We are looking for Self Assessment template in word format for a Software Developer.
It should provide include performance evaluation based on technicality, goal achievements, new learning, leadership, communication etc.
From India, Ahmedabad
It should provide include performance evaluation based on technicality, goal achievements, new learning, leadership, communication etc.
From India, Ahmedabad
Dear Nilesh,
The definition of assessment is "the act of judging or assessing a person" or "the classification of someone or something with respect to its worth".
Therefore, who is capable of doing anyone's assessment? The person who does the assessment must be an "expert". The managers do the assessment of their juniors because of their experience. A few companies go beyond and conduct specific training on "How to Conduct Performance Appraisal?"
If you wish soft developers to do their self-assessment, then it raises a question about their capability to do so? Are they "experts" to do so? Have they been trained in the competencies of leadership,
communication and so on? If not, then will this exercise not get vitiated and what will be achieved from this vitiated exercise?
All assessments, whether performance assessment or otherwise, must be done rationally. Nevertheless, while assessing oneself, what if bias creeps in? What if out of ignorance, the self-assessment is done inaccurately? Because of the perception gaps, will it not create a chasm between a manager and subordinate?
Yes, I agree that a few companies give a chance to the subordinate to do self-appraisal. However, this procedure is questionable. Therefore, why do wish to continue or start something whose accuracy, probity, or propriety is uncertain?
Thanks,
Dinesh Divekar
From India, Bangalore
7884The definition of assessment is "the act of judging or assessing a person" or "the classification of someone or something with respect to its worth".
Therefore, who is capable of doing anyone's assessment? The person who does the assessment must be an "expert". The managers do the assessment of their juniors because of their experience. A few companies go beyond and conduct specific training on "How to Conduct Performance Appraisal?"
If you wish soft developers to do their self-assessment, then it raises a question about their capability to do so? Are they "experts" to do so? Have they been trained in the competencies of leadership,
communication and so on? If not, then will this exercise not get vitiated and what will be achieved from this vitiated exercise?
All assessments, whether performance assessment or otherwise, must be done rationally. Nevertheless, while assessing oneself, what if bias creeps in? What if out of ignorance, the self-assessment is done inaccurately? Because of the perception gaps, will it not create a chasm between a manager and subordinate?
Yes, I agree that a few companies give a chance to the subordinate to do self-appraisal. However, this procedure is questionable. Therefore, why do wish to continue or start something whose accuracy, probity, or propriety is uncertain?
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Nilesh,
I am completely agree with Dinesh Sir. First you should have a performance management system in your company and that should linked with your company's objective. There must be a few expert seniors who know how to do the KRAs settings and how do the effective performance appraisal.
If you still need everything readymade at time then you should have deep understating about the employee's job role, who and what they are doing and accordingly you can make parameters and then you move what you are looking for..
But still, its advisable that your company must train a few HODs/Seniors to create & take effective PMS/Goal setting in your company dept. wise.
From India, Mumbai
I am completely agree with Dinesh Sir. First you should have a performance management system in your company and that should linked with your company's objective. There must be a few expert seniors who know how to do the KRAs settings and how do the effective performance appraisal.
If you still need everything readymade at time then you should have deep understating about the employee's job role, who and what they are doing and accordingly you can make parameters and then you move what you are looking for..
But still, its advisable that your company must train a few HODs/Seniors to create & take effective PMS/Goal setting in your company dept. wise.
From India, Mumbai
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