I am looking for something that could be a guideline in doing the Individual Developmental Plan of my direct reports. Key areas of focus are the following competency;
Customer Focused (Core)
Drives for results / Action Oriented
Decision Quality (Core)
Problem Solving
Approach is 70% from Job, 20% from feedback and 10% from training.
Thanks!
From Philippines, Marilao
Customer Focused (Core)
Drives for results / Action Oriented
Decision Quality (Core)
Problem Solving
Approach is 70% from Job, 20% from feedback and 10% from training.
Thanks!
From Philippines, Marilao
Dear Kyzhie,
When you draw plan for your direct reports, please focus on thier areas of strenght and opportunity . Every one is likely to have different combination . Hence they might require different job allocation and training. A key to build towards it is , explain the business targets including the parameters to your reports . And then ask them to write a development plan including the training they would require and areas of responsiblity they would take .
This write -up will help you build a consensus. Even if they are not accurate in assesing thier areas of strenght and development , they would listen to your logic and think through .
Regards,
(Cite Contribution)
From India, Mumbai
1859When you draw plan for your direct reports, please focus on thier areas of strenght and opportunity . Every one is likely to have different combination . Hence they might require different job allocation and training. A key to build towards it is , explain the business targets including the parameters to your reports . And then ask them to write a development plan including the training they would require and areas of responsiblity they would take .
This write -up will help you build a consensus. Even if they are not accurate in assesing thier areas of strenght and development , they would listen to your logic and think through .
Regards,
(Cite Contribution)
From India, Mumbai
firstly have an annual company plan ==> individual divisional plan with clear resp==> which has to trickle down to dept plan with clear resp=> this can be used to allocate the clear IDP .
Example : if your org has four key focus areas
Safety
Quality
Productivity
Quality
List the items that each div/dept/team PIC will need to undertake so that the overall pictured targets is met. The above items could be triggers for letting your team see the challenges they have to face on the coming year - weigh these against the targets they had to meet last year . So you can analyse the gaps/ skills enhanced, need to be enhanced which can form the development plan in concrete. The same can be logically derived based on opportunities available for level up or skill up and go forward.
Cheers
PM
From India, Bangalore
Example : if your org has four key focus areas
Safety
Quality
Productivity
Quality
List the items that each div/dept/team PIC will need to undertake so that the overall pictured targets is met. The above items could be triggers for letting your team see the challenges they have to face on the coming year - weigh these against the targets they had to meet last year . So you can analyse the gaps/ skills enhanced, need to be enhanced which can form the development plan in concrete. The same can be logically derived based on opportunities available for level up or skill up and go forward.
Cheers
PM
From India, Bangalore
Dear Kyzhie,
i would suggest ..firstly from their job descriptions, you assess the skills(technical and/or non technical) required to perform really well in each of these allocated areas:-
Customer Focused (Core)
Drives for results / Action Oriented
Decision Quality (Core)
Problem Solving
then you can individually get each employee to fill what skills they lack( in comparison to the skill set prepared from their job descriptions) based on their asssessment of their performance and you can take a similar feedback from their reorting managers/supervisors and then narrow down to the gaps.
regards
Smriti
From India, Mumbai
i would suggest ..firstly from their job descriptions, you assess the skills(technical and/or non technical) required to perform really well in each of these allocated areas:-
Customer Focused (Core)
Drives for results / Action Oriented
Decision Quality (Core)
Problem Solving
then you can individually get each employee to fill what skills they lack( in comparison to the skill set prepared from their job descriptions) based on their asssessment of their performance and you can take a similar feedback from their reorting managers/supervisors and then narrow down to the gaps.
regards
Smriti
From India, Mumbai
Hi, I am looking for help to make a business plan for my job (Industrial Safety and Environment) but I concentrate on Safety more, as what I can do in next 6 months from now. Fire extinguisher, extrusion, press – aluminium job, Remelt, security, packing, powder coating and dispatch.
I will be appreciate if any one can help or advice me. Thanks in advance
From Bahrain
I will be appreciate if any one can help or advice me. Thanks in advance
From Bahrain
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