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 a new job, organizing 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.

Specific terms, 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. Changes in 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.

The need for professional development is driven by the need to adapt to change 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 managerial problems, respecting the rights and freedoms of participants in the labor process, developing their 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 by the ultimate goal, without active interference 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.

Thus, 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 influencing efficient work department (organization).

Personnel management should influence the motivation of people so that the employee has a desire to work, a desire to prove himself from the best 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 of V. Vroom's theory?

One of the most important points in a resume is professional qualities. They are also called business. They indicate the ability of a person to perform labor obligations. The success and productivity of a potential employee depends on professional qualities.

Professional and personal: the difference

Job seekers often confuse professional skills and personal qualities. There is a very thin line between the two concepts. Business qualities characterize a person as labor force. The most important are the level of education and work experience. Both factors will help the employer to assess the possible productivity of labor, competence, and professional skills.

When considering business qualities, it is important for a recruiter to understand whether the applicant is suitable for a vacant position. He analyzes whether the candidate will help achieve the desired goals, what value he brings to the company and what his salary can be.

Features of personal qualities indicated in the resume:

• characterize a person as a person;
• taken into account when several candidates have business skills on the same level;
• help in forming an opinion about the attitude of the candidate to work, colleagues, superiors, etc.

Personal characteristics are secondary and are not always taken into account, but they still need to be written deliberately.

Choice of characteristics

HR specialists advise writing no more than 5-7 personal and professional qualities. This amount is enough to give an assessment to the applicant.

If there are 5 qualities, this will demonstrate that the candidate knows how to prioritize, choose the main thing and is able to make a competent choice.

Be sure to select qualities that characterize the strengths and weaknesses of a person.

You need to evaluate yourself adequately, without the influence of low or high self-esteem. You can write out all your strengths and weaknesses on a sheet and choose those that not only successfully characterize a person, but also directly relate to the vacancy.

Better not to use standard descriptions. Banal characteristics that are written in every resume will not attract the employer. A great solution is to describe the qualities in a few words.

At the interview, they may be asked to give examples that confirm the presence of the indicated personal and professional abilities.

Evaluation of negative qualities

There are several ways to present your negative sides. Can you talk about weak side which has been corrected. This will demonstrate the applicant as a goal-oriented person with willpower. This will show that a person is ready to develop and change if necessary. In this context, you can write about the following skills:

• not punctual, but after appropriate courses acquired time management skills;
• who has a fear of speaking in front of the public, but is now studying the basics of oratory;
• slow, but does the job efficiently and strictly on time;
• poorly versed in technical innovations, but, if necessary, monitors relevant resources with up-to-date information etc.

You can write about personal or professional qualities that do not relate to the chosen type of activity. They will not affect the quality of work or productivity of a potential employee in any way.

The third popular option is to present your skills and qualities in a favorable light. With their help, you need to convince the employer that the applicant is an ideal candidate for vacancy. Show that they will not interfere with the work. For someone who is applying for a leadership position, it may be a desire to control all processes in the company.

A list of other negative qualities that you can write about:

• hyperactivity;
• excessive emotionality;
• inability to lie;
• healthy selfishness;
• self-confidence;
• straightness;
• modesty;
• poor communication skills;
• touchiness;
• greed, etc.

Beginners need to immediately warn the employer about the lack of experience. This will be their key negative business characteristic. They can be indicated as negative qualities industriousness, straightforwardness, restlessness, excessive activity, etc.

Evaluation of positive qualities

Positive professional qualities for a resume are also important criteria in the selection of employees. There are skills and traits that are suitable for any job. Their examples:

• honesty;
• simplicity and ease of learning;
• the ability to focus on what is important;
• stress resistance;
• lack of bad habits;
• initiative, etc.

Such qualities are valued in an employee in any position, because characterize it from the best side. If the applicant submits a resume for a managerial position, then it is better to indicate other characteristics of a personal nature.

HR managers and experts identify 3 categories of strengths:

1. mobile skills. The abilities inherent in related professions or those that were used by the candidate at the previous place of work and will be relevant for the vacant one. These can be the skills to establish contact with people of different temperament types, work with basic office programs, quickly resolve urgent issues or remain calm in stressful situations.
2. Skills based on knowledge. A person received such abilities due to additional training or in the course of labor activity at the same place of work. This is the ability to use a computer, keep records, keep business correspondence with foreign partners, communicate freely on foreign language etc.
3. Personal qualities. The unique properties of man. They allow you to understand what a potential employee is like in everyday life.

Often job seekers first write positive qualities that are directly related to work activities. But you don't have to praise yourself too much. A little self-criticism never hurts.

A potential employee can confirm the presence of these characteristics with the help of arguments. You can give examples of the manifestation of such abilities in the motivational sheet in the form of a structured and logical text.

When compiling a list of business qualities, think about what character traits or professional skills the ideal candidate should have.

Important characteristics for different types of professions

A professionally written resume is immediately noticeable. It describes only those qualities that concern vacant position. Meeting the expectations and needs of the recruiter increases the chance that a person will be considered.

Comparison of business qualities, personality traits and professions:

1. Leadership positions. Such employees value the ability to work in a team, correctly distribute duties, quickly adapt to new conditions, and be responsible for the work of subordinates. Important are tolerance, loyalty, logical thinking, ability to plan and analyze, ethics, honesty.
2. Technical specialists, lawyers, economists. They must be able to work with documentation, notice details, collect and analyze data. They must be pedantic, attentive, assiduous, far-sighted, accurate.
3. Professions that involve interacting with people. The main thing is communication skills and the ability to find an approach to different categories of people. Other professionally significant characteristics: politeness, ethics, collectivism, efficiency, sociability, easy adaptation, decency.

The professional abilities of the candidate are evaluated in several ways. These are letters of recommendation, testing, an exam for knowledge of the specifics of the chosen type of activity, role-playing games, and case studies. But the first stage is an interview, at which they may ask:

• what are your strengths;
• how can you characterize your weaknesses;
• why we should consider your candidacy;
• what do you want to achieve in our company, etc.

During the interview, the employer wants to check the applicant for honesty and compare the described qualities with the real ones. Role-playing games help to show how a person reacts to stressful situations.

What does the employer want to know about a potential employee, in addition to his education, experience and professional skills? Usually this is the attitude to work, to other people (employees and clients) and career goals.

Personal qualities for a resume should look like a short but concise description of your advantages. It is logical to add negative qualities for a resume only if the employer requires them.

Be honest about yourself. Deception will be revealed at the interview and will become a serious minus for the applicant. It is better not to write anything than to ascribe to oneself non-existent virtues.

What qualities are better not to indicate

It directly depends on the desired position. Manager and leader trade organization you should indicate the appropriate business qualities for the resume. Creativity or love for children is out of place here.

Sociability should not be indicated for specialties that require concentration and perseverance. And they should not be mentioned to people creative professions: designers and artists.

It is worth writing about attractive appearance and sports training only if they are required for a future profession.

How to Avoid Templates

Recruiters are annoyed by typical and hackneyed "responsibility" with "punctuality". The applicant is automatically included in the list of identical applicants. In addition, the gaze does not linger on banal phrases. The time a recruiter spends on viewing does not exceed half a minute.

How to get his attention? Just reveal the meaning of the word as an explanation or replace it. As an example, the expression “I perform my duties in good faith” is better than the standard “responsibility”. “Sociability” is described more fully if special courses and business trainings have been completed.

From the point of view of psychology, it is more useful to do without the “not” particle. As an example: "non-conflict" - benevolent, peaceful, calm.

It is more effective to expand, but tersely describe the personal strengths of the character in the resume, examples of more effective disclosure personal qualities are given in the tables.

It happens that the employer requires a list of shortcomings. What negative qualities of a person are suitable for a resume is determined by the intended position.

Writing example

We have summarized the most commonly used personal qualities for a resume in tables.

Strengths of character and personal qualities of a person for a resume

Negative personality traits and sides of character, presented as virtues

Creative approach to telling about yourself helps to find new job, even if the requirements in the vacancy are specified in formalized formulations. What if this is the first test of real interest?

It must be remembered that it is impossible to compile a universal list of characteristics for all companies. It is better to prepare several versions of the resume and prepare to argue what was written at the interview.

Special opinion

Ivan Dmitrievskikh

Head of HR Department Belitsoft

The personal qualities by which the employer chooses a future employee are divided into four groups. It is important to decide on each of them, not only in order to pass the preliminary selection by the recruiter, but also to stand out among other resumes on the manager’s desk:

1. Flexibility in communication. It is important for any leader to know how easily you will join the team and strengthen the team, and to be sure that the amount of time spent on you during the "grinding" period will be minimized. The personal qualities of this group usually include:

• the ability to find a common language (works better than "sociability", which many perceive as an addiction to "just have fun");
• ability to decide conflict situations;
• a team player or a lone hero (different vacancies require different qualities - try to determine for yourself what you are best at);
• leadership skills;
• the ability to find a balance of support and pressure to achieve common goals, etc.

2. Responsibility is very important quality, which for some reason the younger generation pays little attention to in their resumes:

• attitude towards deadlines;
• how ready are you to put off your personal life, “if tomorrow there is a war”;
• attitude to quality (how to do it right - faster or better?);
• attitude to details - you prefer to collect complete information and check every detail, or you understand that you will never collect 100% of the necessary information and sometimes a decision must be made when it is lacking;
• attitude to problems (jambs, fakapam) - “it’s not my fault” or there is an understanding of the cause-and-effect relationships of the problem that has arisen (next time, in order to prevent this, do this, and to reduce losses - this way);
• Do you have systems thinking?

3. Motivation - internal or external - is based on your internal principles or values, or external factors are needed:

• "to" or "from" - achieving something (bonuses, career, status, experience) or avoiding (punishment, for example);
• understanding the balance of pleasure and necessity - what part of the work in the previous place aroused passion, and what killed with boredom.

4. Your energy - there is nothing worse for an employer than to hire an expensive burnt out professional:

• why they left their previous job (why they started looking for a job);
• relationship with management in the previous position;
• What are you looking for in a new job?
• what hobbies they have outside of work (usually burned out people don’t have them under the pretext of “no time”).

All these qualities are indicated in a separate column of professional qualities or in cover letter. For example:

“Over the five years of work, I have been rotated in three departments. Easily found a common language with colleagues in each of them. The ability to support in time has always helped in this. There were a couple of conflicts, but they were quickly resolved. Unfortunately, six months ago I realized that I had reached the ceiling in professional growth. And my energy is much more than what was needed there. In a new place, I am looking for an opportunity to work with a strong mentor and implement my ideas.”

Irina Veryovka

Head of Recruiting at the Human Capital Development Center

When looking for a job and writing a resume, it is important to understand that the employer is interested in the result. The main question for a recruiter is: how can a potential employee make a company better? Therefore, it is preferable to formulate personal qualities for a resume in the format of soft skills, that is, flexible non-specialized skills and competencies. Their presence allows the employee to solve non-standard tasks, effectively interact with the team, and manage their own performance.

The formulation of personality traits in the soft skills format with specific results makes the resume more presentable and professional. It helps the employer understand what a potential employee can achieve.

But describing personal qualities, the applicant often oversaturates the resume with them. Therefore, before formulating the next paragraph, think about whether it is really necessary? A sense of proportion is very important. Many characteristics raise doubts among recruiters and provoke questions. For example, you indicated such a quality as "charisma". Can you explain how it manifests itself and how to evaluate it?

If the employer still has questions, be prepared to confirm your personal qualities. Prepare a few examples that prove your serious attitude to the matter and the ability to take responsibility. If in doubt, refrain from specifying a particular feature. If you don't list anything you need for the job on your resume, the interviewer will ask leading questions.

Christina Korepina

hr-marketing specialist

The article provides an excellent table of paraphrasing hackneyed descriptive adjectives. But I propose to go even further and designate personal qualities through examples from practice. That is: “I come to meetings in 5 minutes to get comfortable” - this phrase is about punctuality, about responsibility and about good manners.

Or “I reply to any incoming letter in the mail that the letter is in progress. And this is not an auto-response” - this is about high service accounting, about customer focus.

Such storytelling will definitely catch the hr's glimpse and at the same time reveal you as a creative person!

Personal qualities in the resume should emphasize your strengths in the business environment and not be stereotyped. Template characteristics at best will not be read, at worst they will think that you copied them from another resume or did not consider it necessary to devote time and attention to your own wording (and here the resume will lose several points in the eyes of the employer).

To make a list of personal qualities to add to your resume:

• remember your last birthday in the company: what did you wish for? how were you characterized? what colleagues, subordinates, manager, partners said about you;
• remember 2-3 difficult work tasks for Last year Q: What made you successful in them? what personal qualities helped you? thanks to what qualities did you overcome difficulties along the way;
• look at the two resulting lists, mark the overlapping ones, evaluate the remaining ones, form your own list to add to the summary (3-5 points).

Sometimes, if it is difficult to write personal qualities in a resume, it is better not to write them at all. The only thing is that in this case, get ready that you will be asked about them in an interview, and you will most likely have to talk about them.

Viktor Nazarishin

Head of HR SIM-NETWORKS

On the one hand, personal qualities (soft skills) that will allow a person to be effective in a position are indicated in the professiogram and the position profile, which is created on the basis of the corresponding professiogram. Read these documents before deciding on a personal list.

On the other hand, a recruiter, when publishing a vacancy, describes the requirements for the personal qualities of the person the company is looking for for this position. Ideally, determine a summary list of personal qualities that correspond to both the professional profile and the requirements of the employer. These personal qualities and their manifestation are of interest to the employer.

Taking into account the fact that the requirements of employers are different and they do not always coincide with the classical vision of the professiogram (peer review), it is recommended to describe personal qualities not in a resume, but in a cover letter!

First of all, focus the attention of the employer on those personal qualities that are important in your profession. For example, it is important for a project manager to be able to correctly allocate time and be punctual. And if you are applying for a position that involves monotonous monotonous work, you should declare your perseverance, consistency and love of order.

Well, stamps should be avoided - the standard "sociability" and "stress resistance" in your resume will be ignored at best.

One of the guarantees of the success of any activity is the professionalism of the person involved, therefore it is so important to look at the business qualities of the employee. They allow you to understand what he is capable of, what can be entrusted to him. It is desirable to analyze them when applying for a job, it is important to remember about personal qualities, on which behavior with colleagues and management often depends. The list of those and others varies for different professions. They are subject to change if necessary for career advancement.

Business qualities are extremely important when applying for a job

Definition

Business qualities are the ability of a person to perform functions if he has a certain level of knowledge, education, work experience and personality characteristics. Without their identification and evaluation of the employee, it is difficult to entrust him with the performance of duties and count on their high-quality performance.

There is a different approach to the definition of business and professional qualities. Some tend to believe that the professional qualities of an employee are the least important. The most popular position is that professional ones reveal in more detail the characteristics of the specialist's properties. Business are universal qualities for different types work.

Description of personal qualities

Personal qualities when applying for a job play no less important role than business ones. Personal properties reveal the characteristics of a specialist as a person, show how he interacts with other people. Some of them are laid down from childhood, formed in the family, the other part develops in society, in the school, student team. Some personal characteristics can only be discovered in the course of work, positive qualities can and should be developed to achieve professional goals.

Professional and personal qualities are important for work. They are reflected in the resume of the candidate for the position, often business results from personal ones.

With the same professional characteristics the employer examines the list of personal properties. The applicant should strive to show the strengths of his character and personality in his resume so that the manager makes an objective choice.

Characteristic

An approximate list of personal qualities of an employee:

• honesty;
• sociability;
• responsibility and integrity;
• diligence;
• politeness and tact;
• purposefulness;
• flexibility and the ability to accept someone else's point of view;
• self-criticism, the ability to see one's mistakes and admit them;
• stress resistance.

This list shows the positive properties, there are also negative aspects of the personality, which are easy to identify through the opposites of positive properties. Ideal worker hard to find, each has those and other characteristics in different proportions.

Top 20 Most Popular Personal Qualities on a Resume

Description of business qualities

Business qualities for hiring can be classified for various reasons, including motivation, the range of tasks performed official duties, focus on colleagues, management or counterparties, the time of acquiring qualities.

One of the most common and extensive classifications is the division into positive and negative. They will be considered separately, since different situation one and the same property can be good, and in another case it can be bad.

Also, some performance characteristics are important for the boss, and others for the ordinary specialist.

Positive

Among them are those that characterize the attitude to labor duties:

• discipline;
• perseverance;
• independence in making individual decisions;
• self-learning;
• accuracy in working with documents;
• the ability to plan and distribute your time;
• foresight;
• creativity;
• the ability to clearly articulate their thoughts;
• ability to make decisions quickly.

Those that show the nature of relationships with others:

• ability to find a common language with clients;
• knowledge of business etiquette;
• the ability to speak in public;
• ability to organize events;
• skill to work in team;
• ability to convince;
• professional integrity;
• balance, striving for the golden mean.

The list is not exhaustive, but contains a basic set, which, if desired, can be supplemented with some personal qualities of the employee.

Negative

Definitely negative qualities:

• greed;
• quarrelsomeness;
• touchiness;
• envy;
• self-confidence and arrogance;
• arrogance;
• talkativeness and a tendency to gossip;
• aggressiveness;
• manifestation of laziness;
• revenge.

Some properties can be called negative under certain circumstances:

• hyperactivity;
• modesty;
• straightness;
• emotionality.

Reflection in resume

When hiring, business and personal qualities are taken into account in the first place. Without knowing the person, the employer can choose a suitable candidate only by resume or interview. Sometimes the problem arises which qualities of an employee for a resume are most suitable. The applicant makes a mistake if he lists them in in large numbers without choosing the main ones related to this position. For the manager, this is a signal that he does not know how to isolate the necessary information.

The wording in the resume should be clear, concise, logical, not contradicting the rest of the information. It is desirable that they reflect the strengths of the individual, so that the text can trace the relationship between business qualities and professional achievements.

Sometimes applicants for a position indicate in the resume not only their the best sides but also the worst. This can have a double meaning: to testify to the honesty of a person and to show his short-sightedness. It is advisable to point out your shortcomings at the interview, where they will ask about it. It is important to emphasize the desire to correct their shortcomings.

An example of the correct beginning of a resume

Qualities for different professions

Each field of activity implies the presence of certain business qualities that must be indicated in the requirements for a vacancy, they are important when applying for a job.

• for leaders, purposefulness and responsibility are important;
• an accountant must be meticulous and persevering;
• the secretary cannot do without accuracy and patience;
• The sales manager must have developed communication skills and be flexible.