IDP - SEAA ODS Approach

IDP - SEAA ODS Approach

Individual Development Plan

Let us Own | Drive | Strive our development!

Your Development, Your Ownership

At Shangri-La, we believe that our colleagues should take a proactive stance in their own development.

Aligning with our shared value of “Own our success”, our colleagues can work with their supervisor to prepare an Individual Development Plan (IDP) which will assist them in improving their current job performance and potentially reach their short and long-term career goals.

2

IDP is an integral part of the Talent Management process in Shangri-La.

• The IDP is a tool to assist our colleagues (YOU!) in YOUR career and performance development!

• It will support you to identify specific goals related to your development areas and the actions to take to continuously improve!

Growing our own timber via Succession Planning

Talent Management

Individual Development Plan

3

IDP requires your active participation to

Drive yourself to learn and improve core competencies related to your current role

Own your self development and set 3 -5 SMART goals to measure your progress

Strive to enhance your skills and take on additional responsibilities as preparation for your personal growth

While both supervisor and colleague work together to complete the colleague’s IDP, the colleague is ultimately responsible for taking the initiative for their professional development.

4

“Growth is never by mere chance ; it is the result of forces working together.” James Cash Penney

HOW HR CAN PARTNER WITH YOU & YOUR SUPERVISOR 1. Provide guidance on the IDP process and the roles of you, your supervisor and HR 2. Update the reporting relationships in HR Connect which will be used as the platform to facilitate the IDP 3. Update you on the latest offerings from Shangri-La Academy to upskill and upgrade your knowledge 4. Provide support on using HR Connect to submit and validate IDP 5. Facilitate your development with enrolment into online courses, face to face facilitated learning interventions and other types of development (e.g. cross department experiential learning) 6. Track IDP submission and updating in HR Connect

HOW YOU CAN GROW 1. Reflect on your professional goals and aspirations, as well as your strengths and weaknesses 2. Identify the skills you need for your current and aspired role 3. Note down your reflections and prepare the draft for your IDP 4. Submit your IDP via HR Connect 5. Work on the targeted development actions 6. Manage your time in completing the tasks, projects, assignments, or assessments 7. Update the IDP goal status 8. Conduct regular check-ins with your supervisor

HR

HOW YOUR SUPERVISOR CAN PARTNER WITH YOU 1. Review your recent performance and your role in relation to department / division / organization priorities 2. Identify potential internal and external available development opportunities 3. Note down your strengths, weaknesses, and available development opportunities 4. Review and validate your IDP in HR Connect 5. Provide resources to accomplish the goals 6. Set aside time to provide coaching if required. 7. Review and submit your IDP status outcomes and updates 8. Have regular check-ins with you to discuss challenges, if any

Your Development

Your Supervisor

YOU

5

Breakdown of Process

Colleague Supervisor

Preparation • I dentify Goals (which may include closing Performance Gaps) • D etermine Strengths and Aspirations • P lan objectives

Conversation • Consult and align with supervisor. • Colleague’s strengths, areas for improvement,

Drafting of IDP • Objectives and Key Results • Identification of required interventions and timeframe. • Submit your IDP draft in HR Connect

Implementation • IDP is reviewed and finalized by supervisor. • Colleague follows through with the agreed IDP interventions • Supervisor provides regular checks-in on progress and support • Updates are input into HR Connect

Evaluation • Supervisor and

colleague evaluate if the deliverables and objectives are met. • The outcomes are recorded in HR Connect

interests, career aspirations and organizational requirements

6

Preparation

Self Reflection

7

PREPARATION – A SELF REFLECTION

Consider how your role relates to our Shangri- La Group’s Vision, Purpose and Business. What are some goals which you can think of which would relate to our Vision, Purpose and Business?

Our Vision (What we aspire to be)

To be the best-loved hospitality group, pioneering new horizons and setting new benchmarks.

Our Purpose (Why we exist)

We host people to the colourful joys of life in a sustainable manner.

Vision (Our desire that guides us)

Our Business (What we do)

Inspired by our Asian heritage, we enable people to live, work, play, eat and rest well through the environments we create and the memorable experiences we deliver.

• How does my role fit into our Group’s Vision, Purpose and Business? • How can I contribute to the success of Shangri-La? • Am I living out the Shangri-La Culture in what I do? • Do I have the skills to do my current role effectively? • What are my areas of development highlighted from previous appraisals or conversations with my supervisor? I dentify Goals (which may include closing gaps)

• What are some of the areas I excel in? • What am I passionate about? • What do I aspire to be? • Do I have the skills to do the next role I aspire to assume effectively?

• How can I close any skills or knowledge gaps I have? • What types of opportunities will allow me to function more effectively in my current role? • How can I further develop on my strengths? • How can I develop the skills and knowledge to do the next role I am aspiring towards?

D etermine Strengths and Aspirations

P lan objectives

8

Conversation

9

Before the Conversation

Before the IDP conversation with a direct report, a supervisor would need to prepare for the conversation with the following in mind.

Before the IDP conversation with your supervisor, a colleague would need to prepare for the conversation with the following in mind.

SUPERVISOR

COLLEAGUE

FOR THE IDP CONVERSATION

FOR THE IDP CONVERSATION

Review the colleague’s recent PDR/probation appraisal/Talent Profile Think of resources/opportunities to enable the colleague to develop Think of how the colleague’s strengths/talents can be best applied Formalize the steps aligned with department goals best used to enable colleague to own their development

•

Review your recent PDR/probation appraisal Analyze the skills needed for your role and hotel’s needs

•

IDP CONVERSATION OBJECTIVES

•

•

1. 2.

Purpose

Overview of Development Thoughts

•

3. 4. 5.

Ask and Listen Agree on Steps

Prepare to lead the conversation Formalize the steps you will take to own your development

• •

•

Finalize IDP

10

During the Conversation

During the IDP conversation with a direct report, the supervisor would need to support the conversation with the following in mind

During the IDP conversation with their direct report, a colleague would need to drive the conversation with the following in mind

SUPERVISOR

COLLEAGUE

DURING THE IDP CONVERSATION

DURING THE IDP CONVERSATION

IDP CONVERSATION OBJECTIVES

Provide an overview of the steps you took to answer the conversation questions Ask your direct report to share their thoughts after each conversation question Decide with your direct report the elements that will be incorporated in your IDP Schedule a time for a quick brief on the finalized IDP agreed on at the end of the IDP Conversation

•

Provide an overview of the steps you took to answer the conversation questions based on the direction of your property’s vision and departm ent’s goals

•

1. 2.

Purpose

Overview of Development Thoughts

•

3. 4. 5.

Ask and Listen Agree on Steps

Focus on colleague’s skills

•

Finalize IDP

Decide with the colleague the elements that will be incorporated in their IDP Schedule a time for a quick brief on the finalized IDP agreed on at the end of the IDP Conversation

•

•

•

•

11

Conversation Template

SUPERVISOR

COLLEAGUE COLLEAGUE

SUPERVISOR

SUPERVISOR ’S COMMENTS

COLLEAGUE’S COMMENTS

Where I see you growing in your role and taking new responsibilities?

Which role do I see myself in the future?

The competencies I see you performing well?

Which competencies do I see myself strong in?

What I see as development opportunities?

The opportunities I see you can use to develop?

What I see as attainable development actions for you and when you should complete them?

What I see as attainable development actions?

12

Examples of Development focused IDP

SUPERVISOR

These are various development focused activities that can be used in the IDP

Mentor someone in the organization

Take on a significant role for a task/project/activity that involves different departments

Shadow a leader/colleague to view tasks from their perspective (Cross-Training for a predetermined time)

Gain additional knowledge in another function within current department

Present or lead a meeting you do not normally conduct

Support the recruitment process for a position your department is looking to hire into and be a key support with HR for this position opening

Have a conversation with a colleague whose role interests you and discuss what you learned with your manager Create a process map for a service you provide to your customer groups and analyze it for potential improvements

Gain exposure in another department or division in preparation for job rotation

Join a professional organization and sign up for a committee of interest

Volunteer and take a lead role in a hotel activity

Build leadership competencies with the Junior Leaders Program

Complete the Rooms Certification Courses on Shangri-La Academy

Create standards demonstration video series

Volunteer to take part in a community event or activity

Form and lead a team to improve hand-offs between your department and one of your customer groups or departments

Build a business case for a change in your department and present it to your manager

Self Learn on Design thinking on LinkedIn learning

Teach someone a skill or area of expertise you possess

Write a step by step visual process manual

Our SEAA Learning Catalogue is a great resource.

SUPERVISOR

Use it to learn more about the role you may be aspiring towards.

SUPERVISOR

Drafting of IDP

16

Types of Development Needs

CULINARY

ENGINEERING

FINANCE

FRONT OFFICE

FOOD & BEVERAGE SERVICE

CUSTOMER EXPERIENCE

HOUSEKEEPING

HUMAN RESOURCES

INFORMATION TECHNOLOGY

REVENUE OPTIMISATION

PROCUREMENT

RESERVATIONS

SALES & MARKETING

BRANDS

SECURITY

SPA & RECREATION

17

Definition of Development Needs

(Refer to P/1.53 Compulsory Courses)

(Refer to P/1.55 Departmental Learning Guideline)

18

Actions to bridge the gap

Experiential Learning • Cross-Function • Cross-Department • Cross-Entity • Project

Social Learning • Coaching

Formal Learning • Internal Certification • Online Learning

• Mentoring • Networking • Peer-to-Peer Conversation

• Self-Study (e.g. podcasts, etc.) • Webinar/Seminar/Conference • Workshop • Others (Professional qualifications)

Current State

Desired State

Definition of Actions to Bridge the Gap

Experiential Learning • Cross-Function • Cross-Department • Cross-Entity • Project

Social Learning • Coaching

Formal Learning • Internal Certification • Online Learning

Current State

Desired State

• Mentoring • Networking • Peer-to-Peer Conversation

• Self-Study (e.g. podcasts, etc.) • Webinar/Seminar/Conference • Workshop • Others (Professional qualifications)

(Refer to P/1.54 Cross Department Rotations)

20

Development Needs and Actions

(Refer to P/1.54 Cross Department Rotations)

(Refer to P/1.53 Compulsory Courses)

(Refer to P/1.55 Departmental Learning Guideline)

21

Guide to accessing IDP on your HR Connect using the app

Click here to access!

22

GUIDE TO INPUT IDP IN HR CONNECT (FOR COLLEAGUES)

1. Log in to HR Connect with your company email address (e.g. [email protected], or [email protected]).

4. Click Submit for your Manager to review and submit.

2. Click on IDP(Self) .

5. Update the progress status when a project, assignment, etc. is already in progress or completed.

IDP will be sent to your Manager for review.

3. Fill in your development needs and the corresponding type of action .

6. You may Update your IDP anytime.

You can add new development goal(s), as needed, and submit your

Youmay add more details if needed.

updated IDP for your Manager’s submission

Click to access your IDP now!

Please reach out to your local HR for enquiries.

GUIDE TO REVIEW IDP IN HR CONNECT (FOR SUPERVISORS)

4. Review the IDP based on your discussion with the employee. Return the IDP if changes are needed.

1. Log in to HR Connect with your company email address (e.g. [email protected], or [email protected]).

Otherwise, you may click on Submit .

2. Click on IDP(Mgr) .

5. You can request the employee to update his/her IDP anytime, as needed.

The employee will receive an email notification once you click on Update .

3. Select which IDP you wish to review and click on the Review link.

Click to access your IDP now!

Please reach out to your local HR for enquiries.

Other Resources

IDP Introduction

IDP Conversation

IDP Submission

Conversation Template

25

I don’t see the IDP icons on my desktop of HR Connect. What should I do?

Click on the Shortcuts button.

1

Then check the IDP (Mgr) and IDP (Self).

2

Click Apply.

3

26

Thank You

27