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7/29/2019 Guidelines on IDP
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MphasiSl Individual development plan guideline l1l
Individual Development Plan
Guidelines
V 1.0
Introduction
MphasiS is committed to create a culture that encourages and supports short-term and long-term development of itsemployees. Individual development plan for competency development must be aligned to the business objectives, goalsand needs, as well as to the employees work and goals.
Purpose
To establish guidelines for creating an Individual Development Plan for facilitating competency development ofemployees.
Scope
It is applicable to all permanent employees across all businesses and functions with the following exceptions: Any employee joined on or after 1
stNov 2012
Band 5 in BPO INT, IS, EM BPO, ITO SD Eldorado onsite team
IDPs will be created during performance appraisals held organization wide.
Benefits of IDP
An IDP facilitates identification of an employees current competency, competency development goals/plans and
respective avenues for achieving them. An IDP is intended to:
a) Provide a mechanism for identifying and tracking competency development needs
b) Encourage employee to take ownership of his/her competency development and enhance their skills
c) Assist in identifying and planning the training and development requirementsd) Helps manager understand and define employees professional goals, strengths and development needs
Roles & Responsibilit ies
Managers and employees are required to work together to complete the employees individual development plan, but
employees are ultimately responsible for taking the initiative for their professional development
Employees should:
a) Assess their current proficiency levels in workforce competencies. Compare it against the proficiency levels
required for the job.
b) Identify their future competency development needs and development opportunities that will help them achieve
those goals and meet those needs.c) Periodically assess their progress toward reaching their goals
Managers should:
a) Define and review employees current proficiency levels in workforce competencies. Compare it against the
proficiency levels required for the job
b) Discuss and plan for employees competency development during periodic performance appraisals
c) Ensure alignment of employees competency development and work objectives/goals.
d) Help employees identify various avenues of competency development (training programs, mentoring etc)
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e) To review the progress of the IDP for the respective employee minimum on a quarterly basis and record and
share the developments with the employee in the tool.
f) Evaluate the outcomes of employees competency development efforts at the end of the IDP plan.
IDP Process Flowchart
Abbreviations
1) IDP Individual development plan
Employee identifies current competencies andcompetencies required for job
Employee creates IDP based on competencies
Manager reviews employees IDP and identifies avenuesof competency development for employee at the time of
goal setting
Employee develops competencies through identified
avenues
Manager to evaluate competency developmenteffectiveness at the time of performance appraisal
Manager to review the IDP progress on quarterlybasis