individual development plan (idp) training guide · individual development plan – training guide....

Individual Development Plan (IDP) Training Guide

Updated 2/2/11

Individual Development Plan – Training Guide

Table of Contents

I. Individual Development Planning – Guiding Principles ............................................................3

What is Development? 3

What is an Individual Development Plan (IDP)? 3

II. Creating an Individual Development Plan..................................................................................4

IDP Process Overview 4

Lominger Card Sort Process 4

III. Using ePerform to Document the IDP .......................................................................................8

Accessing ePerform 8

System Overview 9

Development Tab 9

Creating Development Opportunities 10

IV. Additional Resources...............................................................................................................15

The competency language and related content are used under license, and by permission, from KornFerry Leadership and Talent Consulting, powered by Lominger, and are intended for internal Otsuka use only.

Updated 2/2/11 2


I. Individual Development Planning – Guiding Principles

What is Development? Development is the process of identifying and providing people with the opportunities that allow them to LEARN and GROW. Otsuka development efforts focus on enhancing current skills and elevating performance to continually drive outcomes.

Research has shown that:

70%

70% of development comes from job-based development tasks and special job-based assignments

20% from managers, coaches or mentors

10% from training and coursework Development can be maximized by using a variety of these methods.

What is an Individual Development Plan (IDP)?

A development plan is a tool, which helps facilitate development, by specifying the actions steps needed to address a specific competency. Development plans are useful for all employees, regardless of their position, current level, or job performance. Even the best employees have development needs. Development objectives should focus on two or three competencies that if changed / improved / enhanced would improve this person’s performance OR would prepare him / her for the next challenge or role.

Types of Development Plans

Not all Development Plans address a weakness. There are several types of Development Plans employees should consider when creating their IDP. A few of the commonly used development plans are listed below:

Classic Development Plan – An employee identifies a competency that is a current weakness.

Enhancement Plan – An employee may address a skill he /she is good at and make it better. This skill, if improved, might make the most difference.

Job Assignments

20% Feedback, Coaching, Mentors

People

10%

Training

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Courses, eLearning

Project assignments, job experience

Individual Development Plan – Training Guide Types of Development Plans (Cont’d.)

Substitute Plan – An employee chooses to build other competencies to MASK the lack of a

competency.

PR Plan – An employee has a competency, but no one around them is aware of this. The plan shows others what the employee is capable of doing.

Employees are not expected to create all of the above, but rather determine which type of plan would have the most impact on his/her development. HR Business Partners are available to provide further clarification on Development Plans as needed.

II. Creating an Individual Development Plan

IDP Process Overview

The following steps outline the overall IDP process:

The employee completes his / her year end performance discussion and obtains feedback, and gathers additional input if needed

The employee conducts the Lominger self card sort The employee reviews the results of the card sort against the Otsuka Core Competency Model The employee selects 2-3 competencies to be addressed in the IDP and drafts the action plan

in ePerform The employee schedules and reviews the IDP with his / her manager to finalize the competency

choices and planned actions Additional detail related to this process is further outlined below.

Lominger Card Sort Process The Lominger card sort process is used to facilitate the identification of an employee’s top developmental opportunities (see second bullet above). Employees should collaborate with their manager on this process if needed. All managers and HR Business Partners have access to the appropriate materials (Card Deck and For Your Improvement Book, FYI ).

Access the Lominger Card Deck :

Step 1 – Remove the 67 competency cards from the deck

Step 2 - Locate the following 3 Divider cards and place on the table into 3 separate groups:

Card A - “High or Highest or Most or Would Describe You” Card B - “Moderate or Middle or Some or Might Describe You”

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Card C - “Low or Lowest or Least or Would Not Describe You”


Lominger Card Sort Process (Cont’d.)

Step 3 - Begin reading each of the 67 cards to understand the skill. Read the front of the card as well as the back of the card (see example slide below).

Step 4 - Begin placing each card into the 3 groups listed above (group A, B or C).

Step 5 - Once all cards are placed into the appropriate deck, it may be helpful to force rank the cards: 22 cards into Group A – “High or Highest or Most or Would Describe You” 23 cards into Group B – “Moderate or Middle or Some or Might Describe You” 22 cards into Group C – “Low or Lowest or Least or Would Not Describe You"

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Most or Would Describe

Middle or Might Describe

Least or Would Not Describe

A B C

22 23 22


L

Step 6 - Review the Otsuka Competency Model to determine if any

ominger Card Sort Process (Cont’d.)

potential development opportunities lign with those competencies identified as critical to the business.

a

Energy Energize Edgy Execute Passion

Sen

ior L

eader

ction Oriented

Perseverance

Effective

eams

on and Purpose

trategic Agility

Ambiguity

usiness Acumen

Priority Setting

l ourage

Customer Focus

A

Building

T

Managing Visi

S

Dealing with

B

ManageriaC

Man

ager

ction Oriented

Perseverance

otivating Others

Creativity

mbiguity

Management

rive for Results

Measuring Work

tanding Alone

Customer Focus

A

M

Dealing withA

Conflict

D

Managing and

S

Ind

ividC

on

tribu

tou

al r

ction Oriented

Perseverance

elationships

Creativity

anagement

Sizing Up People

echnical Skills

Drive for Results

elf-Development

Customer Focus

A

Peer R

Conflict M

Functional/ T

S

e employee’s performance OR would prepare him / her for the next challenge, project, or role.

nters the Developmental Opportunities in ePerform

Add Developmental Opportunity(ies)

Step 7 – Determine the 2-3 greatest opportunities for inclusion in the IDP. Again, please recall, development objectives should focus on two or three competencies that if changed / improved / enhanced would improve th

Step 8 – The employee e

Launch ePerform

Click the Development tab

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Lominger Card Sort Process (Cont’d.)

1-2 actions basis for the personal development plan

icipated date of completion)

Add learning activities if applicable

dditional ePerform and technology instructions are provided in Section III of this Guide.

d proposed action

work together to redefine the top 2 -3 opportunities and revise actions plans as needed.

The employee completes the following steps:

Add the title of the Development Opportunity

Select the identified competency to be developed

Address how the development need will be addressed? Keep it simple, define theto take for each opportunity - this is the

List specific outcomes to be achieved

Enter a Start date and End date (Ant

A

Step 9 – The employee schedules and discusses the IDP with his / her manager

If the employee and manager both agree on the identified competencies anthen checkpoints should be established to continue to monitor progress.

If the employee and manager do not come to agreement they will need to

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III. Using ePerform to Document the IDP

The IDP is available online via ePerform. It is an efficient and centralized way for Otsuka employees to track development opportunities and associated actions.

It is important to note that the focus of the IDP is NOT about the ePerform technology. The thoughtful assessment and identification of competencies and action planning that occurs outside of the tool truly provides the foundation for the IDP. The ePerform technology serves as a repository of development opportunities for employees and managers to share in an online environment.

The following section of this training guide provides user instruction on the basic functionality within the ePerform IDP.

Accessing ePerform

ePerform can be accessed through Otsuka Connect, https://sharepoint.otsuka-us.com/

From Otsuka Connect, click Quick Links / ePerform

The connection to ePerform is automatic; therefore, employees do not have to enter a username and password as long as they are connected through the Otsuka network VPN and have access to Otsuka Connect.

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https://sharepoint.otsuka-us.com/


System Overview

Development Tab

The Individual Development Plan is accessed through the Development tab in ePerform. The Individual Development Plan page has two main components: Employee Hierarchy and Development Opportunities.

1 – Employee Hierarchy shows the employee’s manager and direct reports and allows the employee to access Goal and Performance Management information, including their Individual Development Plan.

2 – Development is the core of the ePerform Individual Development Planning tool and is addressed in detail in the next section.

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Individual Development Plan – Training Guide Creating Development Opportunities

Once the employee is ready to document the IDP in ePerform, and has accessed the Development tab, the second step in building an IDP is to click the Add Development Opportunity button.

(NOTE: To edit an existing Development Opportunity, an employee would go to the Action column, click the pad and pencil icon and edit these same fields.)

The system displays the following fields to be completed.

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Individual Development Plan – Training Guide Creating Developmental Opportunities (Cont’d.)

1 – Developmental Opportunity

The employee enters a name for the Developmental Opportunity, e.g. Conflict Management. This is a required field

2 – Competencies

Select the competency most relevant for the Development Opportunity if applicable.

3 – How will the development need be addressed? Are there specific outcomes to be achieved?

In this section users should identify an action plan with resulting outcomes. The system provides additional guidance with the Coaching Advisor.

Coaching Advisor

If an employee requires additional assistance with the IDP action planning he/she has the opportunity to access the Coaching Advisor link.

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Individual Development Plan – Training Guide Coaching Advisor (Cont’d.)

In the “Select Competency Set” window, an employee reviews the various Competency views, such as All Competencies and Competencies by Role.

Select the competency most relevant for the Development Opportunity.

When the Competency definition window appears, an employee clicks on the statement which best describes the level of competency currently demonstrated.

The next step is to review “Some Remedies” for suggested developmental activities based on current demonstration of the competency.

(NOTE: The Coaching Advisor is not intended to be used verbatim. This tool is meant to provide the employee and manager with potential thoughts and ideas pertaining to the development of the selected competency. Any text placed from the Coaching Advisor should be altered and edited with specific action items.)

Start / End Dates

An employee lists the Start Date for the Development Opportunity and anticipated End Date – generally within 1 year of the Start Date.

Status

The employee has a number of choices for the status of a specific Development Opportunity:

None

On Target

Off Target

Will Not Meet

No Longer Applicable

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Add Learning Activity

As part of the IDP process, an employee may choose to engage in a Learning Activity related to their Development Opportunity. Clicking the Add Learning Activity link allows employees to select from two options: Custom Learning Activity and Select from Learning Catalog

Custom Learning Activity provides the employee with the opportunity to identify and create their own learning activity (not currently housed in the eLearn Learning Management System).

Select from Learning Catalog allows the employee to search the Otsuka eLearn Learning Management System (LMS) online Learning Catalog by:

Relevant Competency

Key Word

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Add Learning Activity (Cont’d.)

Once a course has been identified, the employee can track completion and document how the learning has been applied.


IV. Additional Resources

The following resources are available on the HR intranet site should users have questions or encounter any issues accessing or using ePerform Individual Development Planning:

Quick Reference Guide

Frequently Asked Questions

End-User Support

For Questions about the Individual Development Process please contact your HR Business Partner.

Updated 2/2/11 15

For ePerform Technology Questions please contact Shobana Narayanan at [email protected]

mailto:[email protected]

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