It may be worth pointing out at this stage that these excerpts from our performance appraisal white paper is a suggested order of working rather than a suggested order of importance. Done properly the personal development plan should be the most important part of the performance appraisal. Assuming that one of the main intentions of this process is to have people improve and so lead to improved organisational performance then a development plan is the key.
The reason for the order is that we find that a practical consideration is whether the development plan is part of the same annual appraisal meeting and form completion process as the objectives, values, and scoring. Often it is not. Indeed, practical constraints aside we would suggest that the development plan is kept separate from the appraisal form itself. It requires a slightly different mindset and lives in a different way.
In principle the development plan should describe the skills, knowledge, and behavioural changes that the individual is looking to develop over the coming time period. It generally follows that most of the development plan should flow out of the review of prior year objectives / values and consideration of goals for the coming year. This is important and needs guidance to those completing the form. That an individual does not know Spanish and would like to learn the language is only relevant if 1) they need to know it for work or 2) the organisation has a value of broadening peoples abilities.
The performance appraisal form is commonly a general HR domain. The development plan must be produced in concert with the learning and development/training team. Much completing of Excel spreadsheets can be eliminated by a well designed, online development plan.
This is an excerpt from our
performance appraisal white paper.
Brendan
Read the complete post at http://blog.bowlandsolutions.com/blog/bowland-solutions/0/0/personal-development-plan-within-annual-appraisal
Posted
19 Feb 2010 9:43 AM
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Bowland Solutions
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