Do you know how to plan an individual development plan (IDP)? The following is the knowledge I brought to you about how to plan personal development plan (IDP). Welcome to reading.
0 1 Select key positions that individuals may be promoted to.
First of all, we should choose a group of target positions for employees who may be promoted. Generally speaking, organizations need to fully communicate with employees before deciding their potential promotion positions. Of course, if the employee is originally scheduled to be the successor of a key position, and the position is about to become vacant, then plan the preparations for the position directly with the employee.
Consider the length of time employees need to prepare.
Time is a crucial factor, which affects what kind of training measures should be taken for employees. If employees have been designated to be promoted quickly in a short time, it means that time is already pressing. Therefore, the selected training activities are very important for future job performance. We must give priority to feasible training measures, even if we have enough time. In a word, the key question of this step is: "How much time do we have?".
03 Diagnostic learning needs
What is the gap between the knowledge and skills that an employee has now and the knowledge and skills that need to be improved in the future? The answer to this question can clarify the development gap of employees.
One way to assess the gap is to compare employees' current job needs with those of key positions in performance goals to see whether employees are fully qualified for their immediate superiors.
Another method is to ask the employees in key positions to compare their current work needs and performance with those in key positions. After clarifying the size of the gap, the next step is to make a development plan and strive to narrow the gap between the existing ability structure of employees and the ability needed for promotion to key positions.
When diagnosing learning needs, the quality of the results depends on the quality of the diagnosis process.
04 clear learning objectives
Learning objectives include the following three elements:
1. resources: what kind of equipment, tools, information or other resources learners need to prepare in order to master the necessary knowledge, skills or abilities.
2. Standard: How to measure the achievement of learning goals? What is the minimum standard that an individual should meet?
3. Conditions: What conditions must learners meet?
Explain the learning resources and strategies needed to achieve learning goals.
Learning strategy is a way to achieve learning goals. What learning activities should I take to narrow the gap between my current knowledge and the knowledge I need for promotion?
Learning resources are indispensable resources to achieve learning goals. Resources may include manpower, financial resources, time, professional ability, equipment or information.
Human resources: trainers, coaches, mentors, consultants, etc.
Financial resources: research fund
Time resources: the time required for individuals to participate in training, education or development activities.
Professional ability: required professionals or information resources.
Equipment: learning equipment (white paper, post-it notes, markers, textured paper, etc. )
Explain the learning resources and strategies needed to achieve learning goals.
How do organizations understand the realization of learning goals? To answer this question, we must provide clear and measurable learning goals, and give feedback to the learners themselves and other relevant personnel on a regular basis. Use short and informal evaluation forms or formal and written development evaluation tools to record individual learning progress, prove learning results, provide feedback to individuals, and point out the direction of further improvement.
07 clear measure method
Are the results evaluated by professionals, such as the incumbents of key positions?
Do learners need to show their development achievements through oral reports?
Should the superior evaluate the individual's performance in learning and development?
08 and consultant inspection plan
Personal development plans must also be reviewed by experts before they are passed. Here, the meaning of "expert" or "consultant" is very broad and can include:
Member of succession planning and management committee.
friend
spouse
Direct superior
Colleagues of students
Summer for learners
Academic experts
The authority of other organizations.
In addition, according to the situation of organizations, individuals and key positions, other experts or consultants may also participate.
09 implementation plan
The implementation process of IDP can be said to be the fatal weakness of succession planning and management. Although the idea is perfect, many IDPs have not been effectively implemented. Therefore, take appropriate measures to ensure the responsibility relationship in the implementation of IDP, and supervise and supervise the implementation and results of the whole plan. For example, an IDP summary meeting is held once every quarter, and representatives of major departments report the implementation of IDP in their own departments. Alternatively, the succession planning and management project coordinator can visit each manager one by one and review the IDP progress of their respective departments with them. This process will help to ensure the attention of stakeholders and create an improved atmosphere.
10 Assessing learning and effectiveness
Learning outcomes are matched with learning needs and goals. Conduct regular development evaluation and prepare IDP list to show which learning objectives have been achieved.
Appendix:
Make a learning goal table according to personal development needs
Clarify the list of resources needed for development activities
Personal development plan (IDP) form
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