Personal Development Plans

1. More Than Training

Using PDPs is not the same as simply putting groups of employees through traditional training programmes.

1.1 PDPs focus on the development of the individual employee.

• 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 enacting PDPs, and provide any identified training (see 2.2)

1.2 PDPs are personal for each employee, and take account of his or her aspirations.

• Make sure employees define their own PDP objectives to ensure commitment.

1.3 PDPs look at your employees' broad, long-term 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 will come from having a more accomplished employee whose motivation and self-esteem have grown through achieving PDP objectives.

1.4 PDPs should be structured and documented.

• Agreed, long-term objectives are the foundation of each plan. These can then be broken down into short-term goals.
• Regular reviews are essential to ensure that the PDP is on track. PDP reviews should be held at least twice-yearly and can be built into your formal appraisal system.

1.5 Consider what resources are needed to support employees' PDPs and review them regularly.

• You may need to provide access to training, mentoring, finance or equipment.