Task
It is necessary to clearly and structuredly define the employee in the training plan. It is recommended to use the SMART methodology with five key criteria:
Certainty (specific adherence to instructions).
Measurability (the level of indicators is fixed).
Achievability (realistic deadlines).
Relevance (significance to the employee, management and the company).
Time frames (set deadlines for goals).
Completion dates
The plan sets an approximate bahamas phone data time frame within which the employee must achieve the set goal. Most individual development plans are oriented towards a year, but some companies prefer to create shorter IDPs, for example, for three months. Typically, time frames are specified for both the overall objective and for each stage of the plan, for example, “achieving a certain level of this competency within two months.”
When setting deadlines, it is also important to adhere to the SMART principle and choose a period during which the employee can realistically achieve the desired results. Unrealistic time limits, such as “a week to improve skills,” are not helpful.
Defining a starting point
To optimize the perception of the learning process, it is necessary to accurately establish the starting point at the initial stage, defining in detail the employee's current level of competence. This level will serve as a guideline, since all efforts will be assessed from this parameter.
Defining a starting point
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Examples of current employee competencies may include intermediate level Python skills, excellent English proficiency at B2 level, highly developed communication skills, and a number of other achievements.
The necessary result and supervision
This part of the text selects the skills and abilities that need to be developed in the employee in the process of performing tasks. Also, the criteria for assessing the verification of the goal achievement are established.
Steps to Improvement
The most extensive section represents measures and events aimed at expanding the employee's necessary skills. They are usually divided into four main categories:
Specialized training and self-improvement within the framework of training courses, trainings, lectures and seminars that must be attended. This may also include recommendations for reading specialized literature and manuals.
Evolution in the work field - methods through which a person will expand his horizons directly in the course of activity, for example, the integration of innovative methods into individual practice.
Learning from the experience of others - recommendations to contact a qualified colleague in the desired field to receive advice and learn his methods.
Unique tasks are projects that are assigned to an employee to expand their skills.
The easiest way to assign tasks and consultations is through distance learning platforms.
Partners in Development
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 activities, monitors their implementation and conducts interim assessments;
qualified specialists with the necessary skills, to whom the employee can turn for help and advice;