his stage is one of the most labor-intensive, as it sets specific steps and measures that should help the employee achieve the goals set. All recommendations are developed for each person individually, but there are key tools that can fill the plan with the necessary materials:
Training . The selection of suitable courses, lectures, trainings is carried out in accordance with the selected competencies that are emphasized in the plan. If the company offers online training and works with an LMS platform (learning management system), the process of selecting courses can be automated. Modern IT environments independently recommend appropriate content depending on the results of the assessment of a specific employee. When discussing high-level managers, the company can consider external educational opportunities with a personalized approach, including cooperation with business coaches.
Mentoring : Sharing the experience of colleagues can be a key component of the training plan for interns and new employees. The goal is to quickly reach peak performance. The IEP here may include regular consultations with a mentor and the implementation of tasks provided by him/her.
Practical application of new bahamas phone data knowledge in the workplace : training should not be limited to theory only, but should include many practical actions. The IPR can determine what skills a specialist should use in his/her work.
For example, you can assign several tasks that require the use of new tools, or ask an employee to implement a new methodology in one of the work processes. It is this part of the overall plan that will become the main evaluation criterion upon completion of the work to improve productivity.
Step 6. Determining the timeframe for implementing the strategy
Clearly defined time frames are an important incentive to implement the plan and to stick to it. Deadlines define when the results will be evaluated and the goals that must be achieved by that time.
Step 6. Determining the timeframe for implementing the strategy
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When creating time frames, both the individual capabilities of the employee and the strategic goals that the company has set for itself should be taken into account. The implementation of the employee's IPR should not be allowed to harm the main work duties.
It is necessary to determine how many hours a week he will be able to devote to professional development. At the same time, it is necessary to take into account the interests of the organization. For example, if the implementation of new tools and programs is planned for a certain date, it is important that employees are ready and fully oriented in the necessary information by this time.
Setting a time frame for the implementation of an individual development plan always requires finding a balanced solution. Usually, it takes from 4 to 12 months to complete the plan, but these figures are only general guidelines.