أنشئ حسابًا أو سجّل الدخول للانضمام إلى مجتمعك المهني.
Primarily/1st reason :: There is NO better judge than SELF (Conscience is the best MIRROR).
2nd : When we evaluate self, we grind more details and showcase.........NO chance of missing (by others).
3rd : After all..........it is one's OWN contribution, which needs self touch first than any other.......!!
It benefits you only, but how many of us would be100% honest even if we asked ourselves a question?
Great question
Self- Assessment is a mirror image of what /how/we take a call on the same & evaluation by3rd party after wards gives us the in of where we stand . So, maam we should do it on regular basis to keep a track where we are & where we have to reach . It, will always help us is my view .
The purpose of Self appraisal is to gather inputs from the employees on their key accomplishments, competencies, development and to request coaching as needed. Performance appraisal measures our effectiveness and help us to raise the bar consistently - My thoughts.
Self Appraisal works in two ways. 1.) For you - This allows you to understand how far you have come since your last evaluation. It gives you a window of discovery of how much you need to improve. At most, you use this as your gauge to tell your manager that you are now ready to accept a bigger role.2.) For your manager, this will help him/her understand how well do know your craft. It serves a compass if both of you are at the same wave length in measure performance. This gives him/her the idea as well whether you are ready to take on a more challenging job. Remember, these can only be achieved if you answer your appraisal with100% honesty.
The main point is for evaluation.
Self appraisal determines the strong and weak points of employees; Self appraisal must include:
1. Determine the strategic objective or Key performance Indicators.
2. Work activities
3. Key Result Area (Exceed/Met/Not Met)
I personally don't like the idea of self appraisal and have seen individuals struggling to complete it. The best person for the job is the immediate manager. It's not a negotiation where both the employee and the manager needs to document their versions of the story. It should be discussion which focuses on data points which clearly describe the past performance and the future course/improvement actions.
Those employees who wants to move ahead in their career ladder would always evaluate themselves first rather than their managers asked them. Most of the companies and we too evaluate our performance first and then managers weight them. Through self evaluation one could find the difference between managers and employees expectations and through than gap you may get some improvement chance.
The ability to see the person for this job
It let us know our demerits , it also let us know how we are proceeding to our motto. It helps us to think better and perform better.
