HR people: how do you use self-evaluations? Why are they important?
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Anonymous
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I'm spending several hours today completing a self evaluation that asks me to explain performance against planned goals, but also to provide detailed explanations of how I've lived our company's professed culture, where I could benefit from additional support or structure, and how my manager can support my professional development.
Other than the listing of progress against this year's goals, my answers for the remainder of the questions are the same as last year. I am tempted to cut and paste from the same document a year ago. HR people, why do you use these? What value do they have? I am using a lot of hours to slog through the document and re-write the same thing I wrote last year (I still "live our values" in the same way, and I still look for the same support/development as I did a year ago). I just want to scream "aaaaagggghhh, what's the point?!?" |
Anonymous
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I work in HR. These self evaluations are not for HRs benefit - they are to facilitate career conversations between you and your manager. HR does not even see these forms. You can definitely cut and paste, but like anything else, you will get out of the process only what you put in.
I know it can be difficult, but try not to think of these evaluations as a chore and honestly take stock of what your goals are and how you have done against them. I myself struggle with what to put in mine so you're not the only one! |
Anonymous
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Not OP. HR MUST see those forms. Because when I don't fill them out, I get emails from HR telling me to.
Know what disgusts me? The HR director at my company, a touchy feely idiot, makes more than the Finance director. |
Anonymous
The HR directors are always idiots! Never the brightest bulbs. But, damn, do they make everyone else fill out their stupid forms! |