View assessments and record actions agreed upon
If a respondent has assessed a specific employee (has completed his or her survey), you can consult the results in Profit. Next, you can define a personal development plan (PDP) through Profit. Agreements that arise from progress interviews can be defined in Profit.
Description
Developing the competences of an employee is a shared responsibility of the employee and the direct manager. They agree to actions that are part of the personal development plan of the employee. The employee and the manager are both responsible for ensuring the actions are actually performed.
A lot of organisations use an interview cycle for this purpose. This looks as follows:
- Interview about agreed actions
This is the first interview to take place. You create the initial agreements in this interview based on an assessment. In general, these actions are related to the assessed competences. In addition, you also make general agreements that are not related to a competence.
- Progress interview(s)
This is the next interview in the cycle. In this kind of interview you make the agreements that you created during the agreement interview or you create follow-on agreements and activities., even more concrete.
- Final interview
This often is the last interview in the cycle. You look back during this interview to the processed agreements and performance is also discussed. The result of the final interview often is an adjustment of the terms of employment. Performance is not defined in Profit because Profit does not include performance management.