The human resources evaluation can be generally defined as the process through which are making judgementsof employees’ value in order to reveal the essential elements for achieving the objectives and tasks and to exercise the powered conferred and responsabilities. The implications of staff assessment should not only be reduced to the organization. Particularly important are the consequences of professional life evaluation of the components of the company, of the satisfaction at work and their development and prospects and, in general, of their implementation at all levels. The evaluation, due to the scale and complexity of its implications, is experiencing a steady expansion in modern organizations. Moreover, in the opinion of specialists, the organization management major problem is to assess the staff, which is reflected in the establishment of new disciplines: docimology, doxology, ergology and others. The general evaluation methods are applicable to any component of the organization, regardless of position held. The main methods of this type are: notation, the global assessment and the functional assessment. Besides the general evaluation methods the modern enterprise uses, to a greater extent, the specific evaluation methods, usable only for certain categories of staff within organizations, especially managers and highly qualified specialists. Their use requires extensive training and resources, which explains the selective use, for certain holders of positions. Among the methods in this category the most frequently used are: the case, the self-tests and the assessment centers. In our paper we have tried to resume the most important aspects and methods regarding the human resources evaluation.
