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Elevating Personal Development Plans
- 1. 2015 ASIA PACIFIC HR Active PDPs Elevating Personal Development Plans March 2019
- 2. Active PDPs – Key 2019 Goals & Milestones The development of our talent continues to be the highest priority and over recent years we have targeted personal development plans (PDPs) as a central tool to support this. In 2019, we will elevate this focus by not only having PDPs in place but by ensuring these plans are truly activated throughout the year. To achieve this, our PDP efforts this year will be in two steps/phases as outlines below; PHASE ONE – PDPs in place by April 30 PDPs in place for all Yellow, Purple, HiPo Blue & Red Managers as minimum Recorded in online LPA system no later than April 30 We will report status from April onwards, tracking the eligible managers in position for more than 90 days, included in Performance Reviews PHASE TWO – PDPs activated by November 30 Achieve a percentage of completed goals by Nov 30 ‐ 50% of goals completed to be considered activated ‐ Under 50% completed considered in-activated LPA Acceleration Phase will be critical for updating and recording PDPs in the online system until year end We will report status by end of November onwards, included in Performance Reviews
- 3. Global Human Resources/3 2015 ASIA PACIFIC HR Tools & Resources to Support Active & Effective PDPs
- 4. Session Objectives To support managers and managers-of-others with the important process of setting Personal Development Plans (PDPs), that contribute to professional and career development efforts. This session has three focus areas; Understand the Personal Development Plan (PDP) portion of the LPA tool by: ‐ Providing a recap on the LPA process ‐ Specifically reviewing the PDP goal setting functionality in the LPA tool Understand what makes a PDP goal effective: ‐ Review examples of effective PDP Goals (SMART goals) Understand the Resources available to support you and your associates with PDPs: ‐ Learning Guide ‐ Core Management Training Programs ‐ myCareer Zone ‐ SkillSoft Library/myLearning
- 5. RECAP: What is the LPA Tool? Leadership Performance Acceleration (LPA) is the global performance management process for all management level associates and corporate Jobs on Target (JOT) associates. This process is intended to provide associates with ongoing performance feedback, development planning, and an annual performance evaluation.
- 6. RECAP: Overview Leadership Performance Acceleration ACCELERATION • Managers and associates choose how and when they discuss performance • Can track feedback and accomplishments, within the tool throughout the year, or enter comments in the LPA form during Reflection Phase REFLECTION • During the end of cycle discussion, managers and associates who have engaged in real-time coaching can easily review the year’s accomplishments and also have a forward-looking conversation IGNITION • Set or cascade business goals, and create personal development plan. • Manager and associate decide together how they will connect for performance discussions
- 7. Personal Development Plan (PDP) Goals PDP goals are intended to develop an associate’s skills and abilities to improve their current performance and help them develop towards potential future roles • While they are displayed in the LPA form, they are not a part of the overall performance rating • PDP goals are important to support ongoing development of all associates
- 8. How to Create PDPs Think about where you are now: • What are your areas of strengths? • Where are your potential areas of growth? How do you wish to develop: • Where do you want to be 3 – 5 years from now? • Where do you want to be beyond that? Link future outcomes with current actions: • What can you do now that will most likely get you to the position you wish to hold in the future? • How do these activities tie in with your current duties at work? • See the Learning Guide and other tools for ideas to include in your PDP
- 9. Creating PDP Goals Online CREATING PERSONALDEVELOPMENT PLAN (PDP) GOALS There are two options to record PDPgoals–create new goalsor copy goals from a previous year. 1. Select GoalSettingfrom the drop-down menu in the upper left. 2. Select the appropriate year - 20xxPDP. 3. Click+Add New from upperright. 4. Select Create a NewGoal. 5. When creating new goals,there are two options. Select either CreateYour Own Goal to create acustom goal or Create from Library Goal to select goalsfrom alibrary withsuggestedsuccess measures. 3 4 5 1 2
- 10. Creating PDP Goals Online 6. Enter or update the followingasappropriate: Visibility - PDP Goals will default to private. Private goals are only visible to the associate and their direct and indirect managers. Setting the visibility to public will make the Development Objective visible to the user’s direct and indirect reports as well. Development Objective SuccessMeasure(s) (optional,but recommended) Status (optional, but helpful forManagers to view progress) Development Action(s) - Indicate specific steps to take toachieve the goal. Select the “+” button to add Development Actions relatedto your goal. Select the trash canicon toremove aDevelopment Action. 7. ClickSave Changes. 8. ClickEditto modify or update Note:Onceyou create agoalin your goalplan, you cancascade it toyour direct reports. 9 7 6 7 8
- 11. Effective & Active PDPs
- 12. RECAP: How do I write a SMART PDP Goals? Specific • What do you want to accomplish? • What is your desired outcome? Measurable • How will you measure progress? • How will you know you have successfully reached your goal? Achievable • Can you accomplish this goal? • Do you have the resources you need to succeed? Relevant • Is your goal aligned with your development needs? Timely • When do you need to accomplish the goal? • Can you accomplish the goal in the time frame allotted? AS A GUIDE 2-3 PDP Goals each year is an appropriate number/target
- 13. Example 1: SMART PDP Goal Development Objective: Building Relationships - Establish networks within the company Success Measure(s): Feedback from Supervisor, Complete 360 Assessment end of year to assess progress with relationships Status: Not started Development Action(s): – Gain feedback from supervisor and key stakeholders before activities commence 02/01/2019 to 03/31/2019 – Attend Impact Leadership Core Training 04/01/2019 to 04/30/2019 – Attend Marriott networking events to build relationships and network throughout the year 03/01/2019 to 11/30/2019
- 14. Example 1: Entering PDP Goals in the LPA Tool
- 15. Example 1: Entering PDP Goals in the LPA Tool
- 16. Example 2: SMART PDP Goal Development Objective: Managing Execution/Leadership - Empower others with more authority. Success Measure(s) - optional: Feedback from stakeholders, Time available for other tasks based on empowering and delegating tasks to others Status: Not started Development Action(s): – Shadow a manager known for empowering others 03/01/2019 to 03/31/2019 – Based on the observations of the leader, ask for additional feedback from direct reports 04/01/2019 to 04/30/2019 – Attend the 5 Choices of Extraordinary Productivity Class 05/01/2019 to 05/31/2019 – Determine 3 things I can do differently 06/01/2019 to 06/30/2019 – Ask for feedback on progress after implementing changes 09/01/2019 to 09/30/2019
- 17. Example 2: Entering PDP Goals in the LPA Tool
- 18. Example 2: Entering PDP Goals in the LPA Tool
- 19. An Active PDP SAMPLE Planning, Monitoring & Updating Development
- 20. An Active PDP - Critical to update during Acceleration Phase - Note - To achieve Active PDPs in 2019. 50%+ of PDP goals will have been “completed” Incomplete actions/goals can be carried into 2020 PDPs
- 21. Appendix Marriott Resources & Tools to support PDPs SkillSoft Library (formerly Business Skills Library)
- 22. Learning Guide
- 23. Learning Guide
- 34. SAMPLE
- 35. Core Management Training Programs Level 1 • Foundations of Leadership • 7 Habits of Highly Effective People • Crucial Conversations • Developing You, Developing Others • Dynamic Teams • Business Connect • InsideOut Coaching • The 5 Choices to Extraordinary Productivity • 3D Leadership • Change Management: New Behaviors for Improved Performance • Business Forward • Executive Presentation Skills • World Class Negotiations Level 2 Level 3
- 36. MGS >> Search >> myCareer Zone
- 39. SkillSoft Library (formerly Business Skills Library) Job Aids and Briefs
- 40. More Resources Available in 2019!
- 41. Active PDPs Next Steps Next Steps Enter PDP goals no later than April 30 Resources LPA Process and Help and Tutorial documents available within the LPA tool Training resources are available on MGS ‐ Keyword: “Leadership Performance Acceleration” Learning Guide (on MGS and in PDP section of LPA tool) myCareer Zone (MGS Search > myCareer Zone SkillSoft Library (MGS Search > myLearning)
- 42. What we have covered in this session: Understand the Personal Development Plan (PDP) portion of the LPA tool by: ‐ Providing a recap on the LPA process ‐ Specifically reviewing the PDP goal setting functionality in the LPA tool Understand what an effective and active PDP Goal looks like: ‐ Review examples of effective PDP Goals (SMART goals) ‐ How to enter and update PDP goals in the LPA tool Understand the Resources available to support you and your associates with PDPs: ‐ Learning Guide ‐ Core Management Training Competency Matrix ‐ myCareer Zone ‐ Skillsoft Library/myLearning
- 43. Questions?
Editor's Notes
- There are a few things that we are going to accomplish today. The session objectives are: To support managers and managers-of-others with the important process of setting Personal Development Plans (PDPs), that contribute to professional and career development efforts. This session has three focus areas; Understand the Personal Development Plan (PDP) portion of the LPA tool by: Providing a recap on the LPA process Specifically reviewing the PDP goal setting functionality in the LPA tool Understand what makes a PDP goal effective: Review examples of effective PDP Goals (SMART goals) Understand the Resources available to support you and your associates with PDPs: Learning Guide Core Management Training Programs myCareer Zone SkillSoft Library/myLearning
- RECAP Leadership Performance Acceleration (LPA) is the global performance management process for all management level associates and corporate Jobs on Target (JOT) associates. This process is intended to provide associates with ongoing performance feedback, development planning, and an annual performance evaluation.
- LPA includes three phases: Ignition, Acceleration, and Reflection. Ignition: Start Your Year (January-March) Managers and associates develop and record individual business/functional goals. Associate create a Personal Development Plan for the coming year. Manager and associate decide together a feedback process that works for them. Acceleration: Real-Time Coaching (Throughout the Year) Throughout the year, the manager and associate may have ongoing discussion and document these discussions and notable activities or achievements within the tool, either directly in the LPA form, or through the mobile enabled Real-Time Coaching feature. This is the biggest difference between LPA and LPP. It is flexible and real-time. We will introduce more details about Realtime Coaching later today. Reflection: Close Your Year (November-March) During the end of cycle discussion, managers and associates who have engaged in real-time coaching can easily review the year’s accomplishments and also have a forward-looking conversation. Managers assign ratings. LPA Forms are now editable in Review phase by associate, manager, and matrix manager at the same time. No need to send forms back and forth to enter comments/ratings.
- PDP goals are intended to develop an associate’s skills and abilities to improve their current performance and help them develop towards potential future roles. These goals should be work-related. While they are displayed in the LPA form, they are not a part of the overall performance rating.
- When developing a PDP there are certain questions that can be helpful to guide a conversation. Both Managers of Others and the associate can consider these questions – thinking about current areas of strengths and opportunities and what are the short- and long-term objectives? By linking the answers between where associates are now and where they wish to be, the Managers of others can help their associates identify personal development plans that can have real impact on their direct reports’ development. The Learning Guide contains ideas to include in a PDP – it contains activities and training opportunities organized by competency and Leadership Level.
- To create personal development plan goals the associate must enter the LPA tool and click on the Goal Setting tab. As with business functional goals, associates can “Create Your Own Goal” or opt to create a goal from the Library. A pop-up will appear with a number of different fields. Each PDP goal can be set as either private or public as well.
- Associates can describe their PDP goal in the box labeled Development Objective and assign it a Visibility, Success Measures , and a Status. Associates can also opt to write out specific development actions that are necessary to achieve the goal, which allows for easier tracking of the progress towards the goal.
- Lets now take some time to review and discuss how to ensure PDP Goals are effective and active!
- Lets firstly recap on a goal setting technique that many of you may already be familiar with – setting SMART Goals. The SMART approach applies to PDPs also. When setting goals, managers of others should encourage direct reports to add 3 – 5 individual business/functional SMART goals in their LPA form. SMART is an acronym which clarifies that goals should be “S”pecific, “M”easurable, “A”chievable, “R”elevant, and “T”imely. The questions associated with each of the words in the table above can serve Managers of Others when setting SMART goals with their direct reports. Once the SMART Goals are set, Managers of others should instruct their direct reports to identify the relative importance of each goal using weights. The weights across all of the listed goals should add up to 100% for any given associate. The LPA system will notify an associate if the weights exceed 100% and will ask them to adjust accordingly. Weights can be changed at any time but must be finalized prior to completing the review at the end of the year.
- Here is an example of a SMART PDP Goal Development Objective: Building Relationships - Establish networks with people in the industry Success Measure(s) – optional : Feedback from Supervisor, Complete 360 Assessment end of year to assess progress with relationships Status: Not started Development Action(s): Gain feedback from supervisor and key stakeholders before activities commence 02/01/2019 to 03/31/2019 Attend Impact Leadership Core Training 04/01/2019 to 04/30/2019 Attend Marriott networking events to build relationships and network throughout the year 03/01/2019 to 12/31/2019
- Go Step By Step (clicking) through the sections of the Online PDP Tool and the key sections to complete Visibility Development Objective Success Measure(s) - optional Status Development Action(s)
- Highlight the section of where Development Actions are entered for each item
- Example 2 Development Objective: Managing Execution/Leadership - Empower others with more authority. Success Measure(s) - optional: Feedback from stakeholders, Time available for other tasks based on empowering and delegating tasks to others Status: Not started Development Action(s): Shadow a manager known for empowering others 03/01/2019 to 03/31/2019 Based on the observations of the leader, ask for additional feedback from direct reports 04/01/2019 to 04/30/2019 Attend the 5 Choices of Extraordinary Productivity Class 05/01/2019 to 05/31/2019 Determine 3 things I can do differently 06/01/2019 to 06/30/2019 Ask for feedback on progress after implementing changes 09/01/2019 to 09/30/2019
- Go Step By Step (clicking) through the sections of the Online PDP Tool and the key sections to complete Visibility Development Objective Success Measure(s) - optional Status Development Action(s)
- Highlight the section of where Development Actions are entered for each item
- Making the PDP an active document, part of your development conversations with your associates and also for yourself. Regularly reviewing PDP to ensure its relevant and updating as necessary. Track development to ensure there is enough time for activities to be completed In 2019 with our elevated focus on Active PDPs it is crucial that each manager make up updates to their progress on their PDP, as they happen and in particular during the LPA Acceleration Phase until year end.
- During Acceleration Phase, it will be critical to keep PDP goal progress and completion updated. Active PDP reporting/measurement will be based on the updates made in the system. Key fields to update are’ Click – Progress against the Development Actions and the Completion %. Any items not completed can be carried into 2020 PDP Click – Overall completion percentage for the goal Click - Status updated to either In Progress or Complete Note Key Measurement – to achieve Active PDPs in 2019 - 50% or more of PDP goals will have achieved the status “Complete” Incomplete PDP goals can be carried forward into 2020 PDP goals.
- Presenter Note – You can adjust which resources and tools to feature based on local needs. In addition to reviewing the PDP functionality in the LPA tool and how to set effective PDP Goals we also want to take a look at some key resources to support effective PDPs and goal achievement. We will take a close look at; Learning Guide Core Management Training Programs myCareer Zone SkillSoft Library/myLearning
- The Learning Guide lists formal and informal learning activities organized by Marriott International’s global competency framework. You may wish to use the Guide after you have gathered feedback through the LPP or other assessment process and identified areas you want to focus on for your Personal Development Plan. In addition to formal instructor-led and online learning, look for informal learning activities and explore new ways of building learning into your everyday activities.
- How to Access: To access the Learning guide: On MGS, search “Learning Guide” OR select the Training tab Learning Guide from the drop down menu. It is also accessible from the PDP goal setting page in the LPA tool. Click twice to reveal arrows and text frame
- Here were are at the Learning Guide landing page. To get started, select CONTINUE.
- Step 1: Select your position Type. For Asia Pacific associates you will select Continent (Field)
- Step 2: Select your Leadership Level (Managers only). To find your Leadership Level, access 4myHR, select “my JOB & CAREER”, and view your Primary Job Family. e.g. Executive Committee or Guidance Team is generally Senior Leader (manager of managers)
- Step 3 Select Brand Category Full Service – Marriott, Renaissance Autograph Select Service – Courtyard, Fairfield Extended Stay – MEA The Ritz-Carlton
- Step 4 Select Continent – Asia Pacific
- Step 5: Select a Performance Contribution on which you would like to focus. These are the performance contributions on your LPA.
- Step 6: Select the competency within that performance contribution on which you would like to focus.
- Step 7: Select Learning Activities Now you see two tabs – Formal and Informal. Formal includes instructor led and online learning such as courses from the SkillSoft Library. Expand each section and check desired learning activities. To read course descriptions and/or enroll in formal learning activities go to myLearning, “Find Learning”. *Recommendation: Select 1-3 activities to focus on per review cycle.
- Informal includes Quick Tips, Developmental Activities, Pivotal Assignments, Self-Couching, and Reading & Reference. All of which can be done on your own. Expand each section and check desired learning activities. Once you have selected the learning items you would like to explore further and potentially include in your PDP, select Build My Guide.
- Webview of guide. Any links will be active from this screen. View as PDF to save/print. Click to reveal Note: This information will not be saved centrally – the user must save on their own. It is important to remember, the guide includes learning items mapped to the global competencies. For discipline specific training, continue to refer to myLearning, MGS, or discipline resources.
- For your ongoing reference or to share with others, there are a variety of resources available in Tools and Resources section of the Learning Guide page on MGS including a 1 page overview, FAQs and more.
- Core Management Training Programs With our Core Management Training programs, managers develop the skills and knowledge necessary for outstanding hotel performance. Courses are taught by certified trainers, professional external experts and property-based management. Throughout the programs, alignment to business goals, Marriott’s leadership competencies with color bands, and emphasis on Marriott culture are included. Helps pinpoint key leadership programs that align with specific development needs https://mgscloud.marriott.com/IA/training/manager/core/ Programs are covered by the International Training Fund. Fee per class rates would apply for hotels/departments not contributing to the Training Fund
- myCareer Zone is an additional career tool that is available to support PDP and other performance management stages. The tool provides users with a confidential resources to plan for activities such as; Career conversations Mentorship Dealing with key career scenarios Completing a Career SWOT And so on myCareer Zone can be accessed via MGS Enter myCareer Zone into the search field to find First time users will need to establish their own confidential account. This will require a Marriott email account to set up for the first time (e.g. marriott.com, marriotthotels.com, ritzcarlton.com, renaissance.com etc) Please note individual accounts are not accessed by anyone and the use of this tool and records saved is purely for the individual concerned and private and confidential
- myCareer Zone is a scenario based tool and you can navigate based on the different scenarios featured/listed. This slides give you an idea of some of the career scenarios featured on the site. Presenter Note –highlight some of the key scenarios that link to PDPs e.g. Preparing for the Leadership Performance Process, What is next? I need a new challenge, Developing Skills and Knowledge to further my career.
- This gives you an example of the various resources and tools for the scenario – What is next? I need a new challenge. An example of an activity to complete is Career SWOT analysis. You can see that for this particular activity that the time to complete is 20mins. In relation to PDP Goals, the Career SWOT may help to identify key areas to focus on or development. It may also help to identify strengths that can be enhanced further. This is just one example of the resources and tools available via myCareer Zone Presenter Note – please add any other myCareer Zone activities that you feel may be relevant to your managers and to support their PDPs.
- The SkillSoft Library (SKILL) are course selections available in myLearning. As employees are developing key skills and/or competency areas, these courses provide general foundational learning programs relevant to the topic area. Program highlights include: Course length averages of 45-60 minutes; short course 10-20 minutes Interactive courses use video and simulations, many available in-language New Courses are added each Quarter and Cover: Business Strategy and Operations, Finance Sales & Marketing, Customer Service Human Resources, Administration, Communication Management and Leadership Access using myLearning: To access the library, login to myLearning and follow the path below: myLearning > Catalog > Then choose course filter “Skillsoft Library“ The courses are accessible now on iPad - Access many of the courses designed to help improve your communication, management, and leadership skills.
- More Resources are available in 2019 for our managers to set up their learning plan! APAC L+D has established Program Catalog – which is an essential guide that gives a comprehensive overview of our Continent’s learning offerings. The catalog is available for our managers to browse and choose from a wide selection of programs and courses. From self-paced eLearning courses to guided instructor-led learnings, blended offerings and focused boot camps, they would find it very convenient to locate a solution that matches the learning requirements for their team and for themselves. For details of this catalog, you may contact your HR leaders.
- In terms of Goal Setting (PDPs and Business Goals), the next step is to train the managers on property on how to set goals and to be sure that all goals are entered by March 31st. To assist, there are online resources available in the LPA tool within the Help and Tutorials tab. There are also training resources available on MGS by looking under the keyword “Leadership Performance Acceleration”. Finally, it may be helpful to consider using the Learning Guide, myCareer Zone and SkillSoft Library to identify activities to include in the PDP. https://extranet.marriott.com/mgs/NA/training/learning-resources/default.html?ci=1 https://extranet.marriott.com/mgs/IA/training/your-career/mycareer-zone.html https://extranet.marriott.com/mgs/IA/training/mylearning
- Understand the Personal Development Plan (PDP) portion of the LPA tool by: Providing a recap on the LPA process Specifically reviewing the PDP goal setting functionality in the LPA tool Understand what an effective and active PDP Goal looks like: Review examples of effective PDP Goals (SMART goals) How to enter and update PDP goals in the LPA tool Understand the Resources available to support you and your associates with PDPs: Learning Guide Core Management Training Competency Matrix myCareer Zone Skillsoft Library/myLearning I hope this session and information set you and your direct reports up for some meaningful and impactful Personal Development Plans (PDPs) for 2019!
- Any questions before we wrap up? All the best for your continued professional and personal growth in 2019. Make sure your PDP and the PDPs of your direct reports supports your growth!