Individual Development Plan (IDP)

&
Performance Feedback
Goal Setting is the most powerful Tool
for Productivity

Dipl.-Ing.
Email: bawdinw@adlisolutions.com
Mob. 089-8113344

 -
1.
2. /

3.

4. : 1-5, 1-10, 1-100% ?
5.
6. ?
7. ?
2

 -
1. ?
2. ?
3.

4. (Segment)
5.

1. Competency

2. Competency

3. Individual Development Plan

What we have to know.

Knowledge-Strategy Interlock

What we will do.

Our Mission,
Required
Capabilities
World Class Company
Vision,
- Knowledge
Strategy,
- Skill
Beliefs
Performance Excellence
- Value

Existing Knowledge

What we know.

Existing Ability

Technology

Learning Transformation

What we can do.

6

What is Competency?
knowledge
skills attributes
/ (Superior Performance)
Achievement oriented: Result oriented, Efficiency oriented, Concern
Standard, Focus on Improvement, Entrepreneurship, Optimizing of
Resources

Needs to Know

Knowledge
Able to do

Skill

Attributes

Needs to Be

 Competency
Knowledge :

Strategic Planning

PEST, Industry, Competitor, Portfolio,
Core Competency, SWOT


Strategic Performance management
Business Knowledge

Scenario Planning,
Prediction Model, etc.
Attributes ():

Skills :

System Thinking, Strategic Thinking, Collaborator

Competency Definition :

 Competency Model
Functional Competency
(Technical Competency)

Professional Competency
(Managerial/Leadership Competency)
Business Knowledge,
Organizational Management
Personal and Team Development

Common Competency
(Personal Attribute)
Core values, Key Behaviors

Functional
Competencies

1. Business Knowledge,
2. Organizational Development
3. Team & Individual Skill
1. Innovation -
2. Integrity and Trust -
3. Passion for Excellence
4. Team Synergy -
5. Customer Focused
6. Learning -


(0)

Motivation-ACH)

(Achievement

1 :
2

2.00

3.00

2.00

2.00

2.00

2 : 1

3
4

2.67
4

3.67

3 : 2

2.00

3.67

4 : 3

2
3

2
3

2.00
3

3.00

5 : 4

2
1

2
2

2
1

2.00

10

1.33
2.41

 (Achievement Motivation-ACH)



Level 1

Level 2

Level 3

Level 4

Level 5

-

-

-





-

-



-

11

 (C
(Core Competencies)

(Functional
Competencies)

1.

2.

3.

4.

5.
/
6.

12

13

14

15

 ?
Just-in-Time Learning is Importance
Relative importance
Workshops, 10%

Special
assignments, 2%

Training
programs, 8%

Mentoring &
coaching, 3%
Experiencing
on the job, 45%

Manuals &
instructions, 2%
Networking, 30%

Formal
Informal
Source: ASTD2005 International Conference & Exposition Orlando Florida

16

17

Training and Development

Trainers

Knowledge

Formal

Understanding

Training at
Training Center

Mentors

Skill

Performance

Coaching

and
Mentoring at Work place

18

Competency = Capabilities to perform a task

Level
1
Beginner

Knowledge

Skill

Competence
(Ability to apply knowledge and skills)

2
Well Trained

(technical
term)

3
Experienced

(technical term)

4
Advanced

5
Expert

19

20

Individual Performance Management Process

Performance Agreement

Corrective
And Adaptive
Action

Reward &
Recognition

Training &
Development

PM Process

Continuous
Coaching and
Feedback

Performance Review
and Evaluation

Mentoring/
Counseling

Performance
Improvement

Performance
Related Pay

Career
Development

Performance Planning/
Goal-Setting

Performance Assessment
21


(Work Flow)

1.1

1.2
Input Output

2.1


2.2 Output
2.3 Output

2.4
Output ( )
2.5

2.6 (
Supplier, Customer,
Process Owner )
)
2.7 (

2.8 Input Supplier

...........)
(

REP-xxx-xxx

REF-xxx-xxx

...........)
(

REP-xxx-xxx

REF-xxx-xxx

3.1
3.2
3.3
3.4

...........)
(

REP-xxx-xxx

REF-xxx-xxx

4.1

4.2


Work Flow

...........)
(

REP-xxx-xxx

REF-xxx-xxx

5.1

5.2


5.3

...........)
(

REP-xxx-xxx

REF-xxx-xxx

6.1


6.2

6.3


(Work Flow)
6.4

6.5

6.6


6.7 Check List
6.8
6.9

...........)
(

REP-xxx-xxx

MANU-xxx-xxx

7.1
7.2
7.3
7.4
7.5

...........)
(

(Work Flow)

(Work
Flow)

REP-xxx-xxx

REP-xxx-xxx

MANU-xxx-xxx

(OJT)

22

Counseling
&
Coaching
24

Coaching



/

25

Coaching looks forward.

Development Zone

Job Related Competency

Career Competency Development
26

Coaching Step : 4As

Analyze

Agree

Action

Assess

Employees

1. Set objectives

Knowledge

Monitor

Motives / Value

2. Inform expected
standard i.e.
OLA, SLA,
Proficiency
Level

1. Explain

Behavior

2. Give example

3. Check for
understanding

Results
Evaluation

Strength Area

- Q&A Drill

Improved Area
Action Plan

Knowledge &
Skills

Perceptual Style
Learning Stage
Facilities
Content
Instrument
Materials

3. Clearly define
the scope,
content, time
4. Tell follow up
approach
5. Seek agreement
Clear limiting
belief by
reframing and
WIIFM (Whats
in it for me)

- Case Study
4. Feedback Skills
1. Explain
2. Demonstrate

OJT Plan

3. Practice or Role
Reversal
4. Feedback

27

Feedback



/

28

Counseling looks back .

Therapy Zone

Personal Problem Solving

29

Feedback

Reinforcing Feedback

Corrective Feedback

30

 The Journey is the Destination.

Just do it !!!
31

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