Home' Trinidad and Tobago Guardian : March 18th 2014 Contents B5
Tuesday, March 18, 2014 www.guardian.co.tt Guardian
1. Self Assessment by employ-
eesEmployees ought to analyse their
strengths and weaknesses to know
the gaps between their current
stage and desired stage. No one
knows you better than yourself.
Find out what all skills you should
know if you really want to excel
in your professional career. Set a
benchmark for yourself. Every
employee should have well defined
key responsibility areas and job
responsibilities, the very first day
he/she joins an organisation. At
the end of every month, jot down
what all important you did in the
month, your achievements, your
contributions towards the organ-
isation and so on. Check whether
you have exceeded the targets of
your previous month or not? Com-
pare your knowledge and skills
with those mentioned in your key
responsibility areas. Do not hesitate
to send weekly or monthly reports
of what all you have done to your
seniors. Performance monitoring
is essential to successfully design
individual development plans. To
know what extra you need to learn,
you need to understand where all
you are lacking. Ask for proper
feedbacks from your seniors.
2. Assess your current position
It is essential for employees to
evaluate their current position in
the organisation and how they can
improve their performance which
would not only help in their career
development but also benefit the
organisation. Identify what the
management expects out of you ?
Organisations face problems as
majority of the employees do not
know what they are supposed to
do in the system ? Ask yourself
what if in the coming times you
have to handle new clients or your
organisation asks you to perform
additional responsibilities? Are you
really capable of surviving the
changes in the work environment
? Are you well equipped to face
unforeseen circumstances or
adverse conditions ? Do not always
think about the present but also
for the future. Find out what all
new skills you need to learn to be
an efficient resource for the organ-
An employee must know what
all goals he/she would like to
achieve in his/her professional
How would trainings and new
learnings benefit you as well as
your organisation ?
3. Identify Development Activ-
Identify how you would achieve
your career development goals.
Identify what all steps you need
to take to upgrade your knowledge
and enhance skills ?
4. Implement your Plan
Prepare a rough draft of your
development Plan. Do take the
help of your manager or supervisor.
Your manager s approval is necessary.
Once you are ready with your individual
development plan, put your plan in
action. Implement your plan and eval-
uate your progress on a regular basis.
Find out how the plan is helping you.
Creating a plan
Individuals who do not brush up
their skills from time to time find it
difficult to survive in the long run. Try
to learn something new every day. Find
out what all new courses are available
and how would they benefit you pro-
fessionally ? Do not register for any
irrelevant course which would be of no
use to you.
It is a common practice that employ-
ees do not take training programs seri-
ously. They tend to find excuses to miss
the trainings and consider them as a
mere waste of time. Employees should
not attend trainings just for the sake
of their attendance.
Human resource professionals need
to be extremely careful while creating
employee development plans. No two
employees are similar. Employee devel-
opment plans should be designed in
lines with the employee s needs and
requirements. Speak to your employees
and try to find out what all new skills
they need to acquire for better results.
Development plans should be aimed
at making an individual a better pro-
fessional by encouraging him to expand
his/her horizons, upgrade existing
knowledge and think beyond his/her
domain. One should never limit him-
self/herself in the job market.
Employee development plans should
be created keeping in mind the follow-
• What all skills an employee possesses
?• Key responsibility areas/Job respon-
sibilities of an individual
• What all skills he/she needs to acquire
for an increased output ?
• In what all genres apart from his cur-
rent profile he/she can contribute?
Employee development plans should
benefit an employee who in turn can
benefit his/her organisation by suc-
cessfully accomplishing goals and objec-
A manager while creating employee
development plans should not only
focus on an employee s current job
responsibilities but also think from a
broader perspective. Trainings and
employee development activities should
help an individual in his/her entire
career span as well. An employee should
be able to benefit from the trainings
even when he/she moves to a different
Employees should be made to work
on live projects which would provide
them real world experiences. This way
employee learns new skills while on
job.Design online course material on
topics such as soft skills, interview eti-
quette, dressing etiquette and so on
(which would help employees in their
job)and upload the same in web portals.
Ask employees to login and go through
the study material once in a while.
Make sure the content is interesting
and informative. Add some nice images
and graphics to grab the attention of
You can also conduct an internal
online test of all employees based on
their study every month. Felicitate who
ever performs well. This would motivate
other employees to go through the study
Encourage employees to read a lot.
No employee can work for eight to nine
hours at a stretch. Instead of wasting
time in gossiping, employees should
pick up relevant magazines which would
help them with new learnings.
Divide the employees in groups
(Employees with similar needs can be
put in one group) and assign a mentor
for the group. Mentor should not be a
mentor just for the namesake; he/she
should help employees brush up their
skills and enhance knowledge.
Employee development activities
ought to motivate employees to par-
ticipate in conferences and seminars.
Creating individual development plan
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