Personal development plan example. Features of drawing up an individual employee development plan

Problem 1. What to do if the individual development plan drawn up for an employee does not work?

Problem 2.What to do if an employee does not agree with the individual development plan?

Problem 3.How often should an individual development plan be adjusted?

The situation on the labor market is such that it is becoming increasingly difficult to find a person suitable for both professional and personal qualities. Therefore, employee training and development is becoming one of the highest priorities for many companies. How to retain key and promising employees? How to preserve the company's human resources potential? The solution to these problems can be individual development plans, which are necessary tool in personnel career planning. In addition, without it it is unthinkable to work with the personnel reserve, as well as attract young specialists to the company.

Why do you need an individual development plan?

An individual plan contains a detailed algorithm of actions to develop the necessary qualities, knowledge and skills of an employee, which will ultimately increase the personal effectiveness of a particular employee. As a rule, the plan is drawn up for a period of three months to one year. It is optimal to create an individual plan as an element of a comprehensive system of adaptation, motivation, training and assessment of personnel. In this case, an individual development plan will be useful to both the employee and the company (Table 1).

Benefits of an individual plan

Benefit for the employee	Benefit for the company
The plan helps the employee focus his efforts on the chosen areas of development, that is, it allows him to understand: “What should I do in order to achieve my goals?”	The plan provides an opportunity to combine the employee's goals with the company's goals. Achieving his development goals, the employee simultaneously works to achieve key business indicators
Together with the manager, the specialist determines priority areas for growth, which allows you to better understand your own desires	Increases employees’ readiness to solve assigned tasks and also motivates them to be goal-oriented
Allows an employee to significantly accelerate the pace of their development and encourages them to work better	Allows the company to plan and conduct training based on the real needs of employees
The employee gets the opportunity to be an active participant in the process of his development, influence it, and independently evaluate personal progress and achievements	With the help of a plan, a company can unlock the potential of its best employees and direct it to solve critical business problems.
There is no need to think about changing jobs, since the employee imagines the stages of his career in this company	When working with a personnel reserve, the plan makes it possible to track the stages of development of reservists

Marina Shurupova, Head of HR Department of the United Consulting Group (St. Petersburg):

“One of the factors determining the success of an individual development plan is the active position of the employee, his need, readiness and desire to participate not only in the development of the plan, but also in its implementation. I know of an example where a plan was not implemented because employees were not interested in it.

Thus, in one trading company, due to undeveloped customer service and low motivation of salespeople, a process of falling sales began. The company's managers, together with an invited consultant, developed a number of activities: a series of trainings, implementation new technology sales new system bonuses. In addition, an individual development plan was drawn up for each sales manager. What happened in the end? Riot on the ship. Employees refused to participate in training and education events. After identifying the reasons, it turned out that when choosing training, the interests and wishes of sales people were not taken into account, while they had low awareness of the training goals and were not ready for changes - each of them was hostage to their habits and measured work process and at the same time considered themselves a unique specialist."

HR Dictionary

Individual development plan– this is a document containing the goals and program for training an employee, developing his professional and personal qualities.

Who draws up the individual development plan?

Ideally, an individual development plan should be drawn up by a manager together with his subordinate during a conversation. The HR manager oversees this process. You will need to evaluate the effectiveness of your activities: the results of certification and other types of employee assessments will be useful. Try to ensure that the employee takes an active part in drawing up his development plan. This will make it possible to more accurately determine his needs, career expectations, desires to develop in one direction or another, etc.

An individual development plan usually consists of three blocks:

information about the employee (full name, position, etc.);
a list of competencies that need to be developed;
actions that an employee needs to perform to develop competencies.
In addition to the above, the following information can be included in an individual development plan:
about the position being filled by the employee;
about possible employee movements within the company (as part of both horizontal and vertical growth);
about the employee’s goals regarding professional growth;
about possible career prospects*.

Elena Guryeva, Manager for recruitment and adaptation of personnel at Stoliya Group of Companies LLC (Volgograd):

“There are times when one of the employees does not agree with the individual development plan. To avoid this, it is necessary, first of all, to motivate the employee to fulfill the development plan. How to do it? First you should explain why such a plan is needed, show specific examples, what positive changes in your career will its implementation lead to. Then describe each point of the plan, discuss what each party will receive as a result. It is important not to impose a development plan on an employee, but to help him decide on methods and methods of training that will contribute to his career. Ideally, he would independently prepare a plan for himself and submit it to his manager for approval.”

Who needs an individual plan?

key specialists;
personnel reserve or applicants for high positions;
managers at all levels.

In practice, an individual development plan is drawn up mainly for key specialists and applicants for high positions.

Tatiana Iliopulo,

“In our group of companies there is an opportunity for both professional (horizontal) and career growth (vertical). We use horizontal development if employees are not capable of being managers (and this is not always what the company needs). Such employees have the opportunity to acquire new knowledge and skills in their area of functionality or in related areas, and become mentors, participants or leaders of new projects and innovation groups. For horizontal development, we do not draw up a detailed development plan. A simple list of activities is enough. Strategically, their implementation is monitored by the company's top management (twice a year), and more quickly - by immediate managers and HR employees responsible for this work. Vertical development is planned for employees who share the company's values and are very loyal. A well-developed and long-term career development plan must be drawn up for them.”

When drawing up an individual development plan, take into account not only the employee’s goals and expectations, but also his concerns regarding the implementation of the plan.

How often should an individual development plan be adjusted?

To work effectively with the plan, it needs to be adjusted. We recommend adjusting the development plan at least once every six months after assessing the results, for example, in the form of an individual conversation. In addition, ask employees about the results and the need to change development plans.

In what cases is it necessary to make adjustments to the plan? It happens that the position for which an employee applies after the plan is completed is vacated earlier (for example, due to the dismissal of the employee from the position he replaced) than the development plan is implemented. In such situations, many employers take risks and promote an employee who is clearly not fully prepared, but with great desire and ability, to a leadership position. In this case, it is necessary to make certain changes to the plan, for example, reduce the amount of theoretical training and focus on acquiring the practical skills necessary for a manager. Also, the reasons for adjusting the plan may be the employee’s low motivation to carry out the plan, its formal implementation, or lack of time for training.

Possible problems when implementing an individual plan and how to overcome them

Once a plan has been developed and approved by both parties, the company may encounter difficulties in implementing it. The most common problem is lack of motivation. To avoid this, ensure that the plan is balanced and takes into account the employee's personal aspirations. Then there will be no problems with motivation.

The second problem is that the development plan exists only on paper or is carried out formally. To prevent this from happening, it is necessary to clearly plan professional and career employee. To do this, it is necessary to determine the employee’s potential, his development needs and, most importantly, whether his growth within the company is realistic.

Third, the employee does not meet the employer's expectations according to this plan. The reason for this may be a lack of understanding of the employee’s development goals or incorrectly selected training. In the second case, it is necessary to clearly define what theoretical and practical knowledge the employee needs and correctly indicate the preparation time frame. In addition, emphasis should be placed on acquiring practical skills that will be useful for performing the job.

Lada Seredyuk, deputy general director for personnel of Navigator LLC (St. Petersburg):

“When an individual development plan is carried out formally or does not work at all, then the first thing that really needs to be done is to identify the reasons and errors that led to such a situation. For example, talk to the employee, find out what prevents him from implementing the plan, whether there are results after completing training programs, what he liked and what, in his opinion, needs to be changed, etc. If the employee did not meet the employer’s expectations, you should not blame this is just his. This means that when drawing up an individual plan, a clear development goal that was equally understood by both the employee and the employer was not formed. With an agreed upon goal, we can outline the smaller steps of the plan. Any problem is always easier to solve when we break it down into smaller ones.”

In addition to the insufficient level of motivation and formal execution of the individual plan, the following organizational risks may arise:

cancellation of some corporate courses (for example due to dismissal, illness of an internal trainer);
termination of relations with the training company (for example, due to a reduction in training costs, provision of low-quality services, etc.);
reduction or freezing of the training budget;
priority of business goals over the goals of the individual development plan.

To keep these risks manageable, consider how you can support your employees and managers as they implement their individual plan; do not forget to monitor the implementation of the plan (diagram on page 94).

Tatiana Iliopulo, Deputy Director for Personnel and Organizational Development of the Novard Group of Companies (Moscow):

“The main problem we face when implementing an individual development plan is the employee’s workload with operational activities. As a rule, the person himself needs to understand that in order to develop, he will have to sacrifice some of his personal time. If it exists and manifests itself in practice, then this is already 80 percent of success.

Ideally, when an employee completes the development plan and within a month takes the position for which he was trained. But in practice this does not happen often. As a rule, you have to wait some time (six months or even more) for a corresponding vacancy to appear. And the main thing here is that the employee does not burn out. This will help competent work company's personnel management services.

An individual employee development plan is one of the tools of the personnel management system. According to some experts, in order to reduce the risks when implementing an individual development plan, it is necessary, already at the stage of hiring employees, to give preference to candidates who are initially aimed at professional improvement and who perceive the individual plan as help in determining the direction of their development.

Do not use components of material motivation (bonuses, bonuses, etc.) to interest an employee in fulfilling an individual plan. As practice shows, in such cases the staff begins to perceive the individual plan as a source of income and treats its implementation formally.

It is read that a person’s personality is formed by the age of three. This statement is only partially true: on the one hand, spiritual values, lifestyle, and the foundations of a worldview are laid precisely in childhood(even if not by the age of three, but certainly by the age of five or six), and on the other hand, self-education and the formation of conscious principles have not yet been canceled. Yes, a child’s consciousness perceives the norms laid down by parents much more easily, but this is only the starting point from which the path of self-development in adulthood begins.

What is a personal self-development plan?

The process of self-development involves constant work on yourself, the desire to change your life for the better, maintain health, while constantly moving forward. Any development of personality can move in two directions: the constant desire for self-improvement implies the growth of moral, spiritual and healthy principles, and passive contemplation without any goal sooner or later leads to regression. Nature is complex and unpredictable, but this principle has no exceptions - all living things, including humans, either develop or gradually degrade.

The path of self-improvement is difficult and thorny. Not only external factors sometimes prevent a person from becoming better, but also his inner “I”. Awareness of the problem does not guarantee its successful resolution: self-development, like a puzzle, is made up of many disparate and equally important pieces. The essential components of success are:

the right direction;
firm confidence in the desired result;
motivation for personal growth;
strength of will;
willingness to sacrifice established habits in favor of a new, healthier lifestyle;
progressive but continuous movement towards the set goals.

The main assistant in achieving this goal will be a personal self-development plan. It will help you clearly outline the desired results, break down the difficult path to a ghostly distant goal into short-term steps with individual achievements, outline the boundaries of what is permitted at each stage of the path, and think through methods that will help you get closer to your dream. It is not necessary to immediately develop a plan “for the next five years” - it is enough to think through just the first few steps, and the rest will follow in the process, when the body gets the taste and appreciates all the delights of a healthy lifestyle. In addition, if the plan is successful and a healthy lifestyle becomes an obligatory part of the daily routine, this plan will be adjusted and supplemented constantly, because self-development is a dynamic, never-ending process. It’s enough to take the first hesitant steps, and the rest of the progress will seem easy and self-evident, because it won’t work out any other way!

How to make a self-development plan?

The key to self-improvement is correctly formulated goals. They should not look unrealistic or exorbitant. Each person takes this path for a good result:

achieving harmony with one’s own “I”;
preserving and increasing health - the only valuable, but, unfortunately, exhaustible resource;
victory over one's own fears, complexes, and weaknesses.

Of course, this formulation can be left unchanged, but in this case the plan will look vague, and the results, although important, will be difficult to achieve. It is much easier to put highly spiritual values into a more tangible form in order to experience joy and inspiration from small but regular victories over oneself.

Each of your goals will look transparent and achievable if you break it down into its components. To do this, it is worth answering the question: what does a person lack for balance and integrity? The answer will become the basis for planning consistent self-development. Eg, harmonious development personal development is impossible without control over one’s emotions, the ability to keep thoughts and feelings in order, and the predominance of the spiritual over the material. Staying healthy means avoiding bad habits, rational balanced diet, active image life and a thoughtful daily routine. Victory over one's own weaknesses can have hundreds of guises: for some it is just a fight against laziness and a passive position in life, others need to eradicate gossipers and idle talkers, and still others do not want to get rid of commercialism... The list of nuances can be endless, because each person has a unique inner world and a set of qualities. However, you must agree that in this vein of self-development, planning looks much simpler and more accessible.

This breakdown is not final, because to switch to new level it may take more than one month. It is difficult, and sometimes dangerous, to completely rebuild the body in a day or even a week, give up junk food and start actively playing sports. In any process, including self-development, rationality and consistency are needed, so it is better to break down each component of the final goal into micro-components and, based on them, build a self-development plan for a month or week. This will help you keep track results achieved, adjust the program as it progresses and analyze why it is not possible to translate some aspects into reality.

Personal self-development plan. Stage No. 1: bad habits and how to deal with them

The most common addictions are alcohol, nicotine and drug addiction. Of course, these are the most insidious and dangerous enemies of a healthy lifestyle, so you should get rid of them immediately. However, the list of bad habits is not limited to this: no matter how controversial it may sound, basic nail biting, nose picking, finger cracking is not so much a sign of bad upbringing as a banal sticky habit. And of course, the scourge of our time - Internet addiction - confidently occupies an honorable place in the ranking of human addictions.

Many people don’t even notice how they become slaves to bad habits - sticky manipulations are firmly ingrained in the subcortex, so they happen automatically. Therefore, getting rid of them at first seems almost unrealistic. However, nothing is impossible: a well-designed personal self-development plan will help you overcome harmful cravings step by step.

Why is it necessary to overcome bad habits?

We can talk endlessly about the dangers of alcoholism, smoking and drug addiction. Many medical articles have been written on this topic, scientific works and treatises, but it was not possible to fully put this information into the heads of patients - the number of people addicted to “doping” across the country is decreasing very slightly. At the same time, each raised glass destroys dozens of nerve cells, destroys blood vessels and undermines the work of the heart, each lit cigarette settles as black smoke on the lungs, brings the oncological diseases and strokes. There is nothing to say about drug addiction: a person who is hooked on a drug destroys himself from the inside in a matter of months. This is only physiological degradation - from a moral point of view, the consequences of addictions look no less depressing. Ethyl alcohol destroys consciousness, removes moral restrictions, and therefore turns a person into an unreasonable creature without principles and morals. How much aggression does a smoker exude in search of a cigarette?

Even the most harmless habits at first glance are fraught with many pitfalls. It would seem, what’s wrong with constantly chewed nails or a ballpoint pen cap? At the same time, such a habit can ruin your teeth or become a source of an unpleasant intestinal infection - even if you wash your hands thoroughly, there will still be a bunch of pathogenic microbes under your nails, which will immediately end up in your mouth. And the annoying crunching of fingers around people is the first cause of joint deformation.

You can continue endlessly, because every bad habit is named so not in vain - it brings completely justified and obvious destruction. And even though the damage from one incident will be minimal, turning into a “life partner,” the consequences of addictions accumulate like a snowball, increasing the strength of the habit. Therefore, it is necessary to get rid of them as early as possible - tomorrow it will be a little more difficult, and the consequences will be a little more destructive.

Getting rid of bad habits: personal self-development plan

Eradicating addictions is not an easy task. To defeat them, it is necessary to first determine in what circumstances the urge to perform this or that action arises, which became the primary source of the harmful cause. Having understood at what moments the hand itself reaches for a cigarette, and the glass involuntarily fills with alcohol, it is easier to overcome painful attachment - a self-development approximate plan allows you not only to organize, but also to simplify. The classic scheme to help get rid of bad tendencies is as follows:

Formation of goals (short-term, long-term).
Determination of motives for behavior correction.
Identifying the source of the problem and the circumstances that lead to harmful behavior.
Exclusion of these circumstances from the surrounding reality.
Self-control and discipline within established limits.
The joy of small victories that gradually bring you closer to your cherished goal.

Of course, this plan will help control the emotional side of addiction to a greater extent - the physiological aspects will remain unchanged. However, there is no craving that iron willpower and the right attitudes cannot defeat!

When it comes to using harmful substances(alcohol, nicotine, narcotic drugs), you need to give them up immediately. Compromise options such as reducing the dosage or frequency will not work: one way or another, “doping” will enter the body, which means there can be no talk of defeating oneself. There is no talk about chronic alcohol and drug addiction - they should be treated exclusively in an inpatient setting. But widespread alcohol abuse, which does not develop into painful forms, as well as nicotine addiction can be corrected independently. Trivial but very effective tips will help you cope with emotional and physical withdrawal:

Think of breaking a habit not as a process, but as an accomplished fact. For example, when you are invited to smoke, say “I quit” instead of “I quit” - such a substitution of concepts will help the subconscious mind come to terms.
Try to avoid circumstances that provoke you to breakdown. If the craving for alcohol is still strong, you should not attend a banquet where everyone will drink - by going there, you are deliberately tempting your body, which is not yet accustomed to the new way of life.
Find a reasonable replacement. Was a smoke break at work perceived as a short break? Try resting differently: go out for a few minutes Fresh air, communicate with colleagues, listen to your favorite song, or just sit for a while with your eyes closed, immersed in your thoughts.
Learn to enjoy yourself without doping. Look at the world with a fresh, unclouded look, and you will see a lot of beauty! Can a cloud of tobacco smoke or drunken courage in a basement club compare with this? Spend time with friends or family, take a walk in the park, go into nature or sit on a bench by the pond reading an educational spiritual book - this will give you much more goodness than the illusion of happiness from satisfying your own addiction.
Keep a calendar and mark every small victory: how many days have you not smoked or drunk alcohol, how quickly were you able to overcome withdrawal symptoms, etc. In moments of weakness, this will help you not to deviate from the true path.
Do not equate a single failure with the collapse of an entire self-development plan. No matter how ideal willpower is, the possibility of a breakdown cannot be completely ruled out, especially at first. If this has already happened, worrying, being tormented by feelings of guilt and ultimately abandoning the idea of self-development is stupid and unproductive.

As for more harmless bad habits, it is better to get rid of them gradually, rather than en masse: take a week or two to completely wean yourself from one ritual, and then move on to the second. This will make it much easier for you to control yourself.

Rational nutrition is the leading chapter of the personal self-development plan

A harmoniously composed balanced diet is the basis of a healthy lifestyle. It helps to avoid diseases of the gastrointestinal tract and cardiovascular system, keep the body in good shape, maintain efficiency and energy during the day, increase the duration and quality of life. By eating right, a person will never face the problems of excess weight and associated side conditions of the body.

Go to healthy eating is not as complicated as it seems at first glance: the human body is naturally designed to consume only healthy plant foods without flavoring additives, and the frying process appeared in cooking relatively recently, when jaded gourmets began to look for new forms, without thinking about the usefulness of the technology. Therefore, everything that is needed for a healthy diet is already built into the body - all that remains is to remind it of this.

Principles of constructing a rational menu

A comprehensive plan for personal self-development, an example of rational nutrition, will enrich and fill it with meaning - the main thing is to understand how to build it correctly. To do this, it is necessary to take into account what principles are the basis of a harmonious diet.

Refusal of harmful products. Even if you are a soulless person who has no compassion for living beings, at least take care of yourself: animal products only cause destruction. By eliminating them from your diet, you will feel healthier and more energetic.
Cooking technology. Stewing, boiling and steaming are healthier and safer heat treatment products. Fried foods contain large amounts of cholesterol and other harmful components that are difficult to digest in the gastrointestinal tract and subsequently affect the functioning of the body. Well, what can be eaten raw is best consumed that way, because then all the beneficial microelements will be preserved in their original form.
Flavoring additives. Chemical seasonings with monosodium glutamate are a real poison for the body. Much better to use as seasonings spices and roots - this way the dishes will turn out not only aromatic, but also healthy. It is also better to minimize the consumption of table salt or eliminate it altogether.
Varied menu. There is no need to focus on one type of food - nature has given us a wide variety of fruits, vegetables, grains, legumes, nuts and berries. They can fully satisfy the body's needs.
Calorie content of each serving. The rule that you need to leave the table with a slight feeling of hunger has a scientific basis. The feeling of fullness comes 20-30 minutes after eating, so it is much more logical to calculate the required calorie content of a serving instead of being guided by your own feelings.
Small and frequent meals. Even the most healthy dishes will be harmful if you eat a lot 1-2 times a day. An adult should eat 3 times a day at approximately the same time and have snacks twice more. This is the only way to provide the body with everything it needs without overworking the stomach.
Time to eat. As cliché as it may sound, eating is a ritual and should be treated with due respect. You should not eat on the go, try to swallow large pieces and finish the meal quickly - you need to chew each piece carefully, and eat consciously and without haste.
No dry food. Soup should be eaten not only by children, but also by adults - the nutritious broth promotes the secretion of enzymes and gastric juice, improves digestion and helps food assimilate. In addition, you need to drink at least two liters of fluid during the day to maintain the moisture balance in the body.
Freshly prepared food. Cooking in advance and then freezing the food is not the best idea. At long-term storage and freezing destroys a portion of microelements and vitamins, so such food is not considered healthy.

These 9 rules will help you create a rich and varied menu that will guarantee excellent health and a fulfilling life.

Sample menu for the week: personal development plan in action

If until now gluttony has been a part of your life, you do not need to suddenly cancel all harmful and potentially dangerous dishes. The transition to a healthy diet should be carried out gradually, otherwise the body will regard the restriction as temporary and go into an “energy-saving mode”. Ideally, you can develop a self-development plan for at least a few months, gradually changing your diet to a healthier and more nutritious one. Progressive progress on the path to health and longevity guarantees success, and the possibility of failure is minimized.

Step #1. Refusal of animal food

The first thing you need to do is completely eliminate meat and fish from your diet. Any living creature deserves to live the life allotted to it by nature, and killing for food is abhorrent to human nature. People have forgotten this, turning the meat industry into a real cult for the sake of profit, but supporting this production means becoming like murderers and sadists. By giving up steak or barbecue, you will not only save the life of at least one innocent creature, but also help your body avoid serious illnesses, because the chemical composition of meat has an extremely negative impact on human health. If the moral side is not yet so strong, and temptation sometimes overshadows common sense and humanity, open any video taken at a slaughterhouse - you will no longer have the desire to eat innocently killed people.

Step #2. Avoid frying in favor of boiling

At first sight, fried foods seem more attractive, but this visual design is extremely deceptive: many serious ailments are hidden behind the golden crust. At first, while the body gets used to eating with its eyes, use small tricks: add a handful of multi-colored berries to the porridge, choose brightly colored vegetables for stewing (for example, season cauliflower with red and yellow bell peppers, corn or green peas) - this will help satisfy not only hunger, but also aesthetic perception.

Step #3. Replacing salt and artificial seasonings

Salt, chemical flavorings and aromas transform the most... healthy foods into real poison. In addition to the fact that they hide the true taste of the ingredients, these additives are also extremely dangerous for the kidneys, liver and stomach. Try replacing store-bought spices with natural herbs (dill, parsley, basil, etc.) - the aroma will be unimaginable. And the lack of salt is compensated by lemon or apple juice, which can be sprinkled on the dish before serving. Homemade pastries or bread can be made with mineral water enriched with natural salts. If you really can’t bear it, at the initial stage you can use a small amount of unrefined sea salt, rich in microelements and minerals.

Analyze each key step and your readiness to change your diet, allocate deadlines for the implementation of each of them, and then begin developing a weekly menu. Such an organization will help you not to deviate from the chosen course until the body itself gets used to its new state of lightness and comfort.

Physical fitness: a yearly plan for self-development

An active life position and keeping the body in good shape are impossible without regular exercise. This does not mean that you need to start running marathons and lifting 100 kg with one hand - harmony and consistency are important in everything. Physical self-development will not bring the desired result if it runs counter to moral satisfaction. This is why beginners and avid athletes choose yoga: the set of exercises is suitable both for the first acquaintance with physical education and for full development natural skills, and the philosophy of this discipline is akin to spiritual rebirth.

At first, you may need a mentor, but further self-development is possible on an individual basis. The main thing is to understand why each position is necessary, what the true essence of the complexes lies, and then you will not encounter difficulties on the path of physical and spiritual development. This part of the self-improvement plan has no definite conclusion, because yoga is multifaceted and deep, and decades are not enough to learn all its subtleties. Therefore, stages can be planned not only for the near future, but also for years to come.

Activity of body and soul

Yoga represents the whole complex philosophical beliefs. Knowing them, a person achieves harmony of the physical and spiritual principles, strengthens health and physical fitness, strengthens the spirit, learns to relax and at the same time control your impulses. The benefits of yoga are reflected not only in the physical component of self-development, but also in the moral aspects. The effect of exercise will bring only positive aspects to the body:

blood pressure is normalized;
the risk of heart disease will decrease;
the physical data inherent in nature will improve;
sleep will become deeper and more complete;
Stress and nervous tension will subside;
Depressive disorders will be a thing of the past.

The measured and calm environment in which all yoga classes take place is an opportunity not only to do physical exercise, but also listen to your body, focus on breathing and a new pose. A variety of exercises aimed at developing flexibility, endurance and strengthening the muscular skeleton will help tone the body and make movements easier and smoother. For those who want to get rid of extra pounds, yoga will also be beneficial: fat deposits will disappear smoothly and painlessly, your shape will become more defined and graceful.

Doctors recommend yoga for chronic pain and after injuries: it has been proven that well-chosen exercises help relieve painful symptoms, promote the rapid restoration of lost functions and help prevent recurrent injuries after damage to tendons and joints. The beneficial effect is achieved through balanced training, improving overall blood flow and supplying tissues with oxygen and beneficial microelements. In addition, improved coordination will help subsequently avoid circumstances that led to injury, which means the risk of repeated injuries is minimized.

Personal development plan: yoga for beginners

When including yoga in a self-improvement program, it is necessary to familiarize yourself in detail with the philosophy of this direction, accept the origins of the teaching and understand them true value. It would be great if a spiritual mentor can help you with this, but it is not always possible to find such a person. The source of knowledge can be specialized literature from leading gurus and yoga masters, philosophers and adepts.

Yoga classes should become a mandatory part of the day, regardless of how busy it is - only a systematic approach will help improve health, ensure efficiency and harmony. It is better to devote a couple of hours to yoga immediately after waking up, but evening time is also suitable for productive activities. There is no need to overeat before exercise: you should exercise on an empty stomach or 3-4 hours after eating. Before you begin, take care to create a conducive environment. Lay out a rubberized mat that will not slip on the floor, ensure maximum silence and privacy.

Do not overexert yourself: the main condition is calmness, safety and pleasure from the activity. If any pose is difficult or causes pain, it is better to postpone it to a later stage, when the body is sufficiently prepared. All movements must be smooth and consistent, and then the benefits will not be long in coming.

It is best to start with simple and understandable asanas for beginners:

Tree pose. This asana is performed as the opening of each lesson. Standing on straight legs, slowly raise your arms up (while inhaling). Then move your arms behind your head, straightening your chest. More experienced practitioners can make the pose more challenging by raising the bent leg and touching the foot to the opposite knee.
Chair pose. This exercise is familiar to everyone school course physical culture. The pose helps improve coordination, strengthen the muscles of the buttocks, back and abdominals. To perform it, you need to take a vertical position, focusing on your feet shoulder-width apart. Then raise your arms up, placing your palms facing each other. Slowly sit down on an imaginary chair, gradually bending your legs to a 90-degree angle, keeping your back always straight. Maintain this position for 2-3 breaths, then slowly straighten up.
Bent pose. Deep bends activate blood circulation, improve stretching and prevent the occurrence of osteochondrosis. This pose is especially useful for the spine - maximum stretching helps to relax muscle spasms and align the position of each vertebra. As you exhale, bend your straightened torso towards the floor, standing on straight legs. Once the tilt is completed, relax your body and hold in this position for another 2-3 breaths.
Bow pose. This exercise has a positive effect on posture, muscle tone of the shoulders and cervical spine. Lying on your stomach, clasp your ankles behind your back with your hands, and as you inhale, tighten your muscles, lifting your body and hips a few centimeters from the floor. As you exhale, return to your starting position and relax.
Candle Pose (“Birch Tree”). Even kids in kindergarten are taught this exercise to develop dexterity and coordination, but they call it “Birch”. Lying on the floor, you need to raise your legs up, and then lift your pelvis off the ground, supporting it with your arms bent at the elbows. The higher you can go, the better. Keep your legs straight, imitating a slender young birch tree (or a candle, whichever you prefer).

These exercises are only a small part of the variety that yoga has prepared. Starting with the simplest, you won’t even notice how your body will become toned, and new poses will become easier and more confident.

Taming the negative: a plan for personal self-development, or how to become a little kinder

Character, emotional background and moral qualities are inherent in a person almost at the genetic level. True, you should not justify boorish behavior, excessive aggression, nervousness, irritability and other negative forms of behavior with this. Even if a person is brought up in the best possible way, constant stress unsettles him, and a busy schedule exhausts him. In such conditions, even an angelically self-possessed person can break down and behave in a bad way: shout, answer with excessive harshness or sarcasm. Nervous tension will accumulate like a snowball if you do not give it a way out. However, there is no need to take it out on others - such behavior will only aggravate the situation. It is necessary to develop your own method of relieving stress in order to direct negative energy there.

The healing effects of meditation

In order not to succumb to stress, it is necessary to minimize the situations that provoke it. That's just in modern world, full of bustle and chaos, this is not so easy to do. Therefore, the only thing that can help is switching attention from irritating factors to internal harmony. Meditation will be an ideal assistant for this.

The beneficial effect of meditation has a logical basis, confirmed by scientific research. Those who regularly use this technique note dramatic changes in self-perception:

actions become more conscious;
anxiety and irritability recede;
thoughts can be systematized;
depression goes away;
health becomes stronger, and the mind becomes clearer.

During meditation, blood pressure returns to normal, blood circulation improves, which means the brain receives more oxygen and is gradually restored. The beneficial effect also affects nervous system, which rests from external irritants and returns to normal. After such a session, the world involuntarily seems beautiful and bright, energy is overflowing, and positive thinking prevails over nervousness.

Since most diseases appear in the body precisely against the background of nervous disorders, meditation also has a healing effect on health. According to statistics, people who practice this method are less likely to catch colds and recover faster. Meditation is an excellent prevention of cardiovascular diseases, oncology, and pulmonary abnormalities. In addition, time devoted to communicating with your inner self helps you conduct introspection and better understand your inner world.

Meditation as an important point in the personal self-development plan

Self-education cannot do without control over one’s own emotions, because they are the ones that give rise to weaknesses and vices. That is why it is important to master at least basic meditation techniques at first, so that in the future it will be easier to reach a new level of self-knowledge and relaxation.

Breathing techniques are great for beginners. To do this, you need to take the most comfortable position, relax your muscles and abstract yourself from what is happening around you. Try to focus on your breathing: think about how your lungs slowly expand, filling with air, how life-giving oxygen enters the bloodstream and spreads throughout the body, and with the exhalation all the negativity is released. If conditions allow, you can combine breathing meditation with calming aromatherapy essential oils or incense.

Visual meditation is also extremely effective. Just focus your gaze on any object around you - a candle flame, wall clock, foliage outside the window or any interior detail. Study it in detail, imagine what it feels like to the touch, feel it with your fingertips in your imagination. By distracting yourself from external influences, you learn to contemplate the beauty around you, see beauty in every little thing and look at the world more positively.

For complete relaxation, you can use acoustic meditation. This doesn't mean you should surround yourself with modern pop music or try to distract yourself with heavy beats. Turn on the background sounds of nature or a classical instrumental composition, try to feel it not only with your ears, but also with your soul, imagining what is happening to this melody, how the foliage is spinning, how a mountain stream is rustling, or an experienced violinist raises his bow over the instrument. Immersion in yourself, your thoughts and associations will calm you down and set you in a new mood.

You should choose a technique based on your own feelings and capabilities: some may find incense too intrusive, others may be upset by the sounds of rain or thunder on audio, and still others will fall into a slight depression from the classics. Therefore, there is no single mechanism for meditation - you need to be guided by the positive effect that the sessions bring, and then stress and nervous strain will be left far behind.

Personal self-development plan: how to avoid common mistakes?

Sometimes even the most ideally thought out and drawn up plan does not bear tangible fruit. The reason for this is common mistakes that not only beginners, but also experienced adherents of a healthy lifestyle encounter. Here are the main ones:

Knowledge does not translate into action. You can talk about the harm as much as you like bad habits, realize their harm, read a lot of literature about the spiritual and moral education of the individual, but all this will be useless if you do not apply the acquired knowledge in practice. Only the active introduction of new attitudes into lifestyle will help change it for the better.
Rejection of authorities. Some truths are better known at own experience, however, on the path of self-improvement, each person will need a mentor - a kind of guide from whose examples one can draw inspiration. Be sure to include a role model in your self-development plan! This does not have to be an acquaintance from your inner circle - you can choose a scientist, preacher or writer as an authority - the main thing is that his ideas resonate in your soul.
Lack of motivation. Self-development for the sake of the process itself is a utopian and useless idea. It is important to realize why you are doing this. There can be a lot of options: maintain your health, serve positive example loved ones (most often children), overcome their weaknesses and vices, feel like a happy and harmonious person.
Limitations of self-improvement. Balance is impossible without integrated approach: By focusing on one of the areas, you can miss the important things that are necessary for balance. A healthy lifestyle is a multifaceted concept, and one aspect of it cannot be promoted at the expense of others.
Rising above others. Unfortunately, many perceive a healthy lifestyle superficially, changing their position in life not for personal growth, but to suit modern fashion trends. Having achieved certain successes, a person begins to flaunt them, which is fundamentally wrong: those who have realized the beauty of a rational and healthy life should only gently instruct others by their example, and not put themselves a step higher. Pride is not the best helper!

Only by avoiding these mistakes can you achieve significant results, unlock the potential of your body and live in harmony with yourself.

Instead of an epilogue

You can talk about self-development, make plans and dream that everything will change tomorrow for an infinitely long time. It is much more difficult to take action, not on Monday, the first of the year or the New Year, but today. Time flies inexorably, and if you don’t start changing today, another day will be missed. Skip the fries for dinner, take a walk through a picturesque park, take a breath full breasts a wonderful aroma of freshness - and you will understand how good life is. So why waste in vain what Mother Nature generously gave us: health, love of life, optimism, energy and kindness? After all, in fact, a personal plan for self-development has already been formed deep in the subconscious; all that remains is to put it into words and put it into practice.

In any position, there inevitably comes a time when familiar duties are performed with one’s eyes closed or, conversely, functions arise that require new knowledge. This significantly reduces employee motivation and negatively affects their work efficiency. To avoid this, prudent managers create a professional development plan for each employee. For both sides it's handy tool development of professional qualities and, as a result, business.

The problem of personnel development in many companies today is very acute, as it is caused by a shortage of personnel and the value of financial employees in the labor market. In order to retain qualified personnel, employers are trying to solve this issue through professional development of employees, building a career growth plan, and inclusion in the personnel reserve.

Employee Professional Development Plan

An individual professional development plan is a document that records the employee’s planned career advancement for a period of one to three years (possibly five) and the qualification requirements that satisfy each position. A professional development plan typically includes:

Competencies that the employee currently possesses;
competencies that require additional development;
a list of activities to develop the necessary competencies;
internships that will allow you to become familiar with the functions of the position in which the employee is included in the reserve;
the result that must be achieved during the internship;
a plan for the delegation of responsibilities provided for by the position for which the employee is being reserved;
terms of competence development;
fact of execution of the individual development plan and comments.

An individual development plan sets specific realistic deadlines for developing a skill to the required level.

The procedure for working with this type of document in an organization can be centralized, strictly regulated and distributed among the responsible persons: personnel management service, heads of the organization, managers structural divisions, employees. Or it can be informal, brought only to the level of, for example, the head of the financial and economic service.

The organizer of the centralized process of drawing up professional development plans is, as a rule, the personnel management service. At a minimum, the manager and his subordinate must participate in this process. The most difficult thing when forming such a plan is to identify the employee’s problem areas, that is, assess his strengths and weaknesses in professional knowledge, experience and behavior. It is more correct to call these zones development zones, since they can form the basis for achieving even greater efficiency and effectiveness of the employee. Therefore, an employee’s professional development plan is drawn up, as a rule, based on the results of an assessment or certification of competencies.

The individual development plan is a fairly flexible tool for retaining key personnel; it can be updated and adjusted annually at the request of both parties. Employee career planning, as a rule, occurs in a certain direction that also satisfies both parties, depending on what tasks the employee will have to solve in the future and in what projects he will participate. Both parties must find a compromise so that the employee's development is planned in accordance with the company's goals to ensure the achievement of its strategic objectives while at the same time satisfying his personal needs.

The procedure for drawing up a professional development plan

Work on developing the competencies of employees includes several stages, the main of which are: the actual drawing up of a professional development plan based on the existing budget and tasks solved by a specific department, assessing the knowledge of personnel and adjusting the plan taking into account the results obtained.

The most time-consuming and important is the second stage, namely, assessing the knowledge of workers. This is the basis of the entire personnel management system, since without it it is almost impossible to obtain objective information about employees, and therefore, it is difficult to make informed management decisions. The presence of an objective evaluation system in the company is also a strong motivating factor for employees, because if evaluation is regular and inevitable, and its criteria are known to employees, that is, they understand how the evaluation results will affect income levels, what career prospects and development opportunities are, this is an incentive for employees to improve their performance.

Types of developmental activities can be as follows:
1. Development in the workplace.
2. Special projects/assignments/temporary assignments.
3. Learning from the experiences of others.
4. Search for feedback.
5. Self-learning.
6. Trainings and seminars.

To assess the implementation of the professional development plan, a special report form is being developed. But in some cases, it is permissible for the structure of the professional development plan to include the item “Status of goal fulfillment”, where, at the end of the planned period, the employee’s self-assessment and the manager’s assessment of the results achieved are entered.

The benefits of working on a professional development plan are obvious:

The employee’s professional development becomes organized and purposeful, rather than spontaneous;
the plan allows you to correlate the areas of employee professional development with the current and future needs of the department;
it allows you to take into account the interests of the employee in his professional development;
Based on the results of assessing the implementation of such a plan, the employee regularly receives feedback on the development of his professional competencies and better understands the organization’s requirements for the current or prospective position;
competently structured work according to professional development plans motivates the employee to further work In the organisation. But there are also disadvantages of working with such documents:
plan in situations of instability and dependence on large quantity external factors It’s not easy, especially the professional development of employees;
a professional development plan is a rather complex tool to use: it is necessary to allocate quite a lot of time and personal resources of the manager for its preparation, monitoring and evaluation of implementation, since all procedures are carried out in the form of a personal conversation;
a professional development plan can easily turn into a formal document, to which the organization or department does not attach much importance - in this case, the organization receives a tool for demotivating employees.

Personnel assessment methods

There are several types of assessment, which depend on the purpose of its implementation. This refers to a quantitative or qualitative assessment of an employee or a comprehensive assessment of him as a member of the organization.

Quantitative assessment is used to determine employee performance. Its methods include the use of a given score for an employee’s achievements and mistakes, expert and coefficient assessment of his activities, and various professional and psychological tests. This type of assessment is more suitable for employees in the material production sector. If we talk about people who are mainly engaged in intellectual work, then only quantification won't be enough. However, as well as qualitative ones, since they give a very conditional idea of how effective an employee is. A qualitative assessment allows you to evaluate the personal qualities of an employee, for example, his outlook, management skills business negotiations and communications. For this purpose, evaluation interviews, discussions of a group of experts with the employee being evaluated, an arbitrary (written or oral) presentation by the employee of the vision of his work and functions, systematic observation and evaluation are used.

Since the purposes of personnel assessment mentioned above are very diverse, the use of only one group of assessment methods can lead to undesirable and obviously incorrect results. Therefore, a comprehensive assessment helps reduce the risk of an incidental result.

There are also several types of comprehensive assessment:

Assessment based on the 360 degree principle, that is, assessment by the immediate supervisor, subordinates, as well as colleagues who are at the same hierarchical level as the employee being assessed and closely interact with him. This method also includes employee self-assessment. During the assessment, those being certified receive feedback that allows them to understand how well the assessment of others corresponds to the employee’s self-assessment;
MBO (Management by Objectives) method, that is, management by setting goals. The employee, together with his immediate supervisor, formulates his main goals for the upcoming period (usually a calendar year);
grading system (levels). This is a system of positioning positions in accordance with company policy. The grade of a position is determined based on the analysis and assessment of key factors (criteria). Personnel assessment using a grading system - assessing the abilities and qualities of employees based on key factors for suitability for the position.

Most full form assessment is an assessment conducted by an assessment center, that is, a personnel assessment center. However, the most common and convenient method of assessment is certification.

Personnel certification.

Certification answers questions about how fully this or that person corresponds to the position held, how effectively he applies his knowledge and skills in practice. Regular certification of employees allows you to achieve the following goals: informing employees about the requirements set by the company for their positions; identification of personnel training and development needs; ensuring that employees’ qualifications match their positions; bringing the level of remuneration of employees in line with the level of their qualifications. Certification makes it possible to answer the questions: “what to teach?”, “how to teach?”, “who to teach?”, plan training for certain categories of employees, identify the most promising employees in whose development it will be profitable for the company to invest.

It should be understood that certification is always carried out in accordance with predetermined criteria and covers a certain period. Therefore, it is necessary to identify these criteria and establish the frequency of certification, for example annually or twice a year.

Then you need to create a certification committee consisting of three to five people, who are entrusted with the development and approval of the certification procedure. The committee determines the key principles of certification in the company, a list of competencies for employees and managers. All key principles of certification of company employees are reflected in the certification regulations, which are the result of the work of the committee. After approval of the certification regulations, information and training of company managers and employees is carried out. Certification should be carried out throughout the company, from top managers to ordinary employees.

When identifying experts to evaluate an employee, you must proceed from the following: firstly, the assessment of the employee’s immediate supervisor is the most important point in the certification. Other experts can be employees of the same department in which the person being assessed works, as well as other departments that interact with the employee. This is necessary so that some important part of production behavior can be assessed "from the outside." Usually, we're talking about about functional managers or project managers. For example, a branch accountant will be assessed not only by the branch director, but also by the chief accountant from headquarters. However, an expert can only be someone who was an internal client of the employee and could directly observe his production behavior. An important point when using several experts is the agreement of the assessment.
The manager speaks to the employee with a unified assessment and recommendations for development. Ideally, assessment coordination should proceed as follows. The employee’s supervisor and each expert give their own assessment. They then gather and discuss each competency for which the experts' ratings differ from the employee's supervisor's rating. The result of this discussion is the final assessment for this competency, accepted by all experts.

Another important point is the mandatory self-assessment of the employee, which allows him to once again analyze his activities during the reporting period, select facts, and think through steps for self-development. For a manager, employee self-assessment is a great way to save time and concentrate on analyzing discrepancies in assessments and justifying your point of view.

Certification of accounting employees can be carried out in the manner established for the entire company. According to the author, it makes no sense to evaluate the professionalism of accounting staff and financial service according to any quantitative indicators. They are quite difficult to determine for this type of work and are unlikely to give a real assessment of the employee’s professionalism.

For financial service employees, the following competencies can be assessed:

1. Professional knowledge and the extent of its application in performing assigned tasks. Here, both professional qualifications and the quality of the work performed should be assessed: is there a need to refine tasks, the presence of errors, the independence of the tasks performed and their timeliness, the possibility of using an employee at the discretion of the company, that is, his mobility.
2. Business and personal qualities. Here the employee’s performance, responsibility, attentiveness, ability to prioritize and accept in necessary situations are assessed. independent decisions, analytical skills, initiative, ability and desire to learn, as well as the ability to establish good working relationships with colleagues, understanding and respecting the interests of “internal and external” clients.
3. Social characteristics. The employee's compliance with the rules established by the company and loyalty to the company are assessed.
4. Management skills are important for service managers. Here administrative abilities, ability to plan, distribute and organize the work of subordinates can be assessed. Ability to ensure quality control of work at all stages, listen and communicate with subordinates.

Adjustment of the plan based on certification results

The last stage of drawing up a professional development plan is its adjustment. Usually at this stage a post-test interview is conducted between the immediate supervisor and the employee. The manager explains what the employee’s self-assessment and expert assessment have in common and how they differ, and outlines steps to improve production behavior in problem areas.

Recommendations

Many managers fear that after employees undergo the necessary training, in some cases confirming their qualifications with appropriate certificates, they will certainly leave the company. Of course, such a risk always exists, since by improving skills, an employee increases his market value. But it should be borne in mind that the employee also understands that the company that invests resources in his development is a very attractive company. If he is clear about his financial and career prospects in a company that provides him with development opportunities, he understands that he is valuable to the company and will also make efforts to return the resources invested in him through quality work and loyalty to the company.

To minimize the possible negative reaction of employees to certification, it is necessary to devote enough time to preparing certification activities. As a rule, anxiety among employees arises due to a lack of information and misunderstanding of the goals of these events. Therefore, before the start of certification, it is necessary to inform personnel about the upcoming event, its goals, procedure and expected results.

With proper preparation of personnel for certification, employees will understand that they should not be afraid of dismissals or any other negative consequences certifications. On the contrary, they can see good prospects and opportunities. Employees will be able to prepare in advance for certification if they think in advance about what they want to achieve in the company, and, accordingly, what they need to learn and what skills and competencies to develop.

EXAMPLE: INDIVIDUAL DEVELOPMENT PLAN (IDP) OF AN EMPLOYEE

EXAMPLE: ^ DEVELOPMENT PRIORITIES

Manager's recommendations (based on work results )	^ (according to the results of the Assessment Center)	Other qualities, professional skills that need development from your point of view
Improve leadership skills: employees are not sufficiently involved in the project	Management and development of subordinates – 1.5 When setting goals, pay more attention to the personal motivation of employees.	Skills to involve employees in decisions common task
^ COMPETENCIES requiring development \ Development goals for this year: By the end of this year, develop the skill of motivating others to solve assigned tasks: be able to motivate each of your direct subordinates, based on knowledge of their leading needs, be able to conduct motivating conversations. Other development goals:

EXAMPLE: DEVELOPMENTAL ACTIONS CARD

^ DEVELOPMENT STRATEGIES	SPECIFIC ACTIONS	CONTROL DATES	Progress check and comments
^ Development in the workplace	Write mini-portraits of your colleagues with whom you often interact (character traits, what makes them successful, what motivates them in their work, what they expect from me). Regarding each of these people, understand: how the interaction is happening now, what problems exist in the interaction, describe possible options motivating these people. After each meeting with any of them, make additions to your notes (what new things you learned about this person).	15/03/06 during a year
^ Special assignments (projects)	To lead the implementation of 2 “cross-functional” projects, in which, without having administrative powers, I will have to organize and motivate employees in related areas to solve the task.	Until the end of March and then until the end of the year
^ Learning from the experiences of others	Choose a leader who has developed motivation skills. Observe his style of working with subordinates. Analyze and adopt the most successful “techniques” that he uses to motivate different people.	01/03/06 and further until the end of the year
^ Seeking Feedback	Choose a person from your circle who could regularly give feedback on how successfully my interaction with subordinates is going, as well as on how well my motivation skills are developing in general.	From 15/03/06, at least 2 times a month
Self-study	Read: “Motivation is 100%: where is the button?”, S. Ivanova “Motivation in the style of ACTION. Delight is contagious”, Klaus Kobiel	During a year
^ Trainings and seminars	Situational leadership Control Master	3rd quarter 2006

Date of completion FEBRUARY 15, 2006 Employee signature __________________
^ EXAMPLES OF DEVELOPMENTAL ACTIONS
TIME MANAGEMENT

Effectively organizes working time, plans his work, takes action consistent actions to ensure the achievement of company goals

^ Development in the workplace:

Study SWOT analysis and determine areas of its application in your work
Conduct an audit of your own goals for this year. Assess the significance of their achievement for the entire Company as a whole.
When drawing up a plan for the next six months, highlight those goals that demonstrate your desire for outstanding results.
Write down the planned results of today's work, this and next week, this and next month, this and next quarter, this and next year.
Prescribe the criteria for achieving the goals set for the department today.
Formulate the result expected from the work of a subordinate......
Determine the tasks that your subordinates are capable of performing. Starting Monday, start delegating those tasks that are highlighted on the list.
Concentrate on actions that will lead to the desired result
Accurately predict the time spent on each stage of work (preliminarily, record the time spent on tasks for 2 weeks)

^ Looking for feedback:

Discuss with your immediate supervisor ____________ your own style of solving professional problems. Find out how much your results related to delegating and planning your work have improved.
Discuss plans for the future (individual, your department, etc.) with your immediate supervisor __________. Correct them taking into account the recommendations.

Special assignments (projects):

By February 15, develop and, from March 1, implement a system in your department......
Analyze your participation in the last successfully completed project and highlight your contribution.

Self-study (literature):

Study the Eisenhower window - the “important-urgent” principle
Polly Bird Time Management. Planning and time control."
J.K.Smart "Delegation", Julie-Ann-Amos "Delegation of Authority"
F. J. Guillard, D. N. Kelly “Transforming the Organization.”

Trainings and seminars:

Time management.
Delegation of powers effective management team
Master of Management.
Finance for non-financiers

An individual employee development plan is a program of activities aimed at increasing the employee’s efficiency and his professional growth in the company.

Formation of a personal “schedule” is a strategically important point. The specialist has a clear idea of how to build his career, which is an obvious incentive. For an organization, this is the formation of a pool of loyal and worthy personnel. The Rabota.ru portal decided to find out how companies create personal career plans.

A career “guide” is compiled personally for each employee. An individual plan determines priority areas, strategies and recommendations for the development of a specialist. It contains a precise list of actions. For example, an employee may be recommended to undergo certain trainings and seminars to improve their skills, study specialized literature, study foreign languages, development of specific skills - for example, for conducting business negotiations. In addition, a career plan may include performing special tasks and developing any projects, etc.

An individual career “map” not only gives a specialist an idea of future prospects for working in the company, but is also an excellent incentive for high-quality performance of work duties and for career advancement.

Labor market experts told the Rabota.ru portal about their experience in drawing up an individual development plan, the methodology for its formation, what a personal “guide” can contain, and most importantly, what can an employee get after achieving his goals?

Case 1. "LANIT"

Ekaterina Chebysheva, Deputy Director of the Management Consulting Department,
Management systems and consulting department, LANIT company:

“An individual development plan is a document that reflects the main tasks and activities
related to professional and personal development employee for a certain period of time.

Typically, a development plan is drawn up by a manager, an HR specialist or the employee himself to achieve specific goals. For example:

— preparation for work in a new position;
— fulfillment of new responsibilities;
— development of skills necessary to improve performance in the current position;
— ensuring the interchangeability of employees, universality of knowledge and skills;
— preparation of personnel reserve, etc.

A development plan can be formed as a directive document if, for example, an employee’s performance is low due to a lack of knowledge or experience. In this case, the training and development plan is drawn up by the manager or HR specialist, and the employee is obliged to complete them within the specified time frame. Also, the plan can be drawn up as a document agreed upon by the employee and the line manager, and take into account not only the requirements and expectations of the employer for professional development, but also the employee’s opinion and wishes in the field of professional development.

In this case, drawing up a development plan is usually part of the procedure for regularly assessing the employee's performance and qualifications. At a meeting-feedback session during summing up the results for a certain period, the manager and employee discuss the results of work and jointly identify areas and areas of development of the specialist, taking into account the strengths and areas requiring development, as well as the employee’s career prospects in the company.

An individual development plan, as a rule, contains a list of developmental activities. Depending on the company’s field of activity, this list can be very diverse and, among other things, may include:

— training (both in the company and external);
— selfeducation;
— participation in projects where an employee can gain valuable experience;
— job rotation;
— mentoring;
— mentoring and coaching;
— internships;
— performing additional tasks, roles, assignments;
— passing certification.

Development plans usually do not include tasks related to achieving specific KPIs or targets. They are included in performance plans. But there are situations when employee development goals are part of his performance targets.

At LANIT, development plans are formed taking into account the results of employee competency assessment (corporate and technical) and the results of performance assessment. Development plans for beginners are drawn up for six months, for more experienced ones - for a year. The manager and employee jointly decide what knowledge and skills the employee needs to move to the next career level (the requirements for each level are formalized). The manager also explains which specialists in which areas the company needs for further development. Achievements and strengths employee, how best to develop his talents, in which areas he can fully realize his potential. At proper organization Such meetings allow you to motivate an employee to improve their skills and work efficiency and bring enormous benefits.

The subordinate and the manager have the opportunity to provide complete and regular feedback and determine the professional and career prospects of the employee in the company. The result is reflected in the development plan in the form of a list of specific measures that need to be taken to achieve the goals. To maintain development plans, LANIT uses a specialized software solution, ETWeb Enterprise. This system also organizes the accounting and approval of applications for training and certification, as well as the costs of developing each specialist. The entire history and all data about the stages of employee development are saved.

Development plans are not directly related to material incentives for employees. Professionals interested in professional and career growth have the opportunity to receive the necessary resources and assistance. In cases where improving the qualifications of an employee and obtaining certain certificates is important for the company, tasks from development plans can be included in the performance plan and the employee receives bonuses for their implementation.

When conducting a final assessment, the manager always pays attention to the completion of the tasks included in the development plan and how the employee feels about improving his own qualifications. This information can influence the size of the salary increase, the decision to transfer to the next career level, or inclusion in the personnel reserve.”

Case 2. Euroset

Pavels Romasins, Director of the Development and Development Department staff training,
corporate culture of Euroset Corporation:

“Two key thoughts:

1. Are you afraid that if you teach them, they will leave you? Be afraid that you won't train them and they will stay!

Developing your (sic!) employees is beneficial in all respects. And truly powerful business teams can do this! We at Euroset are proud of the market value of those who have worked with us for at least a year, and the speed with which they find work.

2. We are also proud that our managers at will“They leave us extremely rarely, because Euroset is a real University of Power (UM).

If we don’t work well with someone, good luck to him in his new place. If someone couldn’t handle it and we’ve exhausted the time limit for him to be “integrated” into our system for creating powerful results, let him succeed in another company.

An individual development plan is always and directly related to the concept of personnel reserve. Essentially, it is a development plan that employees complete to achieve a higher-level (usually managerial) position.

Very rarely in Western companies an individual development plan is used for horizontal rotations (the so-called mobile reserve), which is important for retail companies with a developed branch network. But! For us, this is most likely not relevant for a number of reasons. In the Russian Federation, such a practice is not observed, primarily because employers are looking for employees on the principle of “with experience in this profile.” In addition, the Russian labor market today is still an employer’s market, which can hire an external employee who is ready to work, rather than retraining his own, which is an order of magnitude more expensive. Retraining within the company has become exotic for the same reasons.

Place of an individual development plan in the personnel reserve training system: assessment of a reservist - identification of development zones (gap analysis) - preparation of IPR - implementation of IPR - assessment of the degree of implementation of IPR - recommendations for appointment to a leadership position.

An individual development plan is a list of activities aimed at the professional and managerial development of an employee. Event types:

— educational (aimed at obtaining new knowledge);
— developmental (aimed at improving in one’s professional field);
— reinforcing (events that reinforce skills).

The plan is individual, since it is based on identifying individual gaps between the level of professional competencies that the employee currently has and the one that will be required of him in a higher position.

The IPR is compiled on the basis of various assessment procedures, including a conversation between the manager and the employee himself. In this case, everything depends on the specifics of the activity and the position the specialist occupies.

Depending on what training and development goals we set, appropriate assessment methods are used.

The classic IPR contains three elements - knowledge, skills and abilities that are supposed to be developed by a reservist.

The widest range of tools is used in the implementation of IPR. It depends both on the results of the reservist’s assessment and on the position for which we are preparing him.

Most often, IPR includes attending internal and external trainings and advanced training (the entire possible range - from internship in a more complex area to obtaining an MBA), as well as various project tasks, usually of a managerial nature.

The elements of internships and the level of complexity of the tasks delegated to this employee are specified separately. As a rule, they are an order of magnitude more complex than usual.

At the moment, the Euroset Corporation has clearly set a course for the constant training of a certain number of reservists for the positions of store directors and regional directors (operational managers managing the “cluster” of stores). These are hundreds of people throughout Russia, Ukraine and Belarus.

This task is the most ambitious because it involves the assessment, training and development of a large number of employees.

The individual development plan for reservists will include mandatory management courses and trainings, project work, associated with the analysis of economic variables in the operation of the store, and a plan for the implementation of managerial tasks delegated by the immediate supervisor.

The training of a reservist for a higher position lasts about a year, sometimes less, depending on the position for which we are preparing him. We train a director for six months, a regional director for a year. However, a lot depends on each individual person. For some, three months is enough to be ready for a promotion, while for others it is difficult to meet the stated six months or a year (which is not necessarily a “contraindication” to the appointment).

The result of a successfully completed IPR is a recommendation for appointment to a higher position. If a reservist cannot cope with the implementation of an individual development plan, then he may be expelled from the personnel reserve or continue to study.

What is the risk that older employees will quit? There is a risk if the number of reservists is incorrectly planned. If they are not prescribed in the next 1-2 months.”

Case 3. “BAT Russia”

Anton Gevorkyan, training and personnel development manager at BAT Russia:

At British American Tobacco Russia, an individual development plan is drawn up for each employee by his immediate supervisor.

As a rule, the IPR is designed for 1 year, but in some cases, for example, when planning the career of high-potential employees, longer-term planning is used - for 3-5 years. In our company, drawing up an individual development plan is mandatory for each employee.

The plan is drawn up with the goal of identifying all the skills and abilities necessary for effective work in the current position, identifying among them those skills that need to be focused on the development in the first place, as well as the skills that are necessary for the employee’s further career growth. At the same time, an individual development plan provides an understanding of what tools a specialist will use to develop missing competencies.

The “reward” in case of successful implementation of the development plan will be an increase in the efficiency of the employee’s professional activities, carefully thought-out career growth, as well as high level self-realization and job satisfaction.

The following tools can be used to draw up an individual development plan:

— Feedback from the manager based on the employee’s performance;
— self-assessment by a specialist of the level of his competencies;
— “360 degree” survey;
— testing;
— a set of exercises aimed at identifying strong and missing skills and competencies. Completion of tasks is checked by professional trainers, who subsequently provide feedback.

The development plan may include the following training tools:

— trainings;
— online learning (e-learning);
— coaching and mentoring;
— reading professional literature;
— participation in cross-functional projects;
— attending conferences;
— training other employees;
— development in the workplace, that is, the development of one or another competence in the process of work.”

Practice shows that an individual employee development plan is an integral element of personnel management and development in large companies. This tool raises the professional level of a specialist, which, in turn, is extremely important not only for the employee himself, but also for the company. Highly qualified, efficient staff is the key to a successful business.