1. Identifying and Working on Development Needs 0 By A.V. Vedpuriswar July 10, 2011

2. What is Development Planning? Development Planning encourages managers and individuals to take a longer-term view of the employee’s career aspirations To align the firm’s business strategy with both the professional and personal needs of the individual. 1

3. Why is Development Planning important? Development Planning is crucial to the continuous professional and personal growth of people. It improves the talent pool. And ensures the long-term success of the organization. 2

4. Development Planning and Performance appraisal Development planning is closely linked with the performance appraisal process. Employees and their managers gain insights into an individual’s professional strengths and development needs. This understanding helps to target and prioritize development activities. 3

5. What is the core of Development planning? At the core lies a series of quality developmental discussions between employees and their line managers. This iterative process involves the following stages: Identification of development needs Discussion of possible development objectives Agreement and implementation of development plan Review of development plan 4

6. The Building blocks of Development Planning Employee aspirations Employee strengths and weaknesses Job needs

7. Understanding employee aspirations Building self awareness Doing a personal SWOT Understanding skills, values and interests Validating assumptions Knowing what is important in career

8. Getting into more details Knowledge Areas of expertise Interpersonal skills Lone contributor Team player Working style. Stress levels Structure Learning style Reading Listening Writing

9. Self Awareness also includes understanding life interests Timothy Butler and James Waldroop of Harvard Business School have identified the following embedded life interests: - Application of technology - Quantitative Analysis - Theory development and conceptual thinking - Creative production - Counseling & mentoring - Managing people & relationships - Enterprise control -Influence through language and ideas

10. What should be included in a Development Plan? Development Objectives : Career Development and Mobility goals Skills and behaviours Specific competencies and technical knowledge Personal interests, values and needs Development Actions : On-the-job development activities (80%) Off-the-job development activities (20%) 9

11. On-the-job development ApproachExample Stretch AssignmentsParticipate in a task-force on a pressing business problem, Do a project with another function Launch new project/product with tight deadline Job RotationsWork for a period of time with another unit Increased ResponsibilityChair team meetings in absence, Become team representative in existing committee Assign management of multi-functional task forces, problem subordinates Project WorkCross-regional project group to design and implement new IT system 10

12. On-the-job development ApproachExample Event managementManage an offsite SecondmentShort term assignment to a new geography FeedbackRegular feedback from colleague, manager, client or direct report on presentation skills CoachingFocused effort on improving client interfacing skills under the guidance of a coach MentoringDiscussions with a senior from another BU on how to find work life balance ShadowingSpend time with others acting as an observer while they are holding team meetings Role modellingIdentify role model and learn from him or her with respect to influencing skills 11

13. Off-the- job development ApproachExample Classroom trainingTime management Leader speak sessionsClient relationship management Guest lectureClient industry perspectives Networking dinnersInformal learning from others about key organizational initiatives ElearningWritten communication Industry association seminarNew business models Simulation labProject management Continuing educationMBA, Certification courses Blogs and online discussion forumsIndustry trends and perspectives, company initiatives 12

14. Next steps: Draft development objectives using SMART criteria (Specific, Measurable, Achievable, Relevant and Timebound). Discuss and finalise development objectives and related actions Regularly review development activities, considering changing business needs and the individual’s own career aspirations. 13

15. Thank You 14