PPDF's English full name is: Personal Performance Development File. The Chinese is: personal occupational performance development files can also be translated into a personal career development path.
There is a thing called PPDF in many companies in developed countries. This thing looks very simple, but the role is very large. Many companies have formed a joint force against its employees, forming a team, working hard to achieve self-value for the goal of the unit. Why can it play like this? Mainly, it is tightly associated with the individual development of all employees. It designs a way to achieve personal goals for each employee, making him clearly only the company's development, and his personal goals can be achieved. This is actually a very effective way of human resource development. Because of this, many companies have followed.
The so-called career is a person's work experience, especially the changes of professional, position changes, and the ideal implementation of work. The management of careers is to help employ workers design and achieve personal career programs.
Everyone has a good ideal design for their life, and some of these ideas can be realized, and some may not be realized. When a person works in a unit, if the manager of this unit can design for him, he will have a sense of pursuit. When the manager gives the employee to make specific design, it is necessary to establish a realistic, reasonable basis, and through the necessary training, job design and planned promotion or position adjustment, for his personal career. Development creates favorable conditions.
There are many benefits for employee design career development plans: 1 can understand employee interests, desires, ideals, so that he can feel that he is being attached to, thus playing a greater role. 2 Since managers and employees have time contact, the employee has a positive power, thus making greater contributions to the work of the unit. 3 Since the purpose of the employee wants to achieve, the manager can arrange training for employees according to the specific situation. 4 You can guide employees to enter the unit of work in a variety of methods, so that individual goals and unit goals can be better unified, reducing employee's loss and frustration. 5 Enable employees to see their hopes and goals in this unit, thus achieving the purpose of stabilizing the staff.
Personal career development plan has basically three directions: 1 longitudinal development, the employee position level is improved by low-level to advanced; 2 horizontal development, refers to the mobilization between different positions at the same level, such as the department manager to adjust the office director. Such horizontal development can discover the best way of employees, while allowing employees to accumulate all aspects of experience, and create more favorable conditions for future development; 3 to the core direction, although the position is not promoted, but it is responsible. More responsibility has more opportunities to participate in various decision-making activities. These developments mean the opportunities for personal development, and will meet the development needs of employees varying degrees.
Let's take a simple PPDF method.
1. The main purpose of PPDF
PPDF is a reference for employee work experience. Its design makes employees and his competent leadership, and what is the achievement of the employee, and what employee wants to do something has a systematic understanding. It does not only point out the goals of employees, but also points out the goals of employees and possible goals. It indicates that if you want to achieve these goals, what kind of ability, technology and other conditions should you have at a certain stage, and so on. At the same time, it also helps you think carefully when implementing action, see if you are very clear, and your ability and conditions you should have.
2. How to use PPDF
PPDF is two complete manuals. When you want to reach a target, it provides you with a very flexible file. After filling all the projects of PPDF, I will give you a direct leader, and the employee leaves himself. Leaders will find you, you have to tell him what time you want to reach your goals. He will study together with you, analyze each of them, give you what goals you have to design too far, should be nearly a little; which target design is too close, you can push it from far away. He may also tell you when he should contact the TV, the night and the large amateur training unit, and he may also personally design a plan for you. In short, in any case, you will discuss how you develop and struggle with the leaders you believe in. 3. Main content of PPDF
(1) Personal situation
A. Personal resume: including personal birthday, birthplace, department, position, current address, etc.
B. Cultural education: school name, place, enrollment time, maintenance topic, topic, etc. Whether the tricks get academic, what kind of social activities are responsible for the school.
C. Education: Fill in all your qualifications, the time, exam time, topics, and scores.
D. The training has been received: what kind of training-related training (such as school, amateur or on-service training), topics, form, start time, etc.
E. Work experience: Fill in the name, type of work, work place, etc. you have worked in order.
F. There is a result of the work experience: write on what you think that the previous achievements is, don't write it now.
G. The previous behavioral management of the previous behavior: Write your evaluation of work and things about behavioral management.
H, Evaluation Summary: Self-assessment of the situation listed in the file.
(2) Now the behavior
A. At present: I should fill in your current job, job responsibilities, etc.
B. Current Behavior Management Document: Write your current behavior management document record, you can add some comments here.
C. Time Target Behavior Plan: Design a goal and lists the major, experience, etc. related to this goal. This goal is to have time to take into account costs, time, quality, and quantity records. If you have any questions, you can discuss the resolution with your boss.
D. If you have a present goal. what is it?
E. How to set specific periods for each goal? Here you write the main content of your and boss talks.
(3) future development
A. Occupational goals: In the next 3-5 years, what location is you ready to do in the unit.
B. What you need, knowledge: In order to achieve your goals, what you should have to have new technology, skills, skills, and experience.
C. Development Action Plan: In order to get these capabilities, knowledge, etc., what methods and practical actions are you prepared. Which of them is the best, most effective, who is responsible for the implementation of these actions, and how time can be done.
D. Development Action Log: The specific activity arrangement of the Development Action Plan will be filled in the training method. Such as listening, self-study, date, start time, achievements, etc. This is not just for yourself, but also to understand the work, understand the behavior. At the same time, you have to control your behavior and experience, what you have learned from the middle school.
