Hello,
Recently we have conducted the self appraisal process in our company very first time by the end of this year. I have received a very positive reply from our staff.
After receiving Appraisal Forms from the Staff, what would be the next step?
Your suggestions and comments will be guidance for me.
Thank you.
From Saudi Arabia, Jeddah
64Recently we have conducted the self appraisal process in our company very first time by the end of this year. I have received a very positive reply from our staff.
After receiving Appraisal Forms from the Staff, what would be the next step?
Your suggestions and comments will be guidance for me.
Thank you.
From Saudi Arabia, Jeddah
Please give more details about your background, your role, etc.; and also the size of the organisation and why you conducted self appraisal and the questions that you have asked.
If you have not already searched the web on this topic, kindly read and digest the contents and let us know what you will do next.
10 Tips for Making Self-Evaluations Meaningful | CIO
From United Kingdom
If you have not already searched the web on this topic, kindly read and digest the contents and let us know what you will do next.
10 Tips for Making Self-Evaluations Meaningful | CIO
From United Kingdom
Dear,
It has been found that the feedbacks received through self appraisals are not real one in most of the cases . Every employee would like to give himself good score in that. This happens when employees don't have trust on HOD/HR/Management and company's policies.
So to get real and honest feedback from employees you need to create a healthy and transparent atmosphere in the organisation where employees feel themselves as a family member of the organisation. Only then they will really mention about their weakness to get it improved.
Now coming to your query. .....self appraisal along with feedbacks from reporting boss and work related cross functional team will be give you some real picture about the employee. However here also the authenticity will depend on the organisation culture.
360' appraisal is most appropriate in drawing real picture about the employee and but it is very sensitive in nature and need high level healthy, transparent ,trustworthy and openness culture company else may give negative results.
Coming to your point again, on the appraisal form you collected from employees, take remarks of respective HODs/Reporting Head and then tally the points/views against each question/parameter . The feedbacks where employee and his reporting boss have given different points/views need to be addressed through counselling. After agreement on the feedbacks with HOD/reporting boss , take a call for corrective action like what kinds of training to be required , is any job rotation required, profile change required etc etc. ...
And if you have done this for the purpose of role/salary increment, you need to keep employee's contributions ,grading and salary structure of your company In mind prior giving any such increment and in this case feedback from reporting boss and HOD (if different from reporting boss) is mandatory.
Hope this will be helpful for you. .
From India, Delhi
It has been found that the feedbacks received through self appraisals are not real one in most of the cases . Every employee would like to give himself good score in that. This happens when employees don't have trust on HOD/HR/Management and company's policies.
So to get real and honest feedback from employees you need to create a healthy and transparent atmosphere in the organisation where employees feel themselves as a family member of the organisation. Only then they will really mention about their weakness to get it improved.
Now coming to your query. .....self appraisal along with feedbacks from reporting boss and work related cross functional team will be give you some real picture about the employee. However here also the authenticity will depend on the organisation culture.
360' appraisal is most appropriate in drawing real picture about the employee and but it is very sensitive in nature and need high level healthy, transparent ,trustworthy and openness culture company else may give negative results.
Coming to your point again, on the appraisal form you collected from employees, take remarks of respective HODs/Reporting Head and then tally the points/views against each question/parameter . The feedbacks where employee and his reporting boss have given different points/views need to be addressed through counselling. After agreement on the feedbacks with HOD/reporting boss , take a call for corrective action like what kinds of training to be required , is any job rotation required, profile change required etc etc. ...
And if you have done this for the purpose of role/salary increment, you need to keep employee's contributions ,grading and salary structure of your company In mind prior giving any such increment and in this case feedback from reporting boss and HOD (if different from reporting boss) is mandatory.
Hope this will be helpful for you. .
From India, Delhi
I have gone through the link provided by Mr.Simhan and the reply of Mr.Roy which offer valid inputs on self appraisal system.In my view, the organisational culture must be ripe enough to try self appraisal system.The culture shall inculcate and support the values of honesty,sincerity mutual respect, transparency and commitment. that shall be shared by all employees from top down.This necessary to neutralize the normal human tendencies of not admitting short falls and projecting themselves to be paragons of virtue and examples of excellence and shifting the blame wrongly to others for their inadequacies etc.I agree with the suggestion in the link that the employees need to be educated about the working of the system.,The objectives of self appraisal shall be to use it as a tool of career development and self improvement but not as stick to penalize the employees for their pit falls.and hence the importance of being transparent and reposing trust in one another by the appraisee, the appraiser and the management..Any how if some one has implemented it,I want him to succeed.Those who do nothing can only not fail.
B.Saikumar
From India, Mumbai
B.Saikumar
From India, Mumbai
Thank you for your comments and suggestions. We have a construction company with 80 workers of management staff members.
I have used the attached form for the Employee Self Appraisal forms.
At this moment, we distributed the attached form to all our staff members (Executive/Engineers/Accountants/Marketing/Tech dept) and told them to write their extraordinary work or contributions during 2015. Yes, we doing this by the end of this year so we will decide their increment ratios and amounts as per their working performances.
I hope, we are in the right direction. Now we have received more than 50 forms from the staff and we are evaluating their workings.
Now what should we do next?
Regards,
From Saudi Arabia, Jeddah
I have used the attached form for the Employee Self Appraisal forms.
At this moment, we distributed the attached form to all our staff members (Executive/Engineers/Accountants/Marketing/Tech dept) and told them to write their extraordinary work or contributions during 2015. Yes, we doing this by the end of this year so we will decide their increment ratios and amounts as per their working performances.
I hope, we are in the right direction. Now we have received more than 50 forms from the staff and we are evaluating their workings.
Now what should we do next?
Regards,
From Saudi Arabia, Jeddah
Mr.Kmahmed,
Can you explain to our members what is the purpose of inviting self appraisal forms. For reviewing of employees performance which will be main cause to grant the annual increment or enhancement of the salary structure. or for any other reasons for improvement at management side. Unless you put your query we cannot give what you should further. As a HR personnel you are in the right direction but for what achievement ?
Adoni Suguresh
Labour Laws Consultant
From India, Bidar
Can you explain to our members what is the purpose of inviting self appraisal forms. For reviewing of employees performance which will be main cause to grant the annual increment or enhancement of the salary structure. or for any other reasons for improvement at management side. Unless you put your query we cannot give what you should further. As a HR personnel you are in the right direction but for what achievement ?
Adoni Suguresh
Labour Laws Consultant
From India, Bidar
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