Step 1: Set goals and identify employee groups
A personal growth plan can help you achieve a variety of goals, so it’s important to clearly define what your current priorities are. For example, a personal growth plan can focus on:
Reducing employee turnover and retaining key employees. In this case, the plan is developed with an emphasis on mastering new functions, as well as specific steps that will facilitate future advancement.
Accelerate the employee onboarding process. The focus here is on developing the necessary competencies to quickly achieve optimal performance. The plan is created based on the assessment of 3 phone number identifier philippines the new employee to eliminate any knowledge gaps and ensure rapid inclusion in work processes.
To achieve business goals, it is necessary to improve certain employee competencies. This approach is effective in cases where a specific task or problem needs to be solved. Taking into account the set goals, a specific set of skills for development is determined.
Depending on the priorities, employees are selected for whom an individual development plan will be developed. At the first stage, it is recommended to focus on a small group and pay attention to the quality of the project, rather than strive for mass participation.
Once the company has established the structure and approved the IPR template, it is possible to develop several plans at once for different categories of employees and for specific purposes.
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Step 2: Identify core competencies to achieve priority
The HR strategy is focused on employees, but the choice of focus on specific competencies depends on the goal. You should not choose more than 3-4 key competencies, this can make it difficult to concentrate and lead to an overly voluminous plan.
For example, if the goal is to improve the management skills of managers, then the emphasis can be placed on developing soft skills. It is important to identify the problems inherent in each department or division, determine which of them are caused by the actions of managers, and the development of which competencies can change the situation for the better.
Step 3: Assessing the current level of competence of employees
It is an integral part of the IPR, which differs from traditional training in that it is aimed at satisfying the knowledge needs of each employee. Understanding the real needs of employees is impossible without analyzing their skills and abilities, which will help identify their strengths and areas requiring development in order to formulate a plan.
Step 3 Assessing the current level of competence of employees
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Competency assessment can be performed in various ways, but the best option for forming an IPR is to use a comprehensive approach. This includes conducting a 360-degree assessment to obtain feedback from colleagues, the manager, and the employee himself; competency tests; individual consultations with management to discuss career goals.
The main objective is to motivate staff to achieve high results and emphasize the importance of an individual approach on the part of the company.
Step 4: Define specific goals and set clear requirements for ultimate success
The goal is the key factor that motivates employees to adhere to an individual development plan, actively participate in professional training and achieve better results in their work. In addition, it is important for specialists to be aware of career growth prospects and understand what benefits they can get from achieving goals and completing tasks.
One of the employee's priorities is to be included in the personnel reserve, promoted, and receive a salary increase. His aspirations must correspond to the company's individual development program. For example, if the company's IPR priority is to retain valuable specialists, then for the employee this may result in a salary increase.
After defining the goals, requirements for achievements that the employee must demonstrate upon completion of the program are established. The IPR is not limited to completing training courses, but is aimed at solving real problems.
A distinctive feature of the IPR is its link to career growth, which involves not only improving qualifications, but also achieving certain key success indicators (KPI). High expectations for the results are initially set with clear instructions.
The employee must understand what factors will be used to evaluate performance, what will be recognized as achieving key performance indicators, and what will not.
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Step 5: Create guidelines and training materials to implement the plan
This stage is one of the most labor-intensive, as it sets specific steps and measures that should help the employee achieve the goals set. All recommendations are developed for each person individually, but there are key tools that can fill the plan with the necessary materials:
Training . The selection of suitable courses, lectures, trainings is carried out in accordance with the selected competencies that are emphasized in the plan. If the company offers online training and works with an LMS platform (learning management system), the process of selecting courses can be automated. Modern IT environments independently recommend appropriate content depending on the results of the assessment of a specific employee. When discussing high-level managers, the company can consider external educational opportunities with a personalized approach, including cooperation with business coaches.
Mentoring : Sharing the experience of colleagues can be a key component of the training plan for interns and new employees. The goal is to quickly reach peak performance. The IEP here may include regular consultations with the mentor and the implementation of tasks provided by him.
Practical application of new knowledge in the workplace : training should not be limited to theory only, but should include many practical actions. The IPR can determine what skills a specialist should use in his/her work.
For example, you can assign several tasks that require the use of new tools, or ask an employee to implement a new methodology in one of the work processes. It is this part of the overall plan that will become the main evaluation criterion upon completion of the work to improve productivity.