Determining the timeframe for implementing the strategy

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Clearly defined time frames are an important incentive to implement the plan and to stick to it. Deadlines define when the results will be evaluated and the goals that must be achieved by that time.

Step 6. Determining the timeframe for implementing the strategy

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When creating time frames, both the art director email list individual capabilities of the employee and the strategic goals that the company has set for itself should be taken into account. The implementation of the employee's IPR should not be allowed to harm the main work duties.

It is necessary to determine how many hours a week he will be able to devote to professional development. At the same time, it is necessary to take into account the interests of the organization. For example, if the implementation of new tools and programs is planned for a certain date, it is important that employees are ready and fully oriented in the necessary information by this time.

Setting a time frame for the implementation of an individual development plan always requires finding a balanced solution. Usually, it takes from 4 to 12 months to complete the plan, but these figures are only general guidelines.

Step 7. Approve the performance improvement program with the manager and monitor its progress
After the plan has been developed, there always comes a moment to coordinate it with the manager. Usually, the IPR is prepared by a human resources specialist, while the manager acts as a consultant: he defines the goal, sets the deadlines.

Once prepared, the latter analyzes the final version and makes adjustments if necessary. Once the performance improvement program is approved, the employee can begin implementing it, but this is not the end: progress must be monitored at each stage of implementation.

Sometimes a specialist may lose interest or there may be a need to review goals, tasks, and add new, more relevant content to them. To ensure the effectiveness of the plan and functionality, you need to receive feedback from the staff, hold periodic meetings to discuss progress, conduct an interim assessment of KPI achievement, and reward the most active team members.

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Example of an individual development plan
How to create an individual development plan? The most common way is to draw it up as a diagram, starting with the employee's input data: name, date of birth, position held. You can specify the time period for which the plan will remain relevant. You should also note the department and the manager's data. Let's take a closer look at an example of an individual development plan: