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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