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
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Competency assessment can be bahamas phone data 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.
Step 4: Define specific goals and set clear requirements for ultimate success
The goal is the key factor that motivates employees to adhere to an individual development plan, actively participate in professional training and achieve better results in their work. In addition, it is important for specialists to be aware of career growth prospects and understand what benefits they can get from achieving goals and completing tasks.
One of the employee's priorities is to be included in the personnel reserve, promoted, and receive a salary increase. His aspirations must correspond to the company's individual development program. For example, if the company's IPR priority is to retain valuable specialists, then for the employee this may result in a salary increase.
After defining the goals, requirements for achievements that the employee must demonstrate upon completion of the program are established. The IPR is not limited to completing training courses, but is aimed at solving real problems.
A distinctive feature of the IPR is its link to career growth, which involves not only improving qualifications, but also achieving certain key success indicators (KPI). High expectations for the results are initially set with clear instructions.
The employee must understand what factors will be used to evaluate performance, what will be recognized as achieving key performance indicators, and what will not.
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