Standard Operating Procedure Template

Title: Department:
[Employee career development and HR
Training]

Version# Prepared By: Date Prepared:

1.0 [Sushweta & Noopur] [4/23/2020]
Effective Date: Reviewed By: Date Reviewed:
[4/9/2020] [Reviewer’s Name] [Date]

Standard Approved By: Date Approved:

Heading: Arial/16/Bold [Approver’s Name] [Date]
Paragraph: Calibri/12/normal

Standard Operating Procedure

1. Purpose
Employee career development is one of the major and vital areas of the Employee lifecycle.
Employee development typically refers to a company's efforts to train an employee for internal
benefits. It would help in reducing the costs of recruiting, onboarding and training external
candidates. If the individual employee's development would be aligned with organisational
goals and future needs.

2. Scope and objectives

This sop applies to all permanent, full-time or part-time, employees of the company. Employees
with temporary/short-term contracts might attend training at their manager’s discretion.
.

3. Prerequisites
Our company is committed to provide a supportive and rewarding environment for employees
and recognizes that the quality, responsiveness, and professionalism of its workforce are linked
to the further development of their skills and competencies
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4. Responsibilities
Employees, managers and HR’s should collaborate to build a continuous professional
development (CPD) culture. It’s an employee’s responsibility to seek new learning
opportunities. It’s a manager’s responsibility to coach their teams and identify employee
development needs.

5. Procedure
Employee Development: Development is the process of improving an individual’s abilities in
anticipation of future opportunities for achieving career objectives. Once an employee is
successfully on-board in the organization, he/ she needs on-the-job training for an effective skill
enhancement on a regular time interval. It’s important to discuss career goals in the initial
interviewing process to make sure that the person’s goals are realistic and align with the goals
of your company.
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Process Details:

1. Assess the employee: Each employee should be aware of his/her roles and
responsibilities and how can he/she contribute more effectively towards the
organization. It is always better if employees come up with their own development
plans and what all new they would wish to learn for them to become versatile. Such
questions would help the management know the current position of an employee and
what all areas he needs to be groomed and trained.

Along with the same management will keep a close eye on employee performance,
his/her areas of interest and areas of development aligned to organization’s goal. This
will collaborate help both employee and organization to grow together.

● Key skill based deliverables of an individual

● Major achievements
● Where does one see himself/herself 3 years down the line?
● New initiatives one would like to handle
● New skills one would like to learn

2. Identify the GREY area: Once we have a rough-cut idea of what are the strengths and
areas of development for an employee, we will start preparing development plans
accordingly to overcome the grey areas of an employee's life cycle.

● List out the developmental areas

● Encourage employees to work on them
● Create confidence & trust your employees
● Divide the employees in groups (Employees with similar needs can be put in one
group) and assign a mentor for the group

3. Make a skill enhancement training plan: A Skill enhancement plan is most effective
when it is connected to the person’s goals and objectives. By linking skill enhancement
to long term goals, one can assure the motivation and desire to build that skill. This
section could be divided into two major sections which are Interpersonal Skills &
Personal Effectiveness.
Personal skills are the abilities an individual possess which are considered to be his/her
strengths.
Interpersonal skills are the set of abilities needed by a person to positively and
effectively communicate with others
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Interpersonal Skill Personal Skill

Leadership Ownership
Flexibility Presentation
Active Listening Communication
Responsibility Habit Creation
Motivation Emotional Intelligence
Team Work Stress Management

Here are few in-house hands-on training techniques which would help in valuable
learning of the employees.

● Mentoring matches experienced employees with comparatively less experienced

ones, giving rookies a hand and helping mentors feel like their knowledge is valued.
● Cross-Functional Training allows for fluid movement between the jobs by helping
employees to learn new roles in the company.
● Shadowing another experienced Co-worker encourages employees to better
understand and empathize with other aspects of the business.
 Provide personal coaching as on need basis.

After analyzing the need of development areas it is important to establish a plan to

assess the employees for training & development plan. Here we are discussing few steps
for the same

● Decide if the training needed

● Determine what type of training is needed
● Identify the goals and objective
● Implementing the training program
● Evaluating the training program

4. Evaluate the employee on a regular interval with motivational feedback: Every skill
based/on job training program should be evaluated and continuously monitored with
the constructive and motivational feedback. Every training program should be evaluated
and continuously monitored.
● Self-evaluation system: Share the constructive feedback and talk about what
self-evaluation entails.
● Solicit feedback (360-degree feedback)
● Conversation is Key to a Productive Performance Meeting
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5. Implement the enhanced skills into the daily job: The most crucial stage is the
implementation stage when employee development plans are put in action. Discuss
even the minute problem which might prevent the successful implementation of
employee development plan.
In-house implementation of the enhanced skill involves the utilization of the skilled
employees to train other internal resources to build a strong talent pool inside the
organization. Typically, managers, HR team members and experienced coworkers
frequently conduct on-the-job training if they can competently perform the job being
taught.
In-house training typically promote the following

● Builds a strong internal talent pool

● Attracts Employees During Hiring
● Builds Flexibility Into Your Workforce
● Build a culture of Change management and job rotation to help in business
growth

Design a development
Evaluate the employee on
Assess the employee plan
a regular interval Maximise the plan
Identify the GREY area Focus on skill
Provide constructive and Implement the enhanced
enhancement training/on
Nurture the STRONG skills motivational feedback skills into the daily job
job training
Use the NICHE skills to
Implement the same
train the team members
phase wise

From DOJ 3-5 6-9

to On- months months Ongoing
Going from DOJ from DOJ

6. References
This document has been created using inputs from Sushweta Datta – Sr. Manager Client Services
– Vital Signs Advisory and Management Works LLP.
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7. Definition
VS - Vital Signs Advisory and Management Works LLP
CDP - Continuous professional development

8. Goal
The goal of this document is to align the employee career development process with the
organization’s development at the earlier stage of employee career.

Revision History
Revision Date Description of changes Released By
0.0 4/9/2020 Initial Release Noopur Sharma