OrangeHRM has introduced a new licensed module within Version 6.5.6 for Succession & Development. This module introduces the 9-box matrix to enable organizations to plot their talent pool against two factors of performance and potential.
Please contact OrangeHRM for details of how to license Succession & Development.
Individual Development Plans (IDP)
OrangeHRM introduced new features incorporated into the Succession and Development module that allows companies to identify and focus on talent development within their organization.
Individual development planning is the process of creating an action plan based on awareness, values, reflection, goal-setting and planning for personal development within the context of a career, education or self-improvement. It's an agreement between an employee and employer that certain skills should be improved or learned or that overall performance should meet a certain standard within a defined time period.
Personal development plans may also include a statement of one's career and lifestyle priorities, career positioning, analysis of opportunities and risks, and alternative plans.
In higher education, personal development plans typically include a portfolio containing evidence of the skills gathered over a particular time frame.
IDP, enables supervisors and HR to generate individual development plans for employees to define and track progress against specific goals associated with their career development.
Individual development planning benefits the organization by aligning employee training and development efforts with its mission, goals, and objectives. When using an IDP, supervisors develop a better understanding of their employees' professional goals, strengths, and development needs resulting in more realistic staff and development plans.
Employees take personal responsibility and accountability for their career development, acquiring or enhancing their skills. Some of the benefits of an IDP are:
- Provide an administrative mechanism for identifying and tracking development needs and plans
- Align employee training and development efforts with its mission, goals, and objectives
Succession plans are used to address the inevitable changes that occur and make sure the business is prepared for all contingencies by identifying and training high-potential workers for advancement into key roles.
Once the appraisal is completed, the system displays the employee's potential on the appraisal. Succession Planning to enable organizations to evaluate their talent pool by mapping individuals against two factors,
- Current performance
- Future potential