Identifying and Working on Development Needs

1

By A.V. Vedpuriswar

July 10, 2011

What is Development Planning?

Development Planning encourages managers and individuals to take a longer-term view of the employee’s

career aspirationsTo align the firm’s business strategy with both

the professional and personal needs of the individual.

2

Why is Development Planning important?Development Planning is crucial to the continuous

professional and personal growth of people. It improves the talent pool.And ensures the long-term success of the

organization.

3

Development Planning and Performance appraisalDevelopment planning is closely linked with the

performance appraisal process. Employees and their managers gain insights into an

individual’s professional strengths and development needs.

This understanding helps to target and prioritize development activities.

4

What is the core of Development planning?At the core lies a series of quality developmental

discussions between employees and their line managers.

This iterative process involves the following stages:Identification of development needsDiscussion of possible development

objectivesAgreement and implementation of

development planReview of development plan

5

The Building blocks of Development PlanningEmployee aspirationsEmployee strengths and weaknessesJob needs

Understanding employee aspirations

Building self awareness Doing a personal SWOT Understanding skills, values and

interests Validating assumptions Knowing what is important in career

Getting into more detailsKnowledge

Areas of expertiseInterpersonal skills

Lone contributorTeam player

Working style.Stress levelsStructure

Learning styleReadingListeningWriting

Self Awareness also includes understanding life interests

Timothy Butler and James Waldroop of Harvard Business School have identified the following embedded life interests: - Application of technology - Quantitative Analysis

- Theory development and conceptual thinking

- Creative production - Counseling & mentoring - Managing people & relationships

- Enterprise control -Influence through language and ideas

What should be included in a Development Plan?

Development Objectives :Career Development and Mobility goalsSkills and behavioursSpecific competencies and technical knowledge Personal interests, values and needs

Development Actions :On-the-job development activities (80%)Off-the-job development activities (20%)

10

On-the-job developmentApproach Example

Stretch Assignments Participate in a task-force on a pressing business problem, Do a project with another functionLaunch new project/product with tight deadline

Job Rotations Work for a period of time with another unit

Increased Responsibility Chair team meetings in absence, Become team representative in existing committeeAssign management of multi-functional task forces, problem subordinates

Project Work Cross-regional project group to design and implement new IT system

11

On-the-job developmentApproach Example

Event management Manage an offsite

Secondment Short term assignment to a new geography

Feedback Regular feedback from colleague, manager, client or direct report on presentation skills

Coaching Focused effort on improving client interfacing skills under the guidance of a coach

Mentoring Discussions with a senior from another BU on how to find work life balance

Shadowing Spend time with others acting as an observer while they are holding team meetings

Role modelling Identify role model and learn from him or her with respect to influencing skills

12

Off-the- job developmentApproach Example

Classroom training Time management

Leader speak sessions Client relationship management

Guest lecture Client industry perspectives

Networking dinners Informal learning from others about key organizational initiatives

Elearning Written communication

Industry association seminar New business models

Simulation lab Project management

Continuing education MBA, Certification courses

Blogs and online discussion forums Industry trends and perspectives, company initiatives

13

Next steps:Draft development objectives using SMART criteria

(Specific, Measurable, Achievable, Relevant and Timebound).

Discuss and finalise development objectives and related actions

Regularly review development activities, considering changing business needs and the individual’s own career aspirations.

14

Thank You

15