Step 6. Determining the timeframe for implementing the strategy
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When creating time frames, both the individual capabilities of the employee and the strategic goals that the company has set for itself should be taken into account. The implementation of the employee's IPR should not be allowed to harm the main work duties.
It is necessary to determine how many hours a week he will be able to devote to professional development. At the same time, it is necessary to take into account the interests of the organization. For example, if the implementation of new tools and programs is planned for a certain date, it is important that employees are ready and fully oriented in the necessary information by this time.
Setting a time frame for the implementation of an individual development plan always requires finding a balanced solution. Usually, it takes from 4 to 12 months to complete the plan, but these figures are only general guidelines.
Step 7. Approve the performance improvement3 phone number identifier philippines program with the manager and monitor its progress
After the plan has been developed, there always comes a moment to coordinate it with the manager. Usually, the IPR is prepared by a human resources specialist, while the manager acts as a consultant: he defines the goal, sets the deadlines.
Once prepared, the latter analyzes the final version and makes adjustments if necessary. Once the performance improvement program is approved, the employee can begin implementing it, but this is not the end: progress must be monitored at each stage of implementation.
Sometimes a specialist may lose interest or there may be a need to review goals, tasks, and add new, more relevant content to them. To ensure the effectiveness of the plan and functionality, you need to receive feedback from the staff, hold periodic meetings to discuss progress, conduct an interim assessment of KPI achievement, and reward the most active team members.
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Example of an individual development plan
How to create an individual development plan? The most common way is to draw it up as a diagram, starting with the employee's input data: name, date of birth, position held. You can specify the time period for which the plan will remain relevant. You should also note the department and the manager's data. Let's take a closer look at an example of an individual development plan:
Full name: Romanov Ivan Sergeevich
Date of birth: 23.05.1993
Position: Editor
Department: Customer Service Department
Full name of the manager: Pavlov Pavel Romanovich
Competency for development: personal growth
Current status: uses formats that are understandable to itself in content marketing, studies the practices of other brand media, but weakly includes them in the company's activities Desired state: offers and implements new media formats (including video), “spied” in the best examples of other brand media
It is planned to achieve the goal by: 31.12.2024
Development plan
10% of the time: theory Constant monitoring of specialized telegram channels
20% of the period: learning with the help of colleagues and mentors Conduct a meeting with the company's T&D manager Maria Samoylova regarding training methods
70% of the time: on-the-job training As part of the 2024 marketing strategy, in Q4, implement 3 initiatives from the list: - video review with a client; - pilot podcast with an expert; - broadcast with an expert on social networks; - video for a YouTube channel
Analysis of individual development plan
The stage that is worth paying attention to is determining the results achieved. The opportunity to see personal development stimulates the employee. Even minor successes will support his determination and set him up for further actions. In case of failure, it is important to identify the reasons and adjust the strategy.
When reviewing your achievements, the first step is the evaluation process. Answering the following questions will help the employee:
Were all plans fulfilled?
If successful, what changes in behavior has the employee already noticed?
If the desired result was not achieved, what was the reason? What difficulties arose? How important and significant is the goal?
You can ask your boss and colleagues for feedback:
Do they notice positive changes in the skills they are developing?
What behavioral improvements occurred as this skill was developed?
What is worth working on additionally?
It is better to record the answers to the questions in writing, so you can structure the information received and highlight the really important points.
The next step will be to formulate conclusions based on the analysis. It is important to record what has already been achieved and what still needs to be worked on. It is also necessary to determine what can be adjusted in the current plan. For example, exclude reading books from the list if this is an ineffective way of employee development.
To assess the effectiveness of the IPR and develop further development plans, it is necessary to answer the following questions:
What was the convenience and comfort of using the IPR?
What aspects were convenient and what were not?
How can the use of IPR be adjusted?
After analyzing the responses, one of two decisions can be made:
Continue moving towards the set development points, adding new activities or adjusting them if necessary.
Determine new priorities if the current goal is achieved or if it is found to be incorrect.
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