As
part of any good Performance Management System for a company there should be
included Personal Development Plans for the employees. From a HR perspective
you can only develop a company through its employees. Employees who stop
developing will eventually become a burden to the company.
At
the start of the year when performance objectives are set, is the right time to
develop Personal Development Plans (PDP).
Personal
Development Planning aims to promote learning and provide people with the
knowledge and portfolio of transferable skills that will help to progress their
careers and further develop the organisation. A development plan for employees
is essential. At the start of the year a manager needs to identify where an
employee is and where the employee could be further developed to assist the
company in their development as well.
There
are five stages in preparing a Personal Development Plan, these are:-
Ø Identify development needs
Ø Identifying the company’s
development needs
Ø Identify means to link both needs
Ø Plan action
Ø Implement
A
Personal Development Plan (PDP) is an important part of the performance
management system. It is a plan on which to record where the level of
competence is met but where we would like to develop further, any training and
/ or development needed to support the delivery of that objective and any gaps
in skills, knowledge or behaviour that need to be overcome in order to meet our
objectives.
It
gives jobholders and line managers the opportunity to:
Ø Identify, discuss and agree development
needs for the year ahead
Ø Prioritise and plan how these will
be addressed and achieved
Ø Agree and set dates for reviewing
the plan
Ø If necessary, plan how poor
performance might be improved
The
implementation is mainly the responsibility of the individual – PDP is largely
about self-managed learning. Managers have a responsibility to provide
coaching, give support and to organise formal training. Managers must also
ensure that individuals are given the opportunity to implement their PDP, which
may include time off the job to complete training.
The
introduction of PDP should not be undertaken lightly. It is not just a matter
of designing a new back page to the performance review form and telling people
to fill it in. Neither is it sufficient just to issue guidance notes and expect
people to go with it.
Managers,
team leaders and individuals all must learn about PDP. They should talk to the
employees, encourage them to develop themselves and need to give suggestions
which development might benefit the employee and company. The benefits to both
should be understood and accepted. It has to be recognised that everyone
will need time and support to adjust to a culture in which they have to take
more responsibilities for their own development.
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