Partners in Development
Posted: Thu Jan 30, 2025 4:17 am
It is absolutely clear that the initiative for personal growth should be taken by the employee. But within the framework of planning, it is also possible to identify persons responsible for monitoring and guiding, providing support and assistance in the development process. These may be:
a direct supervisor who receives feedback from the employee and resolves organizational issues;
An HR specialist who organizes development art director email list activities, monitors their implementation and conducts interim assessments;
qualified specialists with the necessary skills, to whom the employee can turn for help and advice;
escorts, companions, mentors.
Confirmation of completion
Upon completion of the plan, a mark must be made indicating that the employee has achieved the set goals within the established timeframe. It is recommended to provide a place for it in the relevant document in advance.
Download a free selection of tools for calculating KPIs and increasing marketing metrics
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:
Over the past 7 years, we have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.
Today we will share with you 6 of the most valuable documents that we have developed for our clients.
Download for free and implement today:
Step-by-step guide to creating marketing KPIs
Template for calculating KPIs for a marketer
9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals
How to make KPI for the sales department so that profits grow by 20% or more?
Step-by-step template for calculating KPIs for OP managers
Checklist of 12 main indicators for website promotion
Find out what metrics are needed to properly optimize your website
40 Services for Working with Blog Content
We have collected the best services for working with content
How to define your target audience without mistakes?
A proven guide to defining a company's target audience
Download the collection for free
pdf 8.3 mb
doc 3.4 mb
Already downloaded
153421
Stages of creating an individual development plan
Let's look at the whole process step by step:
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 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.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
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
Source: shutterstock.com
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.
a direct supervisor who receives feedback from the employee and resolves organizational issues;
An HR specialist who organizes development art director email list activities, monitors their implementation and conducts interim assessments;
qualified specialists with the necessary skills, to whom the employee can turn for help and advice;
escorts, companions, mentors.
Confirmation of completion
Upon completion of the plan, a mark must be made indicating that the employee has achieved the set goals within the established timeframe. It is recommended to provide a place for it in the relevant document in advance.
Download a free selection of tools for calculating KPIs and increasing marketing metrics
Alexander Kuleshov
Alexander Kuleshov
General Director of Sales Generator LLC
Read more posts on my personal blog:
Over the past 7 years, we have conducted over 23,000 comprehensive website audits and I have learned that all of us as leaders need clear and working algorithms for our marketing and sales.
Today we will share with you 6 of the most valuable documents that we have developed for our clients.
Download for free and implement today:
Step-by-step guide to creating marketing KPIs
Template for calculating KPIs for a marketer
9 Examples of Universal Selling Commercial Proposals
Upgrade your CPs to close more deals
How to make KPI for the sales department so that profits grow by 20% or more?
Step-by-step template for calculating KPIs for OP managers
Checklist of 12 main indicators for website promotion
Find out what metrics are needed to properly optimize your website
40 Services for Working with Blog Content
We have collected the best services for working with content
How to define your target audience without mistakes?
A proven guide to defining a company's target audience
Download the collection for free
pdf 8.3 mb
doc 3.4 mb
Already downloaded
153421
Stages of creating an individual development plan
Let's look at the whole process step by step:
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 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.
Case: VT-metall
Find out how we reduced the cost of attracting an application by 13 times for a metalworking company in Moscow
Find out how
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
Source: shutterstock.com
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.