IPR (Individual Development Plan), or CPD (Personal Development Plan) is a tool that helps an employee systematically and purposefully develop the necessary skills and qualities. The IRP is a document describing development goals and concrete actions that allow achieving the goals set.

Individual development plan helps to implement several tasks:
• allows the employee to develop more purposefully and systematically;
• coordinates work and development goals;
• provides an opportunity to control and monitor development;
• translates general and specific ideas on self-development to the level of concrete actions;
• allows you to analyze your strengths and weaknesses.

An individual development plan is mainly used in large companies as a tool for self-development of managers in the personnel reserve. However, this does not negate its effectiveness as an independent technique.

An individual development plan is beneficial to the employee because:
• allows you to prepare for the upcoming changes, new projects, new position,
• helps self-organization - having an IRP, it is easier to bring into your life and work plans events and actions that will help the manager achieve development goals,
• helps to prioritize and focus on learning and development.

IPR system use provides:
• an opportunity to see the management potential of the company and predict the possibilities of its development;
• monitoring learning and development processes. Knowing the managers of their managers, the company will be able to more accurately carry out personnel policy;
• focus on the company's strategy. By participating in the drafting of IPR through external and internal consultants, the company helps managers to prioritize and focus on learning and development according to strategy.

The compilation of IPR usually involves several steps:
Stage one - preparatory.
The employee studies the report on the results of the assessment (if it was carried out), receives and studies development recommendations from the manager, independently determines development priorities, and if necessary, consults with the consultant (external or internal, often the role of the consultant is performed by the training and development specialist).
Stage two - compiling the IRP.
The employee fills in a table with the priorities of his development and a map of developmental actions, where he clearly indicates how and when he will develop the necessary skills.
Stage three - coordination.
The employee coordinates his IRP with a consultant and / or manager and makes adjustments if necessary.
Stage four - approval.
The employee approves his IDR from the head and representative of the HR department.

The main areas of development in IPR are usually the following:

1. Development in the workplace - specific changes in the work process that contribute to the development of competence.
2. Special tasks (projects) - participation in such a project that requires a higher level of competence.
3. Learning from others is the observation of a person whose competence is highly developed.
4. Feedback search is a discussion with colleagues and subordinates of their work in terms of this competence.
5. Self-study - analysis of their work and independent search for more effective solutions.
6. Trainings - participation in training programs.

To live according to the plan is much more efficient and more useful than to lead a messy lifestyle. Everyone who decided to improve their lives and improve its quality.

“Planning nothing is the same as planning a failure.”
Winston Churchill.

Do you know where you go? Where do you see yourself in five, ten or fifteen years? If you do not have a specific goal, no matter what path you choose, it will not lead you anywhere, and you will wander meaninglessly through life. To prevent this from happening, try to create an individual life plan - a plan for your development, something like a map that will help you not to stray from the road.

What gives an individual development plan?

Clarity. A clear idea of ​​what you are striving for will help you understand whether you are performing the right actions.

Answers to “why?” Questions. When your goals and objectives are in front of your eyes, it will be easier for you to understand why you are doing exactly as you are. Your doubts will go away from your life.

Reference point. If you regularly check your life path with the path that you set for yourself, you will not get lost and eventually come to your goals.

How to make a personal development plan? First, determine which areas of life are most important to you. For example, it is a career, money, health, relationships and position in society.

Now make a table by which you can see what and for what period of time you want to achieve in each of these areas (see fig.).

In each window, answer the following four questions :

1. What exactly do I want to achieve?
2. Why?
3. Who can help me with this?
4. What actions do I need to take?

An individual development plan is compiled primarily based on your life goals and priorities. Therefore, your answers to questions should be reduced to one thing - to whom you want to see yourself in the future.

An example of an independently created individual development plan.

By completing this table, you will create a very precise, concrete, detailed and long-term action plan that will help you step by step to accomplish everything that you have outlined.

Individual development plan. Example IRP

The IPR - Individual Development Plan is a document describing the development goals and concrete actions that allow to achieve the goals. In this article you will see an example of an individual employee development plan.

INDIVIDUAL DEVELOPMENT PLAN (IPR) EMPLOYEES

DEVELOPMENT PRIORITIES

DEVELOPMENTAL ACTION CARD

Date of completion ____________________ Signature of employee __________________