How to Create an IPR in Eight Steps
Posted: Wed Jan 08, 2025 3:48 am
Employees from the personnel reserve. The company has already noted these employees as high-potential. However, to take up a new position, you need to undergo training, develop management skills, and get rid of possible gaps in knowledge. It is also important for the company to retain this category of employees and show them further career prospects, which is where the IPR helps.
Managers. Management is constantly in the spotlight, because the efficiency of an entire department or division depends on managers. A well-prepared manager copes better with crises, motivates netherlands whatsapp phone number employees and helps achieve business goals, it is especially important for him to receive a personalized development plan that will cover his needs for knowledge.
Interns of certain categories. Sometimes companies conduct internships to develop their own specialists and quickly fill vacancies with them. When an intern joins the staff, additional support and training may be required for a quick acclimatization in the company at first - this is where the IPR comes to the rescue. As a rule, this option is used in areas with a severe shortage of personnel, for example, in IT.
Read also: How to arrange an employee transfer to another position
At first, the process of creating an IPR may seem long and complicated, but then the company develops a clear structure for working with plans, creates its own templates, distributes responsibility among all participants, and the process goes much faster.
Step 1: Define goals and select employee categories
With the help of the IPR, you can close different goals, so it is important to determine what is currently a priority. For example, the IPR can help:
Reduce staff turnover and retain valuable employees. In this case, the plan is developed with an emphasis on mastering new responsibilities, as well as specific steps that will allow you to get a promotion in the future.
Accelerate the process of adaptation of newcomers. Here the emphasis is on developing the competencies necessary for a quick exit to peak efficiency. The plan is drawn up based on the results of the newcomer's assessment in order to close all the gaps in knowledge and help quickly integrate into work processes.
Enhance certain employee competencies based on business goals. This option is suitable in situations where a specific problem or task needs to be solved. Based on the request, a specific set of competencies is selected for development.
Based on the chosen goal, the category of employees for whom the IPR will be developed is determined. For the first time, it is better to choose a small group and pay attention to the quality of the plan, rather than work on quantity.
In the future, when the company has already developed a structure and template for drawing up an IPR, it is possible to develop plans for several categories of employees at once and for different purposes.
Step 2. Select priority competencies to achieve the goal
The IPR is aimed at improving the competencies of employees, but which competencies to focus on depends on the chosen goal. You should not choose more than 3-4 competencies, as it will be difficult for the employee to focus and the plan may turn out to be too voluminous.
For example, if the goal is to improve managerial skills among executives, then you can focus on developing soft skills. It is important to understand what problems exist in each of the departments or divisions, which of them are related to the actions of the management, and the development of which competencies will allow changing the situation for the better.
Managers. Management is constantly in the spotlight, because the efficiency of an entire department or division depends on managers. A well-prepared manager copes better with crises, motivates netherlands whatsapp phone number employees and helps achieve business goals, it is especially important for him to receive a personalized development plan that will cover his needs for knowledge.
Interns of certain categories. Sometimes companies conduct internships to develop their own specialists and quickly fill vacancies with them. When an intern joins the staff, additional support and training may be required for a quick acclimatization in the company at first - this is where the IPR comes to the rescue. As a rule, this option is used in areas with a severe shortage of personnel, for example, in IT.
Read also: How to arrange an employee transfer to another position
At first, the process of creating an IPR may seem long and complicated, but then the company develops a clear structure for working with plans, creates its own templates, distributes responsibility among all participants, and the process goes much faster.
Step 1: Define goals and select employee categories
With the help of the IPR, you can close different goals, so it is important to determine what is currently a priority. For example, the IPR can help:
Reduce staff turnover and retain valuable employees. In this case, the plan is developed with an emphasis on mastering new responsibilities, as well as specific steps that will allow you to get a promotion in the future.
Accelerate the process of adaptation of newcomers. Here the emphasis is on developing the competencies necessary for a quick exit to peak efficiency. The plan is drawn up based on the results of the newcomer's assessment in order to close all the gaps in knowledge and help quickly integrate into work processes.
Enhance certain employee competencies based on business goals. This option is suitable in situations where a specific problem or task needs to be solved. Based on the request, a specific set of competencies is selected for development.
Based on the chosen goal, the category of employees for whom the IPR will be developed is determined. For the first time, it is better to choose a small group and pay attention to the quality of the plan, rather than work on quantity.
In the future, when the company has already developed a structure and template for drawing up an IPR, it is possible to develop plans for several categories of employees at once and for different purposes.
Step 2. Select priority competencies to achieve the goal
The IPR is aimed at improving the competencies of employees, but which competencies to focus on depends on the chosen goal. You should not choose more than 3-4 competencies, as it will be difficult for the employee to focus and the plan may turn out to be too voluminous.
For example, if the goal is to improve managerial skills among executives, then you can focus on developing soft skills. It is important to understand what problems exist in each of the departments or divisions, which of them are related to the actions of the management, and the development of which competencies will allow changing the situation for the better.