Training Needs Assessment – An Important HRD Function
Whenever training programs have to be conducted, there needs to be an assessment of the training needs which needs to preclude everything else. Assessment of the training needs should be done in an elaborate and methodical manner and should be comprehensive. Before we discuss how training needs are to be assessed, we need to understand […]
Special Training Programs
Most of training is either technical or behavioural in nature, but there are still other trainings that are neither. These fall under the ambit of special training programs and are conducted with an agenda of smoothening the work process within the organisation. Workforce diversity can be both positive and negative for the organisation. Positive in […]
Performance Appraisal – Meaning, Objectives and Advantages
Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. Performance appraisal is generally done in systematic ways which are as follows: The supervisors measure the pay of employees and compare it with targets and plans. The supervisor analyses the factors […]
Performance Management and Reward Practices
Today organizations are showing a high degree of commitment towards reinforcement of reward practices which are aligned with other HR practices and the goals of the organization for attracting, retaining and motivating employees. Efficient reward practices helps in attracting result driven professionals who can thrive and succeed in performance based environments. Hence, it is a […]
Need for an Effective Performance Management System
In the era of cut throat competition and globalization, organizations have realized the importance of strategic HR practices for gaining a competitive edge over the competitors. A well designed performance management system can play a crucial role in streamlining the activities of the employees in an organization for realizing the ultimate corporate mission and vision. […]
Individual development plan plays an instrumental role in employee development. Individual development plan is generally prepared both by the employee as well as the employer as to what all initiatives the organization needs to take to enhance the skills of an employee and help him grow both personally as well as professionally.
Individual development plans are generally well written and hence taken seriously both by the management as well as employee.
In an individual development plan, employer or the team manager outlines the job responsibilities/key responsibility areas of an employee in lines with his educational qualification, back ground, specialization and areas of interest.
In a layman’s language through individual development plans superiors decide the career goals of employees and how they can accomplish the same.
Individual development plan is designed and implemented in the following steps:
Employees ought to analyze their strengths and weaknesses to know the gaps between their current stage and desired stage. No one knows you better than yourself. Find out what all skills you should know if you really want to excel in your professional career. Set a benchmark for yourself. Every employee should have well defined key responsibility areas and job responsibilities, the very first day he/she joins an organization.
At the end of every month, jot down what all important you did in the month, your achievements, your contributions towards the organization and so on. Check whether you have exceeded the targets of your previous month or not?
Compare your knowledge and skills with those mentioned in your key responsibility areas. Do not hesitate to send weekly or monthly reports of what all you have done to your seniors. Performance monitoring is essential to successfully design individual development plans. To know what extra you need to learn, you need to understand where all you are lacking. Ask for proper feedbacks from your seniors.
It is essential for employees to evaluate their current position in the organization and how they can improve their performance which would not only help in their career development but also benefit the organization. Identify what the management expects out of you ? Organizations face problems as majority of the employees do not know what they are supposed to do in the system ?
Ask yourself what if in the coming times you have to handle new clients or your organization asks you to perform additional responsibilities? Are you really capable of surviving the changes in the work environment ? Are you well equipped to face unforeseen circumstances or adverse conditions ? Do not always think about the present but also for the future. Find out what all new skills you need to learn to be an efficient resource for the organization.
Identify how you would achieve your career development goals. Identify what all steps you need to take to upgrade your knowledge and enhance skills ?
Prepare a rough draft of your development Plan. Do take the help of your manager or supervisor. Your manager’s approval is necessary. Once you are ready with your individual development plan, put your plan in action. Implement your plan and evaluate your progress on a regular basis. Find out how the plan is helping you.
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