Hi All,
I am an HR Executive working in Dubai. I am planning to introduce a self-accomplishment file for the staff where they can save their achievements and such things. At the end of the appraisal cycle, this file would be submitted to the managers for review. This initiative would make the managers more efficient in evaluating the employees' strengths and weaknesses. It would also ensure that none of the staff's achievements are overlooked, as everything would be saved and recorded.
Can you please guide me on how this process can be implemented systematically?
Thank you.
From United Arab Emirates, Sharjah
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I am an HR Executive working in Dubai. I am planning to introduce a self-accomplishment file for the staff where they can save their achievements and such things. At the end of the appraisal cycle, this file would be submitted to the managers for review. This initiative would make the managers more efficient in evaluating the employees' strengths and weaknesses. It would also ensure that none of the staff's achievements are overlooked, as everything would be saved and recorded.
Can you please guide me on how this process can be implemented systematically?
Thank you.
From United Arab Emirates, Sharjah
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Hi all, I am looking for self assessment form/questionnaire being used in different companies. I need to create one for my organizations. Thanks Pragati
From India, Gurgaon
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From India, Gurgaon
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Dear anonymous,
Employees may write about their achievements in the Performance Appraisal (PA) of a specific performance cycle. This cycle could be for three, six months, or a year. There is no need to devise a separate form; it is not desirable to create a number of forms.
For Pragati: Why would you like to introduce self-assessment in the performance appraisal? Are employees in your company mature enough to do this? What if the employee awards himself 100% marks, but the manager awards, say, 60%? How would you resolve conflict in such a case? Self-assessment forms are fine, but you need to train each employee on a certain set of competencies. Further, these competencies are to be divided into various levels like basic, learner, advanced, expert, etc. Accurate assessment of the level is of the utmost importance. If not done, self-assessment forms may become counter-productive and could be a source of demotivation. Please take into account this risk before the introduction of this form.
Thanks,
Dinesh Divekar
From India, Bangalore
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8219Employees may write about their achievements in the Performance Appraisal (PA) of a specific performance cycle. This cycle could be for three, six months, or a year. There is no need to devise a separate form; it is not desirable to create a number of forms.
For Pragati: Why would you like to introduce self-assessment in the performance appraisal? Are employees in your company mature enough to do this? What if the employee awards himself 100% marks, but the manager awards, say, 60%? How would you resolve conflict in such a case? Self-assessment forms are fine, but you need to train each employee on a certain set of competencies. Further, these competencies are to be divided into various levels like basic, learner, advanced, expert, etc. Accurate assessment of the level is of the utmost importance. If not done, self-assessment forms may become counter-productive and could be a source of demotivation. Please take into account this risk before the introduction of this form.
Thanks,
Dinesh Divekar
From India, Bangalore
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The foundation of any PMS is a competency framework. Have you done a proper competency mapping exercise for your organization? If the answer is yes - as Dinesh suggested, you need not create multiple forms. The employees can map their achievements against the competencies (functional and/or behavioral) and showcase them during their review. If the answer is no - you have two options: 1) Go for a formal competency mapping exercise or 2) Make a format and ask them to map their achievements against the goals/KRAs set at the beginning of the year and use this format to showcase accomplishment against goals/KRAs during the reviews. What you are trying to do is a variant of the Critical Incident Technique. You may read up more on this technique to get some insights.
Regards, Parth Gupta Factory HR Manager Coca-Cola Bhopal Email id - parth.gupta303@gmail.com Phone no. - +918000440906
From India, Jabalpur
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Regards, Parth Gupta Factory HR Manager Coca-Cola Bhopal Email id - parth.gupta303@gmail.com Phone no. - +918000440906
From India, Jabalpur
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@dinesh divakar Hi, There is no point of conflict. As every employee is open to sharing their contribution made within a year
From India, undefined
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From India, undefined
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Can anyone post a format of self apprasal form and manager appraisal form format?
From India, Kolkata
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From India, Kolkata
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