In such a situation, it is important for the manager. Yo analyze as early as possible why this happene, reflect on and find ways to solve it,” — Lyubov Goloveshko . The company’s goals also change from time to time, as each business is working on a rapidly evolving product. If this happene, and the goals of a specific person lost relevance, they are reviewe and new ones are set. Individual development plan The HR manager and supervisor will help with the realization of career aspirations by drawing up an individual development plan (IPR). This is a document that prescribes professional goals, methods and terms of their achievement.
There are situations
Sometimes hard and soft skills are also outline. Simply put, IPR is a road map for building a career. The plan helps the employee move more desires with the company’s goals. IPR is made in several cases, Lyubov Goloveshko explains. In particular, when an El Salvador B2B List employee learns new technologies, moves to another position within the team, wants to become a team leader, or raises a professional grade. “, by hard skills, a candidate fits the position by, say, 60%, but he is very capable and seeks to develop, we have common views on teamwork and corporate culture.
Systematically and his professional
Then we can make an offer with the condition, that together with the main work tasks, the employee will have a personal development plan, according to AERO Leads which he will fill the gaps in knowlege,” adds HR BP. The classic IPR is divide into three parts: short-term goals lasting 1-3 months; meium-term for 3-6 months; long-term, which take from six months to several years. The initiator of the process can be both an employee and a manager. Ideally, it is the employee who drives the process, because he better understands his ambitions and professional desires.
