Icdp Final


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Individual Career Planing Charts

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Icdp Final

  1. 1. Career Development Planning (CDP)
  2. 2. Presentation Sequence <ul><li>Background </li></ul><ul><li>What is CDP & Its purpose </li></ul><ul><li>Benefits </li></ul><ul><li>For whom & when should it be prepared </li></ul><ul><li>Overview of the CDP process </li></ul><ul><li>Form to be used </li></ul><ul><li>Example of CDP (filled form) </li></ul>
  3. 3. EXTRACTS FROM MINUTES of 42nd HRC MEETING (31 st May, 08) <ul><li>The Management was advised to prepare Individual Career Planning (ICP) Chart (Career Development Plan – CDP) for all executives within six months. </li></ul><ul><li>Report progress on CDP at every HRC Meeting . </li></ul><ul><li>HR Deptt should review all AARs to identify/fill skill gaps of an executive for his career progression & prepare a training plan accordingly. </li></ul><ul><li>An executive is to be considered a high achiever on earning 3 consecutive outstanding AARs. </li></ul><ul><li>An executive should be communicated his AAR subsequent to it being reported upon by the CEO </li></ul><ul><li>HRC recommended to BOD to approve the Company’s HR Plan along with Four additional executive positions (including 01 CO, 02 EO, 01 Off) </li></ul>BACKGROUND
  4. 4. Task : Institute Career Development Planning <ul><li>During the Plan period, SNGPL’s HR Department shall develop and operationalize a Career Development Plan for all officers. The process shall be administered through the computerized Human Resource Information System proposed to be acquired. </li></ul><ul><li>Key tasks and associated milestones shall be as under:- </li></ul><ul><ul><li>Develop conceptual framework (by July, 2008) </li></ul></ul><ul><ul><li>Establish and agree parameters/growth profiles following the concept of job families (by Feb, 2008) </li></ul></ul><ul><ul><li>Upload data on existing officers in the HRIS (by Aug/Sep 2008) </li></ul></ul><ul><ul><li>Simulate and develop career progression for senior officers in grade VI and above (by December, 2008) </li></ul></ul><ul><ul><li>Simulate and develop career progression for officers in grade IV and V (by June, 2009) </li></ul></ul><ul><ul><li>Maintain system for all officers in grade IV to IX </li></ul></ul>BACKGROUND EXTRACT FROM HR PLAN 2007-11
  5. 5. What is Career Development Planning <ul><li>An Career Development Plan (CDP) is: </li></ul><ul><li>An individually-tailored action plan to develop specific competencies (knowledge and skills) needed to improve performance in present position or to prepare for new responsibilities, </li></ul><ul><li>A tool for a supervisor to identify resources needed for employee development training, </li></ul><ul><li>A tool for an organization to develop its workforce to meet future needs. </li></ul>
  6. 6. The Purpose <ul><li>Career Development Programs serve two critical goals/Purposes: </li></ul><ul><li>It creates competitive advantage by providing better qualified employees. </li></ul><ul><li>It is one of the most reliable employee retention techniques, especially for hard to recruit and retain technical employees </li></ul>
  7. 7. The Benefits To Employees and Organizations   CDP's shall provide meaningful training plans that will help the: EMPLOYEE to... ORGANIZATION to ... <ul><li>Perform duties according to established job standards, </li></ul><ul><li>Improve job performance, </li></ul><ul><li>Assess particular strengths and weaknesses and, </li></ul><ul><li>Schedule and plan own individual development each year. </li></ul><ul><li>Aid in the development of the employees to achieve the knowledge, skills and competencies according to their performance standards, </li></ul><ul><li>Document the current developmental needs of the employees and , </li></ul><ul><li>Consider the organizational needs, mission changes, changes in technology, expected turnover, staffing needs, programme plans and future needs for particular skills. </li></ul>
  8. 8. For Whom and When <ul><li>CDP's are required for all: </li></ul><ul><li>Career Term (permanent) employees in grades IV and above, </li></ul><ul><li>Who are identified as Hi achievers for three consecutive years by the PMS </li></ul><ul><li>When should a CDP be prepared: </li></ul><ul><li>It should be prepared annually </li></ul><ul><li>CDP is an investment plan, </li></ul><ul><li>While PMS is more like an end-of-year profit and loss statement. </li></ul>
  9. 9. The Process Overview <ul><li>The CDP process is a continuing cycle of planning, implementation and evaluation between an employee and supervisor. The process consists of Five phases, as given below: </li></ul>
  10. 10. Phase-1 (Pre-Meeting Planning) <ul><li>The Purpose: of the pre-meeting phase is to prepare the supervisor and employee for their joint meeting. The broader lines/roles on which the y should prepare are: </li></ul>Employee's Role Supervisor's Role <ul><li>Where Have I Been? </li></ul><ul><li>Where Am I Now? </li></ul><ul><li>Where Can I Go? </li></ul><ul><li>Review performance appraisal </li></ul><ul><li>Review performance standards </li></ul><ul><li>Consider future possibilities for employee </li></ul>
  11. 11. <ul><li>The Purpose: of the employee-supervisor meeting is to provide an opportunity for open communication about all that has been considered during the pre-meeting phase. The employee and supervise must ensure that the meeting is effective. Following are the responsibilities of the employee and the supervisor. </li></ul>Phase-2 (Employee – Supervisor Meeting ) <ul><li>Supervisor's Responsibilities </li></ul><ul><li>  During the meeting, the supervisor should: </li></ul><ul><li>Provide feedback to the employee on everything discussed, striving for a two-way discussion, </li></ul><ul><li>Be realistic and objective about which activities will best suit the needs of the employee, as well as the broader needs of the unit and/or agency, </li></ul><ul><li>Discuss in detail the optimum developmental activities that are possible and appropriate, </li></ul><ul><li>Take time to prioritize the developmental activities with the employee and </li></ul><ul><li>Identify criteria used to evaluate employee's development. </li></ul>Employee's Action <ul><li>Review performance appraisal results. </li></ul><ul><li>Review short- and long-range goals. </li></ul><ul><li>Review current technical and/or managerial competencies. </li></ul><ul><li>Identify developmental needs by determining the difference between the existing & required competencies </li></ul><ul><li>Rank developmental needs based on the organizational needs and priorities. </li></ul><ul><li>Discuss training and developmental activities to meet the required . </li></ul><ul><li>Select developmental activities and training that will meet the requirements. Consider a variety of developmental approaches and strategies, and listen to the supervisor's ideas. </li></ul>
  12. 12. Phase-3 (Selecting Optimum Development Activities) <ul><li>The Purpose: is to match the identified developmental needs with available developmental activities (training & non-training) and select an optimum development activity, the activity that provides maximum learning within boundaries of the organization’s mission, budget, workload, travel, staffing and time constraints. </li></ul><ul><li>There are four basic types of developmental activities: </li></ul><ul><li>On the Job Training </li></ul><ul><li>Formal Class Room Training </li></ul><ul><li>Self Development </li></ul><ul><li>Development Activities </li></ul>
  13. 13. Phase-4 (Preparing the CDP Form) <ul><li>The Purpose: is to formally document your plan. Once the employee-supervisor meeting has been held, the CDP form, Career Development Plan Form, may be completed. </li></ul><ul><li>. </li></ul>Step Responsibility of Action 1 Employee Completes the Part-1 of the form 2 Employee and Supervisor Discusses and agrees on contents of the form. 3 Supervisor Ensures that the form is properly completed. 4 Employee and Supervisor Signs the form. 5 Employee and Supervisor Keeps a copy of the form. 6 Supervisor Forwards a copy of the form to the HR Deptt and SNGTI. 7 Employee/Supervisor/HR/SNGTI Follows/Implements the CDP.
  14. 14. Phase- 5 (Implementing & Evaluating the CDP) <ul><li>The Purpose: is to implement the CDP as agreed and monitor the progress/assess the employee’s performance after each development activity. </li></ul><ul><li>Following are the responsibilities of the Employee and Supervisor:- </li></ul>Employee's Responsibilities   Participation : Once the request for training is approved, it is up to the employee to carry through with the experience. The responsibility for successfully reaching the goals rests with the employee. Evaluation : After each developmental activity, the employee should: Meet and discuss with the supervisor the developmental experience and prepare/submit a detailed report. <ul><li>Supervisor's Responsibilities </li></ul><ul><li>  Supervisor should : </li></ul><ul><li>Periodically reassess employee's plan, </li></ul><ul><li>Meet with employee after each training and developmental activity </li></ul><ul><li>Make periodic written evaluations (pen picture) of how the training and development activities have affected the employee's performance . </li></ul><ul><li>Recommend continuation or termination of the CDP, based on the evaluations </li></ul>
  15. 15. The Form
  16. 16. Form continued
  17. 17. Form continued
  18. 18. Form continued
  20. 20. Example Continued
  21. 21. Example Continued
  22. 22. Example Continued
  23. 23. The Initiative Strategized TASK/ INITIATIVE EXECUTION PLAN INDICATORS/ FEEDBACK Institute Career Development for progression of outstanding individuals on fast track basis* <ul><li>Linking Career Development with HRIS </li></ul><ul><li>Talent Management & Succession Planning are the off shoots of HRIS </li></ul><ul><li>Department-wise identification of top performers/outstanding individuals through PMS </li></ul><ul><li>Evaluation of Performance through interview by Management </li></ul><ul><li>Selection of a batch for advanced local/foreign training. </li></ul><ul><li>Sharing of knowledge for skills development by imparting training at SNGTI </li></ul><ul><li>Rotation of top performers within the job group for further development/grooming. </li></ul><ul><li>Promotion to next grade on two consecutive nominations as top performer, provided vacancy is available and recommended by Management. </li></ul><ul><li>PMS will be a forced distribution </li></ul><ul><li>Motivation of employees </li></ul><ul><li>Retention </li></ul><ul><li>Skilled/Professional executives </li></ul><ul><li>Increased productivity due to competition. </li></ul>
  24. 24. Identification of Hi-Flyers Using Different Parameters
  25. 25. Identification of Hi-Flyers Using Different Parameters