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 its employees. Individual development plan for competency development must be aligned to the business objectives, goals and needs, as well as to the employees work and goals.

Purpose
To establish guidelines for creating an Individual Development Plan for facilitating competency development of employees.

Scope
It is applicable to all permanent employees across all businesses and functions with the following exceptions: Any employee joined on or after 1st Nov 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 requirements d) Helps manager understand and define employees professional goals, strengths and development needs

Roles & Responsibilities

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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Individual development plan guideline

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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

Employee identifies current competencies and competencies required for job

Employee creates IDP based on competencies

Manager reviews employees IDP and identifies avenues of competency development for employee at the time of goal setting

Employee develops competencies through identified avenues

Manager to review the IDP progress on quarterly basis

Manager to evaluate competency development effectiveness at the time of performance appraisal

Abbreviations
1) IDP Individual development plan

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Individual development plan guideline

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