managers, especially human resource managers, are recognized as the most important guides in development programs and they can do this in a desirable way if they, themselves have the learning spirit and have a documentary individual planning for development and excellen
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managers, especially human resource managers, are recognized as the most important guides in development programs and they can do this in a desirable way if they, themselves have the learning spirit and have a documentary individual planning for development and excellence. In our country, despite the attention to the development of managers in different fields, the approach of determining how to implement this development is not very relevant in terms of the specific competencies associated with the organizational domain and business environment and this issue has also been neglected in the banking system. The purpose of this research was to provide a pattern of the individual development plan for HR managers of the banking industry and to explain the components of the development plan and the relationships between them. To provide this framework, the literature and background, models, views and research on the individual development plan were widely studied and the primary pattern was designed, using the results of this step. Then, semi-structured interviews were conducted with 14 senior HR managers in the banking system, and the data were analyzed by using the software analysis (QSR Nvivo). In the following, A group interview was conducted in the form of a focus group with six human resource specialists in the banking industry and professors in this field to validate the proposed framework. Finally, in order to validate and prioritize these components, distribution of the questionnaire has been considered among 32 high-ranking HR managers of the banking system as another step of research. In the presented pattern in this study, the influential factors (strategy, culture and organizational texture), success factors (organizational requirements, design requirements and individual requirements), and Results (cognitive, attitude, skill and performance) are as the components of the individual development planning. Also, expected competencies and competency-based dimensions and how implementation of development measures for the HR managers of the banking industry are identified.
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