The content of the motive of employment is characterized by the kind of needs of the worker. The components of the motivational structure of the organization ' s management system are very diverse, but in our view, the psychological state of the worker and his attitude to the performance of his/her own professional duties have the strongest impact, in addition to monetary rewards, on the evaluation and recognition of professional achievements. Psychologists have shown that the reasons for " feedback " contributes to a 12 to 15 per cent increase in productivity. Most people want to know what results they have achieved, so objective job evaluation is perceived as an incentive to further professional development, to improve their skills, knowledge and skills.

The management of organizational activities has to take into account the fact that staff members do not perform their duties in a different manner - there are their leaders and " mediums " in any unit. Consequently, in order to increase the efficiency of the use of human resources, a career evaluation system that has a positive impact on the motivation of the worker is an information base for decision-making in the areas of vocational training, professional development and career planning; it is the basis for management decisions on remuneration, promotion and dismissal of workers, etc.

At present, as a method of evaluating professional staff activities Examination is widely applied, a comprehensive assessment of the employee ' s professional capacity and performance, the main element of which is the interview of the worker with the members of the evaluation commission. Studies have shown that insufficient performance is due to the following problems. First,subjectivism, as the only source of information about all human abilities can be a man who constantly assesses himself and others. In the self-assessment process, a person has either overestimated or underestimated his or her achievements. It is also difficult to maintain objectivity in the assessment of other workers, as the distortion of information depends strongly on the interpersonal relationship between the assessed and the evaluating, and on the personal sympathies of the latter.

Secondin the evaluation of the expert ' s familiarity with a colleague, incomplete. Some members of the evaluation board do not know the staff, so such an assessment cannot give full credibility to the results. Third♪ ♪ ♪