Those joining the team after a long absence or break may require IRP to update the knowledge and skills needed to adapt to the changed work environment.
An individual employee development plan can be customized to the needs and goals of each employee, allowing it to be used as a universal tool for evolution in various circumstances and any responsibilities.
Structure of the individual development plan
To better understand the set of conditions of the IPR, let's study its main elements. They include:
setting goals for the growth of the company and the employee;
level of competence architect database requiring improvement;
the ways in which the specialist plans to achieve the goals;
time frame for training;
the process of evaluating the results achieved.
Economic enterprises may change the final configuration, but it always includes the basic components necessary for each plan:
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 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.