When employees need to improve their knowledge and skills, Learning Model can be used to create development plans. 70:20:10 Learning Model is not the priority in the ratio, but is time division as well as diverse management in the learning and development process.
70:20:10 suggests a proportional breakdown of how people learn effectively. Each proportion is equally significant.
❝ The bottom line is that when employee have been trained in the 10% , the 20% and 70% should also be created in the IDP. ❞
❝ Click at Pie Chart to learn more ❞
Individual Development Plan1.Tools for performance management plan, set clearly objective and reflect employee's performance by SMART principle
2.Building culture and 6 values by focus on result of employee, team, and organization
3.PMP reflects your work efficiency and achievement. It is use for determine your salary increase, bonus and opportunity for promotion
1-31 Jan: Employee create goal
1-28 Feb: Manager-Employee discussion and Manager approve goal
PMP VDO SMART VDO Setting Goalis a tool for employee in career and personal development. Its purpose is to help employee develop knowledges, skills and attributes in order to reach short and long term career goals, as well as improve current job performance by enhancing strength and developing weaknesses.
It is imperative to discuss employee development plans regularly. Focus on career wish of employees by using a tool called Career Conversation
1-15 Feb: Supervisor brings the results of the Competency assesment to discuss with employees to create an IDP plan.
16-28 Feb: Employees create plans or update the IDP plan.
It is necessary that employee need to update progress of development through the system throughout the year to reflect the various post-development outcomes.
Review performance of the first half-year by tracking employee’s progress against the goals. It is equally important to hold a discussion between employee and supervisor. Coaching and feedback from line manager will reinforce employee know about doing well and improvement area or what skill needs to develop in order to achieve the goals by the end of the year.
1-15 Jul: Employees complete self-review
16-31 Jul: Manager-Employee Discussion and Manager complete manager review
Mid-year review VDO Tips for Mid-Year Review VDOAssessment of knowledge, skill and experience of employee whether it is align with the organization's expectations or not. Topics will include soft skills, leadership expectations, functional, quality, and safety. The outcomes of the assessment are addressed in order to design an IDP, as well as how the relevant departments will use the data to training session.
1-15 Oct: Employee complete Self-Assessment
16-31 Oct: Manager complete Competency Assessment of Employees
Competency Assessment VDO How to Create IDP from Competency Assessment VDOYear-end evaluation is evaluate both employee's performance and potential to help the business succeed. Therefore, the important performance factor are employee's performance and behaviors that express the 6 values. Moreover, performance evaluations are also an important aspect of the organization's Career Development program.
1-15 Dec: Employees complete self-evaluation
16-31 Dec: Manager-Employee Discussion and complete Manager Evaluation
End-year evaluation VDO How to giving Feedback VDOCopyright © 2021 Develop By HRIS 2021