Personal development plans
Personal development plans (PDPs) provide a powerful, flexible way to link employees’ professional and personal development with the development of your business. A PDP is a short, unambiguous written document — usually one side of A4 paper — that maps out how a person can develop skills and progress in his or her job. Using PDPs, you can engage your people’s abilities, commitment and knowledge to maximise their potential and that of your business. This briefing outlines:
x x x x
Make sure employees define their own PDP objectives to ensure commitment.
PDPs look at your employees’ broad, longterm development, rather than short-term training needs.
The PDP is typically based on development objectives for the next 12 months. Objectives do not always have to be directly related to specific work tasks. For example, a PDP goal might be to improve language skills. The benefit to your company is having a more accomplished employee whose motivation and self-esteem have grown through achieving a PDP objective. See also Assertiveness, HR 30.
What personal development plans involve. Who needs PDPs. How to implement PDPs.
More than training
Using PDPs is not the same as simply putting groups of employees through traditional training programmes. A PDPs focus on the development of the individual employee.
D PDPs must be structured and documented.
The company will also benefit if the PDP is working well. To reap the benefits of a PDP, it is essential to secure the trust of your employees. Let them know you are fully committed to meeting the expectations that will be generated by PDPs. You will also need to enlist the commitment of the managers responsible for running PDPs, and provide appropriate training (see 2B).
PDPs are personal for each employee, reflecting his or her individual aspirations.
Agreed long-term objectives are the foundation of each plan. These can then be broken down...