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MGMT 483 U5 IP IDP - Research Paper Example

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These individual development plans have been identified as tools that foster career development as they highlight goals and skills that an…
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MGMT 483 U5 IP IDP
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Individual Development Plans Individual Development Plans Individual development plans (IDPs) are a critical aspect as they serve to define the priorities of an individual towards self-advancement. These individual development plans have been identified as tools that foster career development as they highlight goals and skills that an individual needs to acquire in order to register personal growth. An effective individual development plan should feature clear statements of both short and long-term goals, as well as the identified action plan towards the achievement of the goals. The following is an overview of the creation, evaluation and the importance of individual development plans.
Creation of IDPs
The first step in creating IDPs involves a rigorous brainstorming exercise that identifies the level of excellence in one’s current career, and consultation with one’s supervisor for effective guidance. Brainstorming should highlight the areas that exhibit poor performance, and potential ways of improvement. An individual should also consider the available opportunities that if utilized can help in personal development. Such opportunities include, but are not limited to available training and empowerment programs within the workplace. It is critical to highlight opportunities of formal education, such as further education that an individual registers interest in. After brainstorming, one should organize the ideas into goals, according to priorities (Jacobson, 2014). The most critical aspect of the creation of IDPs is the definition of strong goals. They should be specific, measurable, relevant, within an attainable reach, and bound by timelines. For example, one would highlight acquiring additional management skills through attending seminars in the next three months. The defined goals should conform to organizational objectives, and should highlight the required competencies, resources and time. An individual should also identify the available options for development, which may range from formal education, experiential learning, lessons from a coach or mentor and participation in group projects (Falcone, 2011).
Evaluation of IDPs
After the creation of an IDP, an individual should present it to the supervisor or mentor for final refining. An effective evaluation framework for assessing the success of the individual in the sectors highlighted should be developed. Evaluation seeks to establish whether IDPs presented any impact on the level of performance of the individual in the career, and other aspects of personal development. The evaluator should assess each aspect highlighted in the IDP, since all goals should be measurable, and indicate whether any results have been observed within the defined timeline. In many organizations, supervisors usually carry present the individual with a performance appraisal, that highlights the aspects of improvement noted. Evaluation is critical, as it is the only measure that ensures that IDPs have a measure of impact on personal and career development (Jacobson, 2014). For example, effective evaluation may involve a framework that a supervisor uses to assess the employee’s progress, and make relevant recommendations depending on the level of achievement.
Importance of IDPs
Individual development plans are important as they present an individual with an opportunity to identify ways of registering development in a career and at a personal level. In organizations, IDPs place emphasis on the management’s interest in employees as individuals, and fosters their growth towards acquiring new competencies, and skills. An IDP can serve as an effective tool in ensuring that an individual focuses on his professionalism, and individual goals. It can be used in accessing funds to further the defined goals as well. Creating an IDP serves an avenue of communicating one’s goals to the self and the organization, and can trigger efforts towards growth (Jacobson, 2014). For example, an IDP can prove to be an effective tool for every member of this development group, and can place each individual on the right track towards self-development.
In recap, the significance of creating an IDP cannot receive overemphasis because it has been identified as an effective tool that serves to highlight an individual’s goals in career progression, and personal development. In organizations, an IDP helps supervisors become familiar with the aspirations of their employees. An effective IDP should feature long and short term goals, required resources, expected cost implications, action plans and timelines. Therefore, an IDP is a must have tool for an individual intending to determine priorities of personal and career goals.
Reference
Falcone, P. (2011). 2600 Phrases for Setting Effective Performance Goals: Ready-to-Use Phrases That Really Get Results. New York: AMACOM.
Jacobson, D. (2014). Using IDPs to leverage strengths. Retrieved on 30th May 2014 from http://govleaders.org/idp.htm Read More
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