessment of the participant in the game (integration session) - reduction of ratings. All observers express their opinion on human behavior during business games and discuss the overall assessment of each competency;

- drawing up a report on the results of the Assessment Center;

- providing feedback to the participants of the Assessment Center.

It is very important that the consultants / supervisors who provide feedback are extremely discreet and cautious. Often in Assessment Centers ambitious employees with high self-esteem are evaluated. After feedback, they should have a positive impression.

Also, coaching, which is non-core, but provides more detailed information about the employee - his potential, motivation, intentions, aspirations, strengths and weaknesses, can be unofficially timed to coincide with assessment methods. Coaching is a strong motivating and initiating employee’s responsibility to their activities, therefore, at all stages of the employee’s work, it can be used both as an assessment method, and as a development method, and as a way of motivating an employee.

Comparative characteristics of various methods, stages of implementation of the evaluation system in the company, as well as the difficulties that arise.

Identification of staff assessment needs

The company must evaluate, and the consultant can help in this by informing (the pros and cons of each valuation method) which valuation method is acceptable for the company and whether it is necessary at all, based on an analysis of the following factors:

Date of the last evaluation event.

The age of the company.

How financially ready is the company to implement the evaluation measure

Availability of strategy and mission.

How developed is the corporate culture of the company and what are its features.

Company size.

The scope of the company, the nature of the products or services.

Socio-psychological atmosphere in the company.

Stage of work of employees to be evaluated and other factors.

To determine the actual need for an assessment, the consultant and the customer need to understand the reason for contacting the consulting company, because the wishes for the assessment can be very different, from the real need to identify the success level of the company to an assessment as a tribute to fashion. The last wish is not a need for evaluation, and its implementation can trigger the irreversible process of the collapse of the company. Therefore, the process of determining true intentions, where a clear goal, result and specific tasks of the company is built, is the first and most important stage in conducting staff assessment itself.

Each stage of the employee’s work in the company involves the use of certain assessment methods

- - applied only in combination with other methods

It can be applied separately

At the end of the trial period, assessment interviews and tests for knowledge of the subject of activity are used.

Assessment Benefits

Company valuation benefits

1. Determining the results of work, the level of knowledge and skills of company personnel.

2. The ability to rotate personnel and create a personnel reserve.

3. Creating a targeted staff development program.

4. Motivation of staff.

5. Building a corporate culture.

6. Organizational development.

Employee Assessment Benefits

1. Determining the place and role of each employee in the company - horizontally and vertically.

2. A clear understanding of the tasks, the criteria for the success of their implementation, the dependence of wages and bonuses on labor results.

3. An opportunity to receive feedback from the immediate supervisor.

4. A guarantee that achievements will not be ignored (if the system works efficiently).

5. The opportunity for professional and career growth.

Place of personnel assessment in the personnel management process

Training. Personnel assessment helps to identify the training needs of employees, as well as determine the effectiveness of the training programs used.

HR planning. Evaluation of performance indicators allows you to determine both current and future quantitative and qualitative need for staff.

Staff selection. Information on the evaluation of work results is used to improve the methods used to attract and select personnel.

Employee development and career planning. Evaluation of performance indicators allows you to evaluate the employee’s potential and outline ways to perform more complex and responsible work.

Stimulation and motivation of work. Evaluation of performance indicators helps to increase the effectiveness of the motivation and incentive system by providing employees with feedback, evaluating their contribution to achieving the goals of the organization and unit.

Formation of personnel reserve and work with it. Assessment of the work and working behavior of employees is the basis of the formation of the reserve and determining the effectiveness of its training.

Implementation of a personnel assessment system in a company

The implementation of the evaluation system in the company takes place in several stages:

1) Decision-making on the creation of an evaluation system in the company by the top management and HR department of the company. Actions at this stage:

Determine the purpose of the assessment and its impact on employee motivation (pre-conduct a survey of employees).

The personnel management service should make a presentation to senior management about the advantages and disadvantages of various assessment methods.

Decision-making on the implementation of the evaluation system in the company as a whole and on its method of implementation.

The decision to create a working group.

2) Creation of a working group, which will include representatives of middle management, the HR department, legal and PR services, possibly external consultants and company employees. The group provides top management with a detailed plan of action for the creation and implementation of the system, and a budget, if necessary.

3) Selection of assessment methods and development of the first version of the system.

a) development of a corporate competency system.

b) the organizational structure of the company and linear subordination are clarified to clarify the cascade of hierarchy.

c) the assessment system is correlated with the business planning system in the company and KPI

d) the assessment system should fit into the whole range of HR-tools.

e) review and clarify job descriptions.

The result is the final decision on the assessment method, structure of the assessment system, set of competencies, assessment scale, options for forms and forms.

4) Finalization of the system and preparation of documents by the HR department: provision on evaluation, evaluation forms, instructions for the manager and employee.

5) Information support of the system within the company, conducting training for managers (evaluators) according to the plan: explaining the benefits of evaluation for the company and employees, a clear description of the sequence of the assessment, the structure of assessment forms and how to fill them out, training task setting and correlating them with the business plan , a story about the consequences of the result for employees and the company, training skills in conducting evaluative interviews with employees.

6) Finalization of the system taking into account the wishes of middle managers.

7) Conducting training for staff.

8) Assessment.

9) Summing up, analysis of successes and failures.

Errors and difficulties in implementing the assessment system

Inconsistency in the method of assessing the degree of maturity of a company.

Negative attitude of employees to any assessment of their work.

Assessment of personal qualities of employees in isolation from job duties and competencies.

The assessment system is not connected with the system of material and non-material motivation.

Managers believe that they do not have time to conduct an assessment.

The participation of employees in the formulation of tasks is minimal.

Managers give poor feedback, and employees do not know how to perceive it.

Low or high self-esteem of employees.

 

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