Recruitment Strategies for
Posted: Wed Jan 08, 2025 3:48 am
Close gaps in knowledge, improve work efficiency, get into the talent pool, get a raise in salary and position.
Understand your development track in the company - how to get a promotion, what specific actions need to be taken to achieve this.
Become a more sought-after specialist in the market by improving your competence.
For a company, IPR is an opportunity to increase staff motivation, level of competence and retain valuable personnel:
Staff training covers the specific needs of employees, there netherlands whatsapp phone number is no need to spend money on finding tools to increase involvement in training.
High-potential employees can be identified and retained by the company through a transparent career development path.
Based on the IPR, it is possible to form a personnel reserve and quickly close important vacancies.
In my experience, IPR works best in conjunction with a performance review — an assessment of employee performance over a certain period of time. The assessment identifies employee strengths, growth areas, and goals until the next performance review — in our case, six months.
All these indicators are combined into a single plan — IPR — thanks to which each employee receives their own development track. This reduces the feeling of uncertainty among the staff: everyone clearly understands the competencies that need to be pumped up to achieve a new grade.
After the implementation of the IPR, employees began to come less often with offers from other companies and demands for an unscheduled increase in position and salary. They developed a clear understanding of how to grow within the company.
To do this, they do not need to look for offers from outside, as they have clear career development prospects and concrete steps to achieve their goals.
Read on the topic:
4 Working Methods for Team Building Online
Do all employees need an IEP?
The IPR is compiled by the manager, the employee and the HR specialist. This is a rather complex and lengthy process that requires time and resources, so creating an IPR for all staff does not make sense. Especially if we are talking about a large company.
As a rule, the company selects priority categories of employees for whom the IPR is currently most relevant. Most often, these categories include:
Understand your development track in the company - how to get a promotion, what specific actions need to be taken to achieve this.
Become a more sought-after specialist in the market by improving your competence.
For a company, IPR is an opportunity to increase staff motivation, level of competence and retain valuable personnel:
Staff training covers the specific needs of employees, there netherlands whatsapp phone number is no need to spend money on finding tools to increase involvement in training.
High-potential employees can be identified and retained by the company through a transparent career development path.
Based on the IPR, it is possible to form a personnel reserve and quickly close important vacancies.
In my experience, IPR works best in conjunction with a performance review — an assessment of employee performance over a certain period of time. The assessment identifies employee strengths, growth areas, and goals until the next performance review — in our case, six months.
All these indicators are combined into a single plan — IPR — thanks to which each employee receives their own development track. This reduces the feeling of uncertainty among the staff: everyone clearly understands the competencies that need to be pumped up to achieve a new grade.
After the implementation of the IPR, employees began to come less often with offers from other companies and demands for an unscheduled increase in position and salary. They developed a clear understanding of how to grow within the company.
To do this, they do not need to look for offers from outside, as they have clear career development prospects and concrete steps to achieve their goals.
Read on the topic:
4 Working Methods for Team Building Online
Do all employees need an IEP?
The IPR is compiled by the manager, the employee and the HR specialist. This is a rather complex and lengthy process that requires time and resources, so creating an IPR for all staff does not make sense. Especially if we are talking about a large company.
As a rule, the company selects priority categories of employees for whom the IPR is currently most relevant. Most often, these categories include: