...Individual Development Planning Procedures Increasing Importance of Development Planning The continuous improvement of job skills is critical. The challenges we face on the job, as well as in the general business environment, are constantly changing. In addition, fundamental changes in the technical industry will continue to accelerate. It does not take long for skills and knowledge to become outdated in this fast-changing world. “Finishing” one’s education is no longer realistic. One effective technique for focusing these development efforts is the use of Individual Development Planning, IDPs. What is development planning? Development planning is an ongoing, evolutionary process rather than a single event. In brief, development planning involves supervisors and employees discussing the work they are doing and documenting strategies to help the employee develop and grow. Achieving this goal requires a team effort. A Shared Commitment Development planning is a responsibility to be shared by the employee and the supervisor. Effective development requires mutual commitment, support, and cooperation from each of these parties. Employees are accountable for showing initiative and actively pursing development options. Supervisors are accountable for establishing the learning environment. Commitment of Employees The most important ingredient in successful skill development is the employee’s own personal accountability. Employees are expected...
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...Providing resources for staff and students in higher and further education in the UK and beyond Business Development Plan 2009–2012 EDINA is a JISC National Datacentre Table of Contents 1. INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 2. MISSION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 3. VALUES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1 4. CONTEXT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 5. BUSINESS PLAN FOR 2009–2012 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 Strategic goal 1: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 To provide added value, high quality services, leveraged by research, enhancement activity and engagement with others Strategic theme 1a: . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3-7 Providing a managed portfolio...
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...Career Development Plan Summary University of Phoenix Today’s economy demands that employers face the challenges that are associated with the economy, internal budget pressures, and a highly competitive business environment. Kudler Fine Foods is owned and operated by Kathy Kudler. She currently manages the business by herself which includes staffing, ordering of merchandise, marketing, and personalized customer service. With visions of growing the business, Kathy is stretched to the extreme and needs assistance with the leadership roles necessary to successfully operate and mature the business. Even though Kathy has managers and assistant managers in each store, she needs a team that can not only relieve her of some of her duties, but also assist Kathy in creating a roadmap for the envisioned future state of Kudler Fine Foods. Business Development and Excellence The proposed reorganization in the chart below will give Kudler Fine Foods the leverage and capabilities to offer not only additional products but a full range of new catering services. This proposal strives to reorganize our current staff to best draw from their talents as well as evaluate new employees for the best appointment. Proper department organization and placement of employees is critical to the success of this new endeavor. A new department has been created within the organization and is identified as Business Excellence and Development. The department will consist of five new positions to include a purchasing...
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...Individual Development Planning INTRODUCTION Agencies must create a culture that encourages, supports, and invests in the short- and long-term development of their employees. Employees’ professional development should be an ongoing process to ensure employees are staying current—if not one step ahead—in their fields and mission-critical competencies. Planning for continuous development must be anchored to the agency’s mission, goals, objectives, and needs, as well as be tied to the employee’s work and career goals. This tool contains the following information and guidance: • • • • Purpose and benefits of individual development planning Roles and responsibilities Individual development planning process Key elements of an individual development plan. Associated Web sites are included at the end of this section. PURPOSE AND BENEFITS OF INDIVIDUAL DEVELOPMENT PLANNING Individual development planning helps identify the employee’s career development goals and the strategies for achieving them. Typically, the employee will complete an Individual Development Plan on an annual basis. This plan is intended to: • • • Encourage the employee to take ownership of his/her career development Provide an administrative mechanism for identifying and tracking development needs and plans Assist in planning for the agency’s training and development requirements. September 2005 1 Individual Development Planning (continued) PURPOSE AND BENEFITS OF INDIVIDUAL DEVELOPMENT PLANNING (continued)...
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...mentioned that, notwithstanding general agreement among development planners and practitioners about the crucial role that science has to play in development, many lacked a common understanding of its nature or the ways in which it can contribute to the wellbeing of the masses of humanity. As the discourse evolved over several years, many of these misconceptions were brought to light. Some of them are as follows: First, the practice of science is all too often reduced to the mere application of technology. What is lost sight of is the fact that science is a system of knowledge and practice that provides the methods and tools for the systematic and structured exploration of material and social reality. By asking questions about reality and seeking to answer them through a process of action, reflection and consultation, a population acquires the capacity to take charge of its own development and to promote the advancement of civilization. Due to the existing misrepresentation of the role of science in development, attention is focused on making people passive consumers of technology rather than on building their scientific capacity. Development Development as a concept is a victim of definitional pluralism. It is a difficult word to define. However, attempts have been made by erudite scholars to conceptualize development. Some of these definitions will be explored for the purpose of this study. Gboyega (2003) captures development as an idea that embodies all attempts to improve...
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...Individual Performance & Development Plan |Full Name: | |Employee Number: |Division / Department: Operations | |Position Title: Management Trainee |Location/ Business: Port of Batangas | |Position Start Date: |Date Value Drivers/Objectives set: January 2010 | |Manager/Appraiser: Ms. Josephine S. Cudal |Date of Mid Year review: | |Review Period From: To: July 2010 to Oct 2010 |Date of Year End review: | |Section 1: Value Drivers / Objectives | |Value Driver / Objective 1 |Weight 20% | |Description : Acquire Perspective on Safety Key Drivers and Programs to address them; Gain first hand Safety issues|Mid Year Review | |of Operations. ...
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...Significance Of The Study: 7 1.5 Limitation Of The Study: 7 2.0 Literature Review Of Succession Planning 8 2.1 Theoretical reveiw 8 2.1.1 Key Steps Towards Effective Succession Planning 9 2.1.2 Measures For Effective Succession Planning 13 2.1.2.1 Part A Measures: Group 1 -- Basic Plan Usage Factors. 13 2.1.2.2 Part A Measures: Group 2 -- Assessing Whether Your Plan Contains Key Design Features 14 2.1.2.3 Part B Measures: Group 3 -- Operational Indications Of Plan Success. 15 2.1.2.4 Part B Measures: Group 4 -- Measures Of Direct Business Impacts 16 2.1.2.5 Part B Measures: Group 5 -- Indications Of Plan Failure 17 2.2 Empirical Studies Of Succession Planning 18 3.0 Research Methodology 20 3.1 Introduction: 20 3.2 Research Design: 20 3.3 Area Of The Study: 20 3.4 Unit Of Enquiry: 20 3.5 Sample Size And Sampling Procedure: 21 3.5.1 Sample Size. 21 3.5.2 Sampling Technique 21 3.6 Data Collection Methods: 22 3.6.1 Questionnaires: 22 3.6.2 Interview: 22 3.6.3 Participant Observation: 22 3.6.4 Documentation: 22 3.7 Work Plan and Research Budget...............................................................................22 3.7.1 Research Activities & Work Plan.....................................................................22 3.7.2 Budget………………………………………………………………………..23 REFERENCES………………………………………………………………………….24 APPENDICES…………………………………………………………………………..26 Appendix I...
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...Business Development Planning What is Business Development The role of “Business Development” is a mix between a pure “sales” role and that of a Public Relations Officer and a Key Client Manager. Each organisation will set different objectives of its business development staff that may include some of the following tangible and non-tangible goals: Achieve product or service sales Prospect for new clients Initiate direct marketing campaigns Participate in relevant community activities Maintain and develop relationships with existing key clients Be active in business network groups Offer public speaking services Initiate sales calls including cold calling High level communication skills and good planning skills are essential in business development. Business Development Targets The business development function, like any other department, should have clear targets on what is meant to be achieved. A component of these targets may be a sales budget that outlines what the expectations are for the next year’s sales. The sales budget can be developed top down (last years results plus anticipated changes) or developed bottom up by the sales department (identifying this years opportunities). There are a number of ways to achieve increased sales targets: increase sales from existing customers find new customers for your product increase cross-selling ie existing customers take a wider range of products launch a new product (or product extension) to new and existing clients. Other targets...
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...Running head: CAREER DEVELOPMENT PLAN PART I - JOB ANALYSIS AND Career Development Plan Part I - Job Analysis and Selection As a result of the current merger, the organization has taken a new direction. With this change, the opportunity to grow and develop a new team had become available. The creation of this team will require a structured development plan and defined processes to follow. Developing a job analysis will require a combination of a summary of task requirements and resource or people, requirements. Defining and documenting the workforce planning system will provide an efficient method to meet the demand on providing qualified resources to fulfill business needs. Part of the process that will be taken into consideration will be the Selection method and what are the advantages and disadvantages to the methods that will be used. These development plans will provide the foundation necessary to identify several key employees to fit the needs of the new team. As part of the creation process of the new team a job analysis will provide the required information to progress in defining what it is we need. The job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job (hr-guide.com, n.d.). The job analysis will be specific to the new marketing and sales person that will be required in the new team. One of the elements that the job analysis will look into...
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...Spring 2002 Harry Trout - Texas State Agency - Spring 2002 Introduction The development of leadership is a continuous process as an individual gains experiences, assumes greater levels of responsibility, and faces a growing complexity of organizational problem solving demands. The 360 degree feedback assists in this development through two fundamental objectives. The first objective is on an individual level. For the individual, the process provides leaders with unique data perspectives of their abilities as viewed by their peers, subordinates, those in supervisory roles, and self-examination. The best use of these data for individuals is to design a personal development plan to address areas of concern surfaced through the assessment. The second objective is to improve overall organizational performance. As an organization’s leaders develop their abilities to work, manage, and lead, the performance and attitudes of corresponding workgroups will improve. Therefore, the entire organization stands to benefit as individuals improve. To assist you in this process, your personalized 360 Feedback Report contains the following elements: This Introduction to the 360 Explanation of 360 Leadership Roles Interpretation of the 360 Data Your Overall 360 Profile Role Comparison Scores and Item Score Breakdown Open Ended Question Listing Appendix A - All Scores Summary Appendix B - Personal Development Planning 360 Leadership Roles Communicator Leader Manager Facilitator Professional...
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...PERSONAL DEVELOPMENT PLANS The following section will give you guidance on the Personal Development Plan, what it is and how you can utilise it in support of your educational aspirations. 3 key questions to ask yourself…… 1. What is a Personal Development Plan(PDP)? 2. Why Should I have one? 3. How can I write one to reflect my own aspirations? The answers are straightforward…… 1. What is a Personal Development Plan(PDP)? A PDP is just another name for a plan of action, only this one refers specifically to your aspirations regarding personal development. We make plans every day, but do not always write them down; a PDP allows you to set your own personal targets and find the best way to achieve them. 2. Why Should I have one? An action plan will help you to visualise what you are doing and keep track of your achievements. To be totally effective, it must be a fluid document that is reviewed at regular intervals to ensure that it is always accurate, relevant and realistic. Furthermore, certain courses may be eligible for financial assistance, such as the SLC and ELC. In order to qualify for these allowances, you will have to prove your commitment to your studies. You must have a PDP in order to claim the ELC, in accordance with the ELC DCI. Remember, the PDP is your personal document, but with your permission it is recommended that a copy be held in your Personal Educational Folder, the F7269. Access to this will be restricted...
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...Assignment 2—Career Development PlanIn this assignment, you will recommend the components of a career development planning program and explain how the plan will integrate the organization’s mission and value statements.Consider the following scenario:You work in the HR Department of an electric power company in the southwestern region of the U.S. The company was founded in 1940 and has an excellent reputation as a provider of electricity. It is also considered to be an outstanding corporate citizen and known to be an excellent place to work. It has been ranked among the top three employers in the community for several years.Its mission is to serve customer’s needs for electric power in ways that provide exceptional value to all stakeholders including customers, shareholders, employees, and the communities in which it operates.Its values include providing a safe work environment; fairness and respect for customers, employees, shareholders, and partners; honoring commitments to use resources wisely; providing a high quality of work life for its employees; and striving for excellence and having fun.Given its long history, many of its current employees are children or grandchildren of former employees so there are close family ties to the company as well as a sense of loyalty.However, technological advancements in the power generation business over the years have resulted in jobs being either redesigned or eliminated. For example, in the past, the company had many employees who read...
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...Individual Development Planning Staff Guidelines Guidelines for Creating a Development Plan Development plans help all staff members: • • • • • • • • What is an individual development plan? It’s a document created by you, the staff member, then discussed with your supervisor throughout the year. The ideal plan leverages your strengths/talents and provided new skills/knowledge that will help you perform well. Focus on weak areas if they will keep you from being successful in achieving your goals. Increase and/or expand skills and knowledge. Keep skills current. Reach one’s potential. Support the achievement of career goals. Leverage strengths. Address gaps in knowledge or skills needed in the job. Improve performance. Develop holistically through on-the-job development, self-learning, and training. Reasons for undertaking professional development • Leverage strengths. You were hired because your knowledge, skills and abilities. It makes sense to find opportunities to use these strengths within your job at the University. You feel especially energized and motivated to give extra effort when your strengths intersect with the needs of the organization. Close a gap. Each year you may identify performance goals as part of the planning process for the upcoming fiscal year. If there is a gap between what you are expected to do and what you currently know or are able to do, that skill is a possible area for development. Develop transferable skills. In addition to the technical...
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...your thinking and analyses, make decisions, etc. or did you use a hybrid of theories? Did you just do your own thing?) 3 What worked and what did not work when pursuing your actions over the period the simulation was set? Explain why you think some strategies and tactics worked while other strategies and tactics did not work. Feel free to draw on a wide range of information sources to support your views, including company websites, annual reports, news reports, journal articles, etc., as reference to these external sources of information could make your presentation extremely interesting to the reader marking your work (your lecturer who will be a proxy Board). 4 What would you do differently? Are there learnings that could be applied to the industry the simulation was set or learnings that could be applied to other firms you know about, including organisations you are working at currently or have worked at in the past? 5 Conclusion. Succinctly explain your most important finding(s), including any interesting implications for the business in question. Introduction The objective of this simulation is convincing the majority of managers and employees in Spectrum Sunglass Company to accept the new sustainable development strategy within 96 weeks. Because this innovation involving a high degree of risks, some managers who are conservatism unwilling to take this challenge. I played the role of Director of Product Innovation within the R & D unit and I...
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...A guide to strategic human resource planning By Workinfo.com, www.workinfo.com 1. Introduction A comprehensive Human Resource Strategy plays a vital role in the achievement of an organisation's overall strategic objectives and visibly illustrates that the human resources function fully understands and supports the direction in which the organisation is moving. A comprehensive HR Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. In essence, an HR strategy should aim to capture "the people element" of what an organisation is hoping to achieve in the medium to long term, ensuring that:- • • • • it has the right people in place it has the right mix of skills employees display the right attitudes and behaviours, and employees are developed in the right way. If, as is sometimes the case, organisation strategies and plans have been developed without any human resource input, the justification for the HR strategy may be more about teasing out the implicit people factors which are inherent in the plans, rather than simply summarising their explicit "people" content. An HR strategy will add value to the organisation if it: • • articulates more clearly some of the common themes which lie behind the achievement of other plans and strategies, which have not been fully identified before; and identifies fundamental underlying issues which must be addressed by any organisation or business...
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