PPDF method of personal career

The full English name of PPDF is: Personal Performance Development File.

Personal career development files can also be transformed into personal career development paths.

Many enterprises in developed countries have something called PPDF. This thing looks simple, but it is very useful. Many enterprises and companies rely on it to form the joint efforts of employees and teams, and strive to achieve self-worth for the goals of the unit. Why can it play such a role? Mainly because it closely links the personal development of all employees with the development of enterprises. It designs a road for each employee to achieve his personal goals through hard work, and makes him clear that his personal goals can only be achieved if the company develops. This is actually an extremely effective human resource development method. Because of this, many companies have followed suit.

The so-called career is a person's life-long work experience, especially the whole process of career and position changes and the realization of work ideals. Career management is to help employees design and realize their own reasonable career planning.

Everyone has a good ideal design for his life. Some of these ideas can be realized, while others are not. If a person works in a company, if the manager of this company can design for him, he will have a sense of pursuit. When designing employees, managers should make career plans based on reality and rationality, and create favorable conditions for employees' personal career development through necessary training, job design and planned promotion or job adjustment.

Designing a career development plan for employees has many advantages: ① You can get a deeper understanding of employees' interests, wishes and ideals, and let them feel that they are valued and play a greater role. Because managers and employees have time to contact, employees have positive self-motivation, thus making greater contributions to the work of the unit. (3) Because of the understanding of employees' goals, managers can arrange training for employees according to specific conditions. ④ Various methods can be used to guide employees to enter the work field of the unit in time, so that personal goals and unit goals can be better unified and employees' sense of loss and frustration can be reduced. ⑤ Employees can see their own hopes and goals in this unit, thus achieving the goal of stabilizing the workforce.

Personal career development planning basically has three directions: ① vertical development, that is, the promotion of employees' work level from low to high; (2) Horizontal development refers to the transfer between different positions at the same level, such as being transferred from a department manager to an office as a director. This kind of horizontal development can find the best play point of employees, and at the same time, it can let employees accumulate experience in all aspects and create more favorable conditions for future development; (3) Develop in the core direction. Although the position has not been promoted, it has assumed more responsibilities and more opportunities to participate in various decision-making activities of the unit. These developments all mean opportunities for personal development, and will also meet the development needs of employees to varying degrees.

Let's look at a simple PPDF method.

The main purpose of 1 PPDF

PPDF is a continuous reference for employees' work experience. Its design enables employees and their supervisors to have a systematic understanding of employees' achievements and what employees want to do in the future. It not only points out employees' current goals, but also points out employees' future goals and possible goals. It indicates what kind of ability, technology and other conditions you should have at a certain stage to achieve these goals, and so on. At the same time, it also helps you to think carefully when you implement your actions to see if you are very clear about these goals, as well as your own abilities and conditions.

2. How to use PPDF

PPDF is two complete manuals. When you want to achieve a certain goal, it provides you with a very flexible document. Fill in all the items in PPDF, give one to your direct leader and one to the employees themselves. The leader will look for you, and you should tell him when and how you want to achieve your goal. He will study with you, analyze each one, and point out which goal you have designed too far and should be closer; Which target is designed too close, you can push it farther. He may also tell you when to contact TV University, Night University and other amateur training units, or he may personally design a more suitable plan for you. In short, no matter what, you will discuss how to develop and struggle with the leader you trust.

The main content of 3.3. PPDF

(1) Personal information

A resume: including date of birth, place of birth, department, position, current address, etc.

B. culture and education: the name, location, admission time, main topics and topics of junior high school and above. Whether the courses you have studied have obtained academic qualifications, and what kind of social activities you have been responsible for at school.

C education: fill in all education, acquisition time, examination time, topics and scores.

D received training: what kind of job-related training (such as in school, part-time training or on-the-job training), theme, form, start time, etc.

E. Work experience: fill in name, type of work, work place, etc. The unit where you used to work.

F. Productive work experience: Write down the work you think was successful in the past, not now.

G. previous discussion on behavior management: write down your comments on the work and things of behavior management.

H. Evaluation summary: self-evaluate the situation listed in the file.

(2) Current behavior

Current job situation: You should fill in your current job position, job responsibilities, etc.

B Current Behavior Management Document: Write down your current behavior management document record, and you can add some comments here.

C current goal action plan: design a goal and list the majors and experiences related to this goal. This goal is time-limited, taking into account the record of cost, time, quality and quantity. If there is any problem, you can discuss it with your boss immediately.

D. if you have a current goal. What is this?

E. how to set a specific deadline for each goal? Write down the main contents of your conversation with your boss here.

(3) Future development

A. career goals: where will you be in the company in the next 3-5 years?

B Required abilities and knowledge: What new technologies, skills, abilities and experiences do you think you should have in order to achieve your goals?

C. Development Action Plan: What methods and practical actions are you going to take to acquire these abilities and knowledge? Which of them is the best and most effective? Who is responsible for the implementation of these actions and when will they be completed?

D development action log: fill in the specific activity arrangement and training method selected in the development action plan here. Such as lectures, self-study, required date, start time, grades, etc. This is not only for yourself, but also for understanding work and behavior. At the same time, you should write down what you have learned by comparing your behavior and experience.