In any position, there inevitably comes a time when familiar duties are performed with one’s eyes closed or, conversely, functions arise that require new knowledge. This significantly reduces employee motivation and negatively affects their work efficiency. To avoid this, prudent managers create a professional development plan for each employee. For both parties, this is a convenient tool for developing professional qualities and, as a result, business.

The problem of personnel development in many companies today is very acute, as it is caused by a shortage of personnel and the value of financial employees in the labor market. In order to retain qualified personnel, employers are trying to solve this issue through professional development of employees, building a career growth plan, and inclusion in the personnel reserve.

Employee Professional Development Plan

An individual professional development plan is a document that records the employee’s planned career advancement for a period of one to three years (possibly five) and the qualification requirements that satisfy each position. A professional development plan typically includes:

Competencies that the employee currently possesses;
competencies that require additional development;
a list of activities to develop the necessary competencies;
internships that will allow you to become familiar with the functions of the position in which the employee is included in the reserve;
the result that must be achieved during the internship;
a plan for the delegation of responsibilities provided for by the position for which the employee is being reserved;
terms of competence development;
fact of execution of the individual development plan and comments.

An individual development plan sets specific realistic deadlines for developing a skill to the required level.

The procedure for working with this type of document in an organization can be centralized, strictly regulated and distributed among the responsible persons: personnel management service, heads of the organization, heads of structural divisions, employees. Or it can be informal, brought only to the level of, for example, the head of the financial and economic service.

The organizer of the centralized process of drawing up professional development plans is, as a rule, the personnel management service. At a minimum, the manager and his subordinate must participate in this process. The most difficult thing in forming such a plan is to identify the employee’s problem areas, that is, assess his strengths and weaknesses in professional knowledge, experience and behavior. It is more correct to call these zones development zones, since they can form the basis for achieving even greater efficiency and effectiveness of the employee. Therefore, an employee’s professional development plan is drawn up, as a rule, based on the results of an assessment or certification of competencies.

The individual development plan is a fairly flexible tool for retaining key personnel; it can be updated and adjusted annually at the request of both parties. Employee career planning, as a rule, occurs in a certain direction that also satisfies both parties, depending on what tasks the employee will have to solve in the future and in what projects he will participate. Both parties must find a compromise so that the employee's development is planned in accordance with the company's goals to ensure the achievement of its strategic objectives while at the same time satisfying his personal needs.

The procedure for drawing up a professional development plan

Work on developing the competencies of employees includes several stages, the main of which are: the actual drawing up of a professional development plan based on the existing budget and tasks solved by a specific department, assessing the knowledge of personnel and adjusting the plan taking into account the results obtained.

The most time-consuming and important is the second stage, namely, assessing the knowledge of workers. This is the basis of the entire personnel management system, since without it it is almost impossible to obtain objective information about employees, and therefore, it is difficult to make informed management decisions. The presence of an objective evaluation system in the company is also a strong motivating factor for employees, because if evaluation is regular and inevitable, and its criteria are known to employees, that is, they understand how the evaluation results will affect income levels, what career prospects and development opportunities are, this is an incentive for employees to improve their performance.

Types of developmental activities can be as follows:
1. Development in the workplace.
2. Special projects/assignments/temporary assignments.
3. Learning from the experiences of others.
4. Search for feedback.
5. Self-learning.
6. Trainings and seminars.

To assess the implementation of the professional development plan, a special report form is being developed. But in some cases, it is permissible for the structure of the professional development plan to include the item “Status of goal fulfillment”, where, at the end of the planned period, the employee’s self-assessment and the manager’s assessment of the results achieved are entered.

The benefits of working on a professional development plan are obvious:

The employee’s professional development becomes organized and purposeful, rather than spontaneous;
the plan allows you to correlate the areas of employee professional development with the current and future needs of the department;
it allows you to take into account the interests of the employee in his professional development;
based on the results of assessing the implementation of such a plan, the employee regularly receives feedback on the development of his professional competencies and better understands the organization’s requirements for his current or future position;
Well-structured work according to professional development plans motivates the employee to further work in the organization. But there are also disadvantages of working with such documents:
planning in a situation of instability and dependence on a large number of external factors is not easy, especially the professional development of employees;
a professional development plan is a rather complex tool to use: it is necessary to allocate quite a lot of time and personal resources of the manager for its preparation, monitoring and evaluation of implementation, since all procedures are carried out in the form of a personal conversation;
a professional development plan can easily turn into a formal document, to which the organization or department does not attach much importance - in this case, the organization receives a tool for demotivating employees.

Personnel assessment methods

There are several types of assessment, which depend on the purpose of its implementation. This refers to a quantitative or qualitative assessment of an employee or a comprehensive assessment of him as a member of the organization.

Quantitative assessment is used to determine employee performance. Its methods include the use of a given score for an employee’s achievements and mistakes, expert and coefficient assessment of his activities, and various professional and psychological tests. This type of assessment is more suitable for employees in the material production sector. If we talk about people who are mainly engaged in intellectual work, then quantitative assessment alone will not be enough. However, as well as qualitative ones, since they give a very conditional idea of ​​how effective an employee is. A qualitative assessment allows you to assess the personal qualities of an employee, such as his outlook, business negotiation and communication skills. For this purpose, evaluation interviews, discussions of a group of experts with the employee being evaluated, an arbitrary (written or oral) presentation by the employee of the vision of his work and functions, systematic observation and evaluation are used.

Since the purposes of personnel assessment mentioned above are very diverse, the use of only one group of assessment methods can lead to undesirable and obviously incorrect results. Therefore, a comprehensive assessment helps reduce the risk of an incidental result.

There are also several types of comprehensive assessment:

Assessment based on the 360-degree principle, that is, assessment by the immediate supervisor, subordinates, as well as colleagues who are at the same hierarchical level as the employee being assessed and closely interact with him. This method also includes employee self-assessment. During the assessment, those being assessed receive feedback that allows them to understand how well the assessment of others corresponds to the employee’s self-assessment;
MBO (Management by Objectives) method, that is, management by setting goals. The employee, together with his immediate supervisor, formulates his main goals for the upcoming period (usually a calendar year);
grading system (levels). This is a system of positioning positions in accordance with company policy. The grade of a position is determined based on the analysis and assessment of key factors (criteria). Personnel assessment using a grading system - assessing the abilities and qualities of employees based on key factors for suitability for the position.

The most complete form of assessment is an assessment conducted by an assessment center, that is, a personnel assessment center. However, the most common and convenient method of assessment is certification.

Personnel certification.

Certification answers questions about how fully this or that person corresponds to the position held, how effectively he applies his knowledge and skills in practice. Regular certification of employees allows you to achieve the following goals: informing employees about the requirements set by the company for their positions; identification of staff training and development needs; ensuring that employees’ qualifications match their positions; bringing the level of remuneration of employees in line with the level of their qualifications. Certification makes it possible to answer the questions: “what to teach?”, “how to teach?”, “who to teach?”, plan training for certain categories of employees, identify the most promising employees in whose development it will be profitable for the company to invest.

It should be understood that certification is always carried out in accordance with predetermined criteria and covers a certain period. Therefore, it is necessary to identify these criteria and establish the frequency of certification, for example annually or twice a year.

Then you need to create a certification committee consisting of three to five people, who are entrusted with the development and approval of the certification procedure. The committee determines the key principles of certification in the company, a list of competencies for employees and managers. All key principles of certification of company employees are reflected in the certification regulations, which are the result of the work of the committee. After approval of the certification regulations, information and training of company managers and employees is carried out. Certification should be carried out throughout the company, from top managers to ordinary employees.

When identifying experts to evaluate an employee, you must proceed from the following: firstly, the assessment of the employee’s immediate supervisor is the most important point in the certification. Other experts can be employees of the same department in which the person being assessed works, as well as other departments that interact with the employee. This is necessary so that some important part of production behavior can be assessed "from the outside." As a rule, we are talking about functional managers or project managers. For example, a branch accountant will be assessed not only by the branch director, but also by the chief accountant from headquarters. However, an expert can only be someone who was an internal client of the employee and could directly observe his production behavior. An important point when using several experts is the agreement of the assessment.
The manager speaks to the employee with a unified assessment and recommendations for development. Ideally, assessment coordination should proceed as follows. The employee’s supervisor and each expert give their own assessment. They then gather and discuss each competency for which the experts' ratings differ from the employee's supervisor's rating. The result of this discussion is the final assessment for this competency, accepted by all experts.

Another important point is the mandatory self-assessment of the employee, which allows him to once again analyze his activities during the reporting period, select facts, and think through steps for self-development. For a manager, employee self-assessment is a great way to save time and concentrate on analyzing discrepancies in assessments and justifying your point of view.

Certification of accounting employees can be carried out in the manner established for the entire company. According to the author, it makes no sense to evaluate the professionalism of accounting and financial service employees using any quantitative indicators. They are quite difficult to determine for this type of work and are unlikely to give a real assessment of the employee’s professionalism.

For financial service employees, the following competencies can be assessed:

1. Professional knowledge and the extent of its application in performing assigned tasks. Here, both professional qualifications and the quality of the work performed should be assessed: is there a need to refine tasks, the presence of errors, the independence of the tasks performed and their timeliness, the possibility of using an employee at the discretion of the company, that is, his mobility.
2. Business and personal qualities. Here, the employee’s performance, responsibility, attentiveness, ability to set priorities and make independent decisions in necessary situations, analytical skills, initiative, ability and desire to learn, as well as the ability to establish good working relationships with colleagues, understanding and respect for the interests of “internal and external” are assessed. clients.
3. Social characteristics. The employee's compliance with the rules established by the company and loyalty to the company are assessed.
4. Management skills are important for service managers. Here administrative abilities, ability to plan, distribute and organize the work of subordinates can be assessed. Ability to ensure quality control of work at all stages, listen and communicate with subordinates.

Adjustment of the plan based on certification results

The last stage of drawing up a professional development plan is its adjustment. Usually at this stage a post-test interview is conducted between the immediate supervisor and the employee. The manager explains what the employee’s self-assessment and expert assessment have in common and how they differ, and outlines steps to improve production behavior in problem areas.

Recommendations

Many managers fear that after employees undergo the necessary training, in some cases confirming their qualifications with appropriate certificates, they will certainly leave the company. Of course, such a risk always exists, since by improving skills, an employee increases his market value. But it should be borne in mind that the employee also understands that the company that invests resources in his development is a very attractive company. If he is clear about his financial and career prospects in a company that provides him with development opportunities, he understands that he is valuable to the company and will also make efforts to return the resources invested in him through quality work and loyalty to the company.

To minimize the possible negative reaction of employees to certification, it is necessary to devote enough time to preparing certification activities. As a rule, anxiety among employees arises due to a lack of information and misunderstanding of the goals of these events. Therefore, before the start of certification, it is necessary to inform personnel about the upcoming event, its goals, procedure and expected results.

With proper preparation of personnel for certification, employees will understand that they should not fear dismissals or any other negative consequences of certification. On the contrary, they can see good prospects and opportunities. Employees will be able to prepare in advance for certification if they think in advance about what they want to achieve in the company, and, accordingly, what they need to learn and what skills and competencies to develop.

Planning is a way of traveling through life. Many people do not know how and do not want to do this, so it is not surprising that at some point they ask themselves: “Where am I and how did I get here in the first place?” That's why you need it - so that in case you feel lost in life, you can look into it and remind yourself where you are going and why.

By working on your future, you will gain a sense of control over your life and will make better decisions along the way. A personal development plan also helps you make the right choices because it takes into account your personal values.

Personal Development Plan Template

There are a few things you need to pay attention to when creating your plan. Here are nine steps to take:

1. Define yours.
2. Set your priorities.
3. Set deadlines.
4. Know your strengths.
5. Recognize opportunities and threats.
6. Develop new skills.
7. Take action.
8. Get support.
9. Track your progress.

Let's look at each step separately.

Define your goals

What is important to you? What new skills do you want to learn? Are there any dreams that need to be realized? Do you have an irresistible desire to change jobs and try yourself in something else?

The first step is to identify the goals that really matter to you. They can be related to career, personal life, health, anything.

Step one: Write down 5-10 goals that are important to you.

Set your priorities

You've just written down your most important goals. Which ones are most important? The answer to this question is not prioritization.

Step two: Look at your list of goals and choose 1-3 to work on first.

Set deadlines

If you have a goal, but you don't know when you're going to achieve it, then it'll probably never happen.

Or if you plan to achieve something significant in a short period of time, then the chances of failure greatly increase.

When planning, it is very important to set yourself realistic deadlines. Then reduce them a little more so as not to relax and give yourself indulgences.

Step three: Set clear deadlines for your goals.

Know your strengths

Every person in the world is good at something, but has an average or low level of skill in others (Leonardo da Vinci is the exception that proves the rule).

How to find out about your strengths and weaknesses? The most sobering and interesting exercise: ask your loved ones and relatives: “What are my strengths?” Their answers may really surprise you. In addition, it will help you look at yourself from a different angle and correct your own perception.

Step four: Once you understand your strengths, write down exactly how they will help you achieve your goals.

Recognize opportunities and threats

Your current behavior and habits can either help or hinder your goal achievement. Accordingly, they are divided into opportunities and threats.

Habits that open up new opportunities need to be cultivated. And those that hinder them must be gotten rid of.

For example, if your goal is to live a healthy life, then you need to stop drinking alcohol, junk food, and quit smoking. At the same time, you need to play sports and be able to cope with it.

Step five: Make a list of things to start and stop doing.

Develop new skills

To quote Brian Tracy: “For everything you want in life, there is a price you must pay. Completely and in advance. Decide what you really want and then determine the price you will have to pay to achieve it. Remember that to achieve something you have never achieved before, you must do something you have never done before. You must become something you have never been."

In other words, you need to develop skills that you never had and start this work as soon as possible.

Step six: Write down a list of skills you need to develop to achieve your goal.

Take action

This is the most obvious step that many never take. Plans often remain on paper without ever taking the form of concrete action.

Step seven: Write down the 3-5 most important actions that will bring you closer to your goal and that you need to take within a certain time.

Get support

Who will help you with advice or just a kind word? This doesn’t have to be a relative; there are also mentors and teachers you can turn to.

Step eight: List all the people who you think will help you achieve your goal.

Track your progress

The best motivator is your own progress. Even if it is very small, it still gives a lot of strength.

It is important to realize that you are making progress. And if not, then find out what you are doing wrong and what you can do differently.

Step nine: Write down what needs to be improved and identify new strategies that work.

A personal development plan can be created and maintained in either paper or electronic form. The second option is somewhat preferable, because making changes is more convenient (and changes are also part of working with a personal development plan). In any case, you should end up with a document in which all nine exercise steps discussed above should be written down.

Many of us think about self-development at a certain stage of our lives, but at the same time we don’t know at all where is the best way to start our own change. To avoid such confusion, at the very beginning of the path of personal growth, you must first of all create a self-development plan that will help you calculate your own capabilities, as well as think through the necessary strategy for achieving results.

Where to begin? Your first steps

Before you create a plan for self-development, you first need to carefully analyze your life now: all its aspects, from work to personal life. This analysis helps to identify all the “gaps” in your life, and, among other things, shows what needs to be changed in the near future. After such a “medical examination”, start drawing up your plan.

It is important to know! Decreased vision leads to blindness!

To correct and restore vision without surgery, our readers use ISRAELI OPTIVISION - the best product for your eyes for only 99 rubles!
Having carefully reviewed it, we decided to offer it to your attention...

There is only one piece of advice here - a self-development plan is a purely individual thing, which the individual must draw up himself without anyone’s help. This does not mean that you cannot use individual fragments, but you should not copy it completely. Don’t forget, you adapt it to yourself, taking into account all the features of your character, as well as other traits of your personality.

When creating a self-development program for yourself, first of all, do not be afraid to experiment - decide on something new. It is not necessary to radically change everything at once, but it is necessary to build a gradual change. When creating a plan for personal self-development for the year, do not forget to also pay great attention to your creative development - this will make the abstinence period much easier for you, which will begin to appear some time after changing your behavior pattern.

Don't focus on one thing - develop comprehensively - let your knowledge deepen in different areas of activity with the same progress - this way you will have a significant advantage over other people.

Ten must-haves

Any individual self-development plan should include the following tasks that will help a person in his quest to become a better person. At first glance, these rules are simple, and their implementation does not carry any semantic meaning, but nevertheless, these ten whales will help deliver your “planet” to the desired destination, making a sphere out of its pie shape.

1. Desperate situation

Remember that the most terrible, deadly enemy for any representative of humanity is himself. Your secrets, past, previously made mistakes - all this will lie on your shoulders, creating a colossal burden on yourself. Let go of everything! Throw away everything that happened before, leaving for yourself only bright memories that will bring you nothing but joy, and then plunge headlong into the abyss of any work that interests you: it doesn’t matter whether it’s a simple hobby or another hobby, the main thing is to occupy yourself with it and soon you will you will see that all the problems that previously caused you trouble are simply forgotten;

2. Always say yes!

Of course, within reason. Remember the funny film where Jim Carrey’s character chose a similar behavior strategy for himself - he only said “yes” to all requests. By pursuing such a life policy, each of us can experience a lot of new and exciting things, because any self-development plan is aimed at this. Go to another city for a picnic - yes! Walking in the rain in rubber boots with funny ducks - yes! You will see, your life will sparkle with new, bright colors that will help you overcome your complexes along with shyness. The only thing is, always stick to what is reasonable, not allowing yourself to be drawn into dangerous games or fraud;

3. There was a minus, but now it’s a plus

The personal self-development plan includes the ability to turn any shortcomings into the most expressive positive traits. Don't be afraid to admit to yourself that you are not perfect or perfect. Ideal people do not exist - it’s a myth, but why doesn’t each of us strive for it?

If you understand that too angry– welcome to the gym, where your anger will serve as an excellent source of additional energy during exercise. Love to gossip- write a book in which you can pour out your soul without fear for your reputation. The main thing is to try to direct yourself in the right direction, becoming a self-sufficient person;

4. Pavlov's method

Absolutely any self-development plan is based on developing habits that in the future will help you not even think about this or that action. Develop habits that will help you achieve any goals, while the automaticity of their actions will help you open your mind to everything new, because you no longer have to dwell on the old;

5. Renunciation

Forget about negativity forever. If certain situations or actions cause negative emotions in you, then eradicate them, and if this is not yet within your power, then try to avoid them.

A self-development plan is the necessary therapy that will teach you to see only positive qualities in everything. It is important not to confuse this with a worldview with rose-colored glasses - these are completely different things. A person will see the situation as it is, but at the same time, he will strive to look for positive moments or lessons in it that will be useful in his life;

6. Looking in the mirror

Imagine yourself as the person you would like to be. Let it be illusoryly ideal - it all depends on the flight of human imagination. After seeing the picture, try to start behaving like this, at least for several hours a day, gradually increasing the time. You will see how people’s attitude towards you, and yours towards yourself, will change. Gradually, a person himself will begin to believe in certain traits of a fictional character, bringing him closer and closer to that ideal of aspiration;

7. Imagination is your greatest weapon.

A self-development plan requires, first of all, the ability to abstract yourself from life, giving free rein to your imagination. Dream of changing yourself, strive for it - dream about how you will change, and then the result will not be long in coming, because all thoughts will materialize. Don’t be shy about your flight of fancy - after all, at heart, each of us remains a child who dreams of recognition, success, and praise;

8. Failures

Only a certain stage - any example of a self-development plan requires accepting your own failures as a necessary step to success. Let failures be a life lesson that will help you avoid mistakes in the future. If you are mocked, then let these barbs only strengthen you - use them as your own armor, thus you will become invulnerable to insults, as well as defeats;

9. Catch a wave

Try to tune into their thought waves while talking with other people. During a conversation, put yourself in the shoes of your interlocutor, make his thoughts your own, his beliefs - thus, a person trying on the “suit” of another, you can take a lot of useful things for yourself from the personal qualities of your interlocutor;

10. Calculate your strength

Don't take on too much, don't try to take on the whole load at once. Dose the loads on yourself - increasing them gradually, giving yourself time to rest - leave a few hours for yourself when you are not striving for self-development, but simply relax. If you do not devote enough time to rest, then severe fatigue will appear, which will bring all your efforts to a complete zero.

All these rules, or rather advice, will help any person who wants to change their life to carefully consider a self-development strategy in such a way as to avoid failures or at least minimize their damage. Thus, it will be an excellent tool to achieve your desired goal.

“Make your shortcomings your name, and then no one will ever be able to offend you.”

Tyrion Lannister

What to avoid when drawing up a development plan

When drawing up a plan for personal self-development, first of all, avoid imaginary goals, those that in fact are not specifically your goal, but just a desire to please simply others. Remember, this is just your life, you can’t pause it and then just click continue or rewind. Don’t listen to the advice of others about where you want to go - each of us knows much better what he needs, unlike others.

Listen to those who respect your choices and truly believe in you and your strengths. Surround yourself only with such people, and not with lying masks instead of faces. Give up activities that do not allow you to move forward, but on the contrary, pull you back. It could be a job you don’t like, your social circle - all this will nullify any self-development plan, any of your aspirations for the better. Avoid backbiting criticism from those who sit still all the time, not moving forward. They are extra ballast, which, apart from sadness and anger, will not bring you anything new. The main goal of such individuals is to prevent someone from becoming better than them, because then they will be behind everyone else.

Self-development plan for a year - four seasons to become better

There is no need to write out detailed development plans for each month and day - you must do this yourself, but now you will be offered a layout of a personal growth plan, which is based on the four seasons of the year. Winter, spring, summer and autumn - these are the main blocks into which the individual self-development plan will be divided.

Why this particular choice of timing? Everything is very simple - the rhythm of life of each person is purely individual, which means it may differ from others - simply, he may not have time to do everything in one month, but at the same time he can easily make up for lost time in another. At the same time, you need to realize that everything indicated in this article is just a template. Everyone is free to change it for themselves as it will be convenient for them. There is no need to completely copy the work, you just need to take its idea. Take your idea, attach it to this template, add more detailed steps - the perfect development plan is ready, all you need to do is just follow it, without giving up under any circumstances.

So, your plan for the coming year, thanks to which change will begin to occur, looks like this:

• Winter– preparing yourself, searching for like-minded people to find your destiny, summing up;
• Spring– changing and organizing personal space, both at work and at home;
• Summer– the goal is to change yourself, to become better;
• Autumn– it’s time to start studying, as well as self-education.

Let's now look at each block separately.

Winter

The first - winter - includes at the same time an analysis of oneself, one’s life (successes or failures), but at the same time also summing up the results in December. Don’t be confused by the fact that this quarter has been divided for a while - your main goal now is to understand yourself: your desires, ideas and fears, so that you can then find like-minded people with whom you will begin to move up the curve. Society is also necessary so that there is no feeling of loneliness, loss, which, when felt, begins to give up and the fire in the eyes goes out.

Spring

Second quarter - spring - changes in the surrounding space. A self-development plan will bring results much faster if your usual environment is changed. Do some minor redecorating or just buy new sofa cushions. It doesn’t matter what or how, but you must change not only your inner, but also the real world around you. Throw away old things (just throw them away, don’t take them to the dacha) - with this method, a person on a subconscious level lets go of all his negativity, anger - remember, everything is in your power, the main thing is just to want it.

Summer

The third period - summer - transformation of oneself. During these three months, do what you have wanted for so long - change your hair color, haircut or clothing style. Don't be afraid of drastic changes - remember that everything can always be returned to the initial stage. Express yourself through your clothes - wear what you want and in the style you like. Become more confident in yourself and your abilities. The only point is that in the desire to surprise everyone, do not turn into a buffoon whose goal is simply to stand out through expressiveness. Just be yourself: do not change your aspirations and desires.

Autumn

The fourth period is autumn - all training begins during this period. The self-development program involves attending various seminars and trainings - where trainers share experiences that can help others overcome difficulties. By attending such training events, each of you can discover something new: different ways and tools for achieving results.

This distribution is very convenient, because as mentioned earlier, it does not contain specific instructions - just the direction in which direction is best to move now. In this case, you choose the sequence of actions yourself, the main condition is not to go beyond the time frame of this stage. Everyone independently chooses how to achieve the result and in what way, without wasting extra time on allocating the main time throughout the year.

Conclusion

In conclusion of the article, it is necessary to emphasize the fact that there are only specific and effective methods for constructing a personal development plan - there are only tips for its preparation. You should also not be afraid that you will have failures - this is normal. It will also be normal that at first you will not cope on time. Realize that such a self-development program is not a one-time stage, but a cyclical training that must be repeated regularly if you do not want to stop developing.

Don’t expect instant results - learn to enjoy even minor successes, because if not you, then who will believe in you? Free yourself from the oppression of minor problems, various mediocrities - they are not worth your attention, as well as your nerves. No technique will bring the desired success if a person constantly loses his fortitude from failures and criticism. Think about yourself, about why you started all this. . Strive for something new, study yourself, and ultimately accept yourself for who you are - all this is the key to a successful, self-confident person who has overcome internal fears and complexes.

An individual development plan (IDP) for an employee is such an excellent motivational tool that one wonders why it is so rarely used. This is a classic case of the vin-vin strategy: an employee is purposefully and systematically engaged in improving the qualities and skills needed by the company. It is not that difficult to develop and implement (even if someone tries to scare you with invited coaches and special programs), and the synergistic effect for the company can be much higher than initial expectations.

What is IPR

This is a list of activities (training, developing and consolidating new knowledge and skills), thanks to which the employee will develop professionally, developing new competencies and increasing work efficiency. It is always compiled for a specific person, taking into account his personal goals, company goals and the characteristics of the position.

It may also record stages of career growth and/or salary increases in response to the employee achieving a certain professional level.

An IPR is usually drawn up for six months to a year (for beginners - maybe 3 months), and for employees with high potential or in serious managerial positions - for several years. It can (and should) be adjusted as necessary, for example, if the vacancy for which the employee was “raised” became available faster.

For whom is the IPR compiled?

The situation when every employee of the company has an individual development plan is somewhat idealized. It is quite understandable when an employer is quite satisfied with the current qualifications of an office manager or has no desire to awaken unnecessary ambitions in an ordinary accountant. Therefore, most often an IPR is compiled for key company specialists, managers at various levels and representatives of the personnel reserve.

Benefits of IPR for the employer

• Increasing employee loyalty. The emergence of a feeling of security and confidence in the future: if they develop me, invest in me, it means that I am interesting and needed by the company.
• The ability to control the development of your specialists - so that it goes in the right direction and at the right pace.
• Expanding the range of tasks that a specific specialist can perform and increasing their level of complexity.
• Forming in employees exactly those new competencies that are needed for the company’s future tasks and projects. Coordination of employee potential and organization development strategy.
• The ability to build a personnel policy taking into account the forecast of professional and career growth of employees.
• An increase in the overall efficiency of the company if the main forces (and a relatively small budget) are invested in people in those positions that contribute to increased productivity.
• Savings on finding and attracting highly qualified specialists and management representatives, as they are grown within the company.
• And yes, let’s be cynical: a specialist can be “burdened” with additional serious tasks that take up more than just working time. But we must remember that he has the right to fail them: “I’m not a wizard, I’m just learning.”

Specialist development programs work especially well in companies working in areas where the labor market is oversaturated with offers, and it is easier to grow a competent employee than to find in the field.

Mikhail, Head of Marketing Department: “One girl under my command was striving for new professional horizons, but ours was just saggingSEO promotion. We made a plan, sent her to the seminar, bought the appropriate book, and she herself collected the necessary information on the Internet. As a result, search engine optimization worked. Of course, we increased her salary. But if we outsourced this task to some online agency, the costs would be more significant.”

Benefits of IPR for an employee

• Satisfying the need for professional development, which can provide career growth (both vertical and horizontal) and an increase in salary.
• Ensuring self-organization: it is clear what to do, how to do it, with what result and in what time frame. It becomes easier to integrate learning into your work and life plans.
• Concretization of goals in professional and personal development, which previously existed at an abstract level.

The list of benefits turned out to be shorter than for the company, but the first point is so significant that there was no need to continue further.

Types of development activities within the framework of the IPR

They can be very diverse, depending on the needs and capabilities of the company:

• Training within the company, if it has its own trainers, or through mentoring;
• External training at the expense of the company (attending seminars, trainings, master classes, taking courses, etc.);
• External training by the employee himself (attending seminars and trainings at his own expense, viewing publicly available lectures, webinars, etc.);
• Attending professional events: conferences, round tables, etc.
• Reading professional and business literature;
• Participation in projects that provide new experience and practice of acquired skills;
• Personnel rotation;
• Internships;
• Passing various certifications;
• Performing tasks and assignments outside the scope of the job description;
• Request feedback from management, colleagues, subordinates and experts.

Expert advice : if an employee is given the task of studying certain books, then the result should be a corresponding summary. The same goes for attending all kinds of professional events, especially at the expense of the company. When a person has to write a report following an event, the concentration of attention increases sharply, and then he has to deal with sorting out the information received. Such notes and reports may prove useful to other employees of the organization.

Stages of compiling an IPR

1. Assessment of the current level of competence of the employee, including based on the results of certification, if one is carried out.
2. Determining key employee development goals in accordance with the needs of the company, developing recommendations.
3. Drawing up a table or map with a list of training, development and reinforcement activities. For each of them, criteria for achieving the goal and deadlines must be indicated. It is important to maintain consistency so that the employee does not have to apply knowledge and skills that have not yet been acquired. The complexity of the tasks performed should increase gradually.

An exception is when, due to circumstances, an unprepared person was appointed to a new position with some advance payment. In such a situation, the missing competencies need to be acquired at an emergency pace.

1. Coordination of the development plan with all interested parties.

During one planning stage (for example, six months), it makes sense to develop only 2-3 currently key competencies. It must be remembered that IPR is an additional burden to standard work duties, which must be performed first.

Specific examples of individual development plans can be found in specialized publications and on Internet portals.

Who draws up the IPR

Typically, the IPR is compiled by the employee’s immediate supervisor together with him, under the supervision of a personnel specialist. If required and possible, external consultants are involved.

This can be done manually or using special software. Naturally, the latter is only appropriate for very large companies.

Errors encountered when implementing IPR

• The IPR is designed for an employee who does not have an active position on the issue of self-development and has no interest in professional growth. Such a person will either fail to implement the plan, or will carry it out purely formally.
• The IPR is imposed on the employee, compiled without his consent and does not take into account his personal goals and wishes.

Larisa, director of PR: “At one of my previous jobs, they once told me that they would prepare me for a promotion in six months. And under this pretext they began to use it in the tail and mane. It’s impossible to say that I was against a promotion, and new and difficult tasks have always attracted me. But due to the ultimatum nature of these events, my enthusiasm was almost halved, and an unpleasant aftertaste remained in my soul.”

• No motivation. The benefits of implementing the IPR are not explained to the employee; he does not understand why this plan is needed and what positive changes it will lead to. The second option: a person sees that career prospects are described purely theoretically, and there are no real chances for promotion.
• Material motivation is involved - bonuses and bonuses and the implementation of individual points of the plan. This approach leads to the fact that IPR is considered as a source of income and is again carried out formally.

Tell your friends and partners about the JobHelp recruitment agency and get 20% bonus for new clients who use your recommendation.

Currently, an individual employee development plan is becoming an increasingly popular tool in the field of human resource management in both foreign and large domestic companies. But what exactly needs to be developed, how, and most importantly, why? Let's try to answer these questions. And your colleagues will help us with this.

Today it is absolutely clear: one of the most important components of all company resources is human capital. At the same time, the efficiency of a department, department, and the enterprise as a whole directly depends on the effective work of key employees. A successful organization is always a dynamic system, the development of elements of which, including personnel, will ultimately lead to the natural development of the company itself. It is gratifying that both people in charge of personnel management issues and company management have begun to understand this.

MANAGERS ABOUT THEIR MAIN CAPITAL

Ivan Baranenkov, commercial director of CPC ImpEx

“Personnel are our main asset,” says Ivan Baranenkov, commercial director of CC ImpEx. - Since our company is constantly developing and growing, our staff needs training and advanced training. In addition to a basic increase in the level of professionalism, this is due to changes and optimization of functionality within one specialization.” CPC ImpEx regularly conducts trainings for employees of commercial departments, financiers, buyers and production personnel. Particular attention is paid to training in international product quality standards.

By paying due attention to the development of key employees, the enterprise contributes to the achievement of their personal and professional goals, which will ultimately lead to the achievement of the goals of the organization itself.

Sergey Moiseev, HR Director of the ION Digital Center

“Our employees are the main link in the company’s success,” comments Sergey Moiseev, HR Director of the ION Digital Center. - We pay a lot of attention to the issues of motivation, training, career and personal growth, maintaining corporate and morale. To quote Michael Marks (the originator of the supermarket idea), “If you put people first, you will never make a mistake, even when it comes to making money.”

We have implemented a comprehensive training system for both retail network employees and office workers. Special attention is paid to sales consultants, since they are the face of our digital center. Their training includes internal training, seminars, on-the-job training as well as external training.”

Yulia Belova, general director of the travel company JSB Travel

Yulia Belova, CEO of the travel company JSB Travel, also pays great attention to the development of his staff: “Employees are the most important part of the JSB Travel company, since they are the ones who represent our organization and its services directly to the end consumer - the tourist. And the success of the entire company depends on how efficiently and professionally they do this!”

What to develop?

It should be remembered that personnel development must necessarily be related to professional activities and carried out within the framework of those competencies that the employer considers key for each specific position. In other words, a sales manager needs to develop, for example, communication skills, not typewriter skills.

“Since our company is at the forefront of the development of digital terrestrial television in the Russian Federation, we primarily concentrate our efforts and resources on the technical education of employees and maintaining its high competitive level, realizing that this will ultimately ensure the competitiveness of the enterprise,” says Igor Petrov, Deputy General Director of OJSC Scientific and Technical Center "Cosmos".

Before starting to develop an individual development plan, it is necessary to assess the professional competence of the employee and determine his compliance with the standard requirements for a specific position.

Sergey Moiseev believes that training without assessing knowledge and skills loses half its meaning. At the ION company, the training department conducts certification of managers, sales consultants and merchandise experts on a quarterly basis. The company is confident that a high-quality personnel assessment allows an employee not only to see his shortcomings as a specialist, but also to determine what skills and competencies he needs to develop.

OJSC Scientific and Technical Center "Cosmos" believes that assessing the professional competence of employees consists of analyzing specific practical solutions that help or hinder bringing the project to actual completion in real conditions. From this, an evaluative portrait of competence is compiled, reflecting the professional and personal achievements of the employee at a given point in time.

It should be remembered that effective evaluation of an employee's performance gives the manager a deep understanding of two very important aspects.

Aspect 1. Employee strengths. They are the ones who enable employees to achieve their goals.

Aspect 2. Areas requiring development. It is necessary to find out what prevents the employee from achieving his goals and why this happens. Then you need to take steps to help close the gaps.

However, you should focus on your strengths. After all, achieving excellent results in work and life occurs thanks to a person’s individual abilities, which are based on his knowledge, skills and abilities, often subconsciously. Therefore, in the process of developing the strengths of employees, their weaknesses are leveled.

EMPLOYEE DEVELOPMENT ZONES

“Every person has strengths, and our approach is to use them and, if possible, develop them,” says Ivan Baranenkov. - One sales manager is excellent at finding new clients and establishing contact, and the other, in turn, is able to lead the client and develop relationships with him. Working together, these two employees provide excellent results. Due to their individual character traits, these employees will not be able to fully replace each other, even if they undergo appropriate training.”

Yulia Belova shares the same opinion: “Now there is a tendency towards division of labor, that is, each employee ends up working in his own narrow area, which is required by the specifics of the business. In this case, preference will be given to developing the employee’s strengths.”

However, we should not forget that weaknesses can cause failure, therefore, weaknesses need to be “pulled up.”

“If we identify weaknesses in employees, we focus on neutralizing them, but at the same time we do not forget about overall development. We approach training and development issues systematically, Sergey Moiseev shares his experience. “Of course, simultaneous and equally successful work on strengths and weaknesses is often impossible, and then it is necessary to set priorities - eliminate critical weaknesses and continue to work on improving strengths.”

Development of an individual employee development plan

When developing an individual employee development plan and determining the stages of implementation of this plan, you should first of all identify the reasons that prevented the employee from achieving results in the past. Typically, these reasons fall into one of the following categories: lack of knowledge, lack of skills and experience, rejection of goals and values, and personality inadequacy.

For example, in order to obtain the knowledge necessary for work, the personal development plan of an employee of OJSC Scientific and Technical Center "Cosmos" must include visiting thematic exhibitions and events. “Each employee of OJSC Scientific and Technical Center Cosmos needs a sufficiently large amount of knowledge (technical, commercial and marketing) in order to bring sustainable profit to the company,” says Igor Petrov. - Therefore, the company’s employees twice a year attend exhibitions of telecommunications offers and, without fail, events with the participation of industry leaders, getting acquainted with innovative promising areas for the development of telecommunications services and high-tech technologies in this direction.

The number of employees involved in this training event is at least 50% of the total number of personnel.”

Our information

Coaching(English coaching) - a method of directly training a less experienced employee by a more experienced one in the process of work; a form of individual mentoring and counseling. The origins of coaching lie in sports coaching, positive, cognitive and organizational psychology, in ideas about conscious living and the possibilities of constant and purposeful human development.

But it is worth recognizing that sometimes an employee fails to get the desired result, even with the necessary knowledge, for example, to achieve the goal of negotiations, having knowledge of the theory of the negotiation process. In this case, it is advisable to use a form of training such as a training or seminar.

The CPC ImpEx company regularly conducts trainings both with the help of external specialists and by the most qualified employees of the company. And the individual development plan for JSB Travel employees, for example, includes regular attendance at educational seminars, trainings and presentations of their partners, which are organized before each tourist season (twice a year), and participation in study tours in Russia and abroad in order to better familiarization with the tourism product.

The next obstacle may be the reluctance of employees to accept changes and new processes introduced by the company. In this case, it is necessary to change the perception of employees in some way, which is facilitated by coaching.

When an employee, for some personal reason, cannot perform certain functions, they speak of “personal inconsistency.” This problem is the most difficult to solve. For example, coaching can help change the situation, but if it is powerless, it is necessary to either reconsider the employee’s job responsibilities or transfer him to another position.

Who's responsible?

Personnel development always involves cooperation and mutual obligations of three parties: the employee, his manager and the company itself. Thus, the employee’s obligation is to show personal initiative in developing his professional qualities and professional growth, searching for new opportunities within his position, obtaining information from management and colleagues about the quality of his work.

The manager, in turn, is responsible for the following aspects of cooperation:

• clear goal setting;
• a clear definition of the result that he wants to receive from his subordinate based on the results of activities for the reporting period;
• identifying competencies that need to be developed;
• providing constructive feedback and guiding the subordinate in the performance of his duties;
• providing ongoing opportunities for professional development.

In the process of drawing up and implementing this plan, it is worth especially noting the role of the immediate supervisor.

At CPC ImpEx, management regularly takes direct part in the development of training programs and seminars. As a rule, it is the immediate supervisor who assesses the professional competence of the employee, which is the basis for the development plan itself, and identifies areas requiring further development. The manager must constantly provide feedback so that the employee, firstly, feels the practical importance of implementing his individual development plan, and secondly, can make the necessary adjustments in a timely manner. In addition, the manager must provide the employee with the opportunity to develop not only through training or coaching, but also directly in the process of work, involving him in participation in projects not directly related to the main job responsibilities.

Thus, understanding why, for whom and how to draw up an individual development plan gives the modern manager an up-to-date tool for improving the qualifications of staff and the professional development of key employees of the company, improving their knowledge, skills and abilities. In addition, it helps to quickly achieve the goals set for him or his department. You just need to make sure that the individual plan does not turn into a formality and that each employee shows an interest in its implementation.