How to Write Efficient Individual Development Plan Examples

Individual development plan (IDP) is a very effective tool to support employees in career and their personal development. Individual development plan examples help the students who wants to achieve superiority in their field. The main purpose of individual development plan (IDP) is to assist employees reach short and long term carrier goals as well as progress in job performance. We can’t consider it as performance evaluation tool or just a one-time activity. It helps employees as well as manager or supervisor to prepare themselves for achieving their goals. Individual development plan (IDP) includes continuous feedback between both parties. IDP required by many organization for their new and current employees. It is vitalized or appreciated by many organization. Public sector and private sector require their employees to complete an IDP.

Why Do We Need individual Development Plan:-

Individual development plan utilizes the concept of reflection to empower one keep track of the steps they have made to acquire skills and knowledge. It enables one to point out the changes required in their life and weak spots which hinders him to the success. It is a measurable tool for a person to see his progress and identify the skills to be achieved in the future. Individual development plan supports in the accomplishment of personal and professional development goals. This is because success requires planning and goal setting. The goals set in the plan have to be clear and measurable.

Implementing individual Development plan in Organization:-

Implementing Individual Development Plan (IDP) in your organization can help your employees to achieve their goals which they dream about it in their carrier. Mostly people don’t know about it that where and how to make a start. Best way to do it follow the IDP plan set key milestone and create a timeline for accomplishment of your goals.

It is the responsibility of an employee to develop the material of his own Individual development plan (IDP) activity and then mutually accept its content with his supervisor. There is not a fix format or official for (IDP). Some multinational companies has their own Individual Development Plan form, but a memo works just as well. The key is to assess the employee’s training and developmental needs and commit them to paper.

  1. The process of making an effective Individual Development Plan IDP first involves each employee asking himself the following questions:
  2. What direction is my organization going and what will the organization need from its employees in the future?
  3. What are my goals over the next five years? (This question is crucial to providing a motivational focus for everything the employee does.)
  4. What are my greatest strengths and how can I build on them more effectively? (A 360-degree evaluation or a strengths test can be helpful in this regard.)

Do I have any serious weaknesses that make it difficult to do my job or will prevent me from reaching my goals?

The answer of above 4 questions will be vary according to the employee, but following are the explanation of answer of above questions

Leverage Strengths.

Every employee hired because of its knowledge, skills and abilities. Now it is the responsibility of organization and supervisor to find the opportunity to use these skills to acquire the better result from the jobs. It is an employee psychology that he feels energized and encouraged when his strength used for the need of an organization.

Close a gap:-

A sensible employee may identify his performance goal and planned a process to acquire them in upcoming fiscal year. It is a gap between what you are expected and what you are presently known. By developing employees interpersonal we can close this gap and achieve maximum output and efficiency from employee

Develop Transferable Skills.

In addition to the technical or professional knowledge and skills you may need to do your specific job, you might want to further develop skills that enhance your performance in your current role and are transferable to other positions or roles. These skills may include interpersonal, management and leadership skills.

How to Use Individual Development Plan:-

Individual development planning aids the organization by making parallel development of employee and training according to the mission, goals and objectives. When supervisor uses a plan he or she develops an excellent understanding of their employees, strength professional goals and their development needs as a result they create a more realistic staff and development plan. It is employee’s personal responsibility and liability for their profession development obtaining and enhancing the skills they need to stay best in required skills.

Benefits of Using individual Development Plan:-

An administration tool for classifying and tracking development needs and plan.
Helps in planning for the company’s training and development requirement.

Support employees training and development with its mission goal and objectives.

How to Write an Individual Development Plan Examples (IDP):

There is no regulatory compulsion to any organization from government to apply IDP in there organization. However, we can consider it as good organizational practice. IDP planning process and forms have been created by many firms according the structure of their organization. Following are the key points which at least includes in every IDP’s plan.

Employee Profile:

Name, position title, office, grade/pay band, university.

 Career goals:

Short-term and long-term goals with estimated and actual completion dates

 Development objectives:

Linked to work unit mission/goals/objectives and employee’s development needs and objectives.

Training and development opportunities:-

Includes those activities in which employees pursue with estimated and real completion dates, these activities are formal classroom training, web-based training, rotational assignments, shadowing assignments, on-the-job training, self-study programs, and attending professional conferences/seminars

 Signatures:

Supervisor and employee signature and date.

The individual development plan (IDP) process requires communication and collaboration between the supervisor and employee. It involves five phases:

1. Pre-Planning – supervisor and employee prepare independently for meeting

2. Employee/Supervisor Meeting – discuss employee strengths, areas for improvement, interests, goals, and organizational requirements

3. Prepare IDP – employee, in consultation with supervisor, completes plan for individual development

4. Implement Plan – employee pursues training and development identified in plan

5. Evaluate Outcomes – supervisor/employee evaluate usefulness of training and development experiences

Individual Development Plan Activities:-

Teamwork is the necessity of individual development plan. Supervisor or manager must associate with their employees. But at the end it is entirely responsibility of employees for taking initiative for their professional career development. There is a direct relationship between employee development and employee performance.

Below are examples of activities one may utilize for further development and incorporate into their plan:

1. Coaching:-

In IDP coaching is an important activity we can’t consider it as a formal activity. It involves treating employees as a personal partner in achieving both personal and organizational goals. In short, by providing coaching we can solve the personal problem of employees. When an employee free from all worried it helps to increase in organizational performance which leads an employees to achieve organizational goals.

2. 360 Degree Feedback:-

360 degree feedback and development sector are present inside the organization or there are many developmental center which are outside the organization. Which provide the training to employee for the development of their thinking ability and how to use it for the benefit of an organization. It completely depends on employees own will or desire. If employees has the motivation then all activities will be very useful.

3. Developmental Appraisal:-

It is an ongoing activity for the employee development during the whole year. It is mandatory part of the performance management. This appraisal helps to identify the weak area of employee where employee development is necessary in order to increase the employee performance.

4. Investment in Perceived Developmental Activities of the Employees:

The investment in perceived developmental activities of the employee are important in order to increase the employee performance. As investment in perceived developmental activities also provide the organization as a competitive advantage.

5. Competitive Advantage

Most of the organization do not take employee development seriously. They only valued to achieving the goal of the organization. They don’t care about the development of the employee which is the common factor in Pakistan, that’s why they didn’t get the full outcome from the employee and as result both organization and employees are unable to compete the challenges of the market, every organization have to enhanced the skills of their employees, they would be able would be able to develop a realistic career plan and thus lead to increase the organizational effectiveness.

6. Rotational/Detail Assignments:-

Employees may have the option to participate in details, special/short-term assignments, projects, and other creative ways to expose employees to challenges or otherwise expand their capacity to serve.

7. Training and Development:

Training and development is an ongoing process in organizations. Employees should be taught how to do the required skills. We can’t teach an employee within a month it is a long term process. Patience is the key to success.

8. Participation:-

It is the best practice that top management should allow the lower management to participate in company policies or decision making. It gives confident to employees and able to make smart decision for organization.

9. Delegation:-

If one takes too much burden then it is very difficult for him to perform all the assigned according to the requirement. In same case manager should delegate his authority to the employees which equally balance the load of work and enhanced the performance. This will lead to achieve organizational goals and thus enhance both effectiveness and efficiency.

Tips for Effective Individual Development Plan:-

Focus on making the most of your strengths. Address weak areas if they are required in your current job or will be required in future jobs.

  • Narrow development goals to specific behaviors when possible. For example, “improve listening” becomes “before I speak, paraphrase what I understood the other person to say.”
  • If you are making a behavior change, it is important to be clear about the payoff for you.
  • For behavioral goals, work on some aspect of it each day until it becomes a habit, which can be three to six weeks.
  • Ask those around you for feedback to see if you are doing well. Despite how we may think we are perceived, our intentions are not always evident to others, and it’s easy to justify our own actions.

Conclusion:-

Individual development plan is not compulsory, it is entirely depends on the manager and employees given time for the training and development opportunities listed on his IDP. If the employee continuously fails in following the listed task it creates mistrust towards the employee’s performance. When the employees has completed his training courses they should follow up and ensure that he has an opportunity to put the training to good use quickly before the new knowledge and/or skills become a distant memory. This may be a challenge given that an employee who has been out of the office for a week will usually return to find a full in-box. Nevertheless, it is necessary to ensure that the training has the intended benefits for both the employee and the organization.

Conclusion Employee is a valuable resource (asset) of the organization. The success or failure of the organization depends on employee performance. Therefore, organizations are investing huge amount of money on employee development for creating individual development plan examples. The paper examines and investigates the literature review on employee development and its affect on employee performance. The key variables identifies related to employee development and Employee performance. The paper presents the importance of the employee developmental activities, importance of investment in a human capital, and challenges in employee development. The further discussion develops a proposed model which explains the relationship between employee development variables (employee learning, skill growth, self directed, employee attitude) and employee performance variable. The employee performance will affect on organizational effectiveness.