Individual Development Plan
Here is your Individual Career Development Plan....I hope you find it useful.
Creating an Individual Development Plan Development is an ongoing process which enhances an employee's contribution in his/her existing position, assists in preparing him/her for future job opportunities, and helps ensure the availability of competent, qualified employees to achieve an organization’s business plan. The development process can be informal since new challenges and opportunities confront us in our daily work situations; or the process can be formal through a systematic approach leading to a documented plan. The formal development process provides background and focus, which help maximize the value of the individual experiences.
The three major elements of the formal development process are:
• Understanding of and commitment to development by the employee and the supervisor,
• Identification of the employee's strengths and weaknesses, career preferences, and development needs, and
• Identification and implementation of actions to build on strengths and meet identified needs.
An individual development plan should consider two different types of competencies:
• Behavioral competencies – the behaviors that superior performers do more often and with better success than average performers, and
• Technical competencies – the specific, job related skills necessary to be successful in a particular position.
Employee development helps individuals grow both personally and professionally, increasing current effectiveness and preparing them for future change and opportunities.
The Development Cycle
One way to think about individual development is as an ongoing cycle.
Set Goals
The development cycle begins when you specific goals that you want to achieve. These goals may address professional, personal, career, or business situations. For example, you may set a personal goal to achieve your masters’ degree in the next 24
Creating an Individual Development Plan Development is an ongoing process which enhances an employee's contribution in his/her existing position, assists in preparing him/her for future job opportunities, and helps ensure the availability of competent, qualified employees to achieve an organization’s business plan. The development process can be informal since new challenges and opportunities confront us in our daily work situations; or the process can be formal through a systematic approach leading to a documented plan. The formal development process provides background and focus, which help maximize the value of the individual experiences.
The three major elements of the formal development process are:
• Understanding of and commitment to development by the employee and the supervisor,
• Identification of the employee's strengths and weaknesses, career preferences, and development needs, and
• Identification and implementation of actions to build on strengths and meet identified needs.
An individual development plan should consider two different types of competencies:
• Behavioral competencies – the behaviors that superior performers do more often and with better success than average performers, and
• Technical competencies – the specific, job related skills necessary to be successful in a particular position.
Employee development helps individuals grow both personally and professionally, increasing current effectiveness and preparing them for future change and opportunities.
The Development Cycle
One way to think about individual development is as an ongoing cycle.
Set Goals
The development cycle begins when you specific goals that you want to achieve. These goals may address professional, personal, career, or business situations. For example, you may set a personal goal to achieve your masters’ degree in the next 24