Development Plans

Development Plans

Implementing a development plan

Why should companies be interested in helping employees plan their development? What benefits can companies gain? What are the risks?

Companies should be interested in helping employees plan their development to improve employee morale and motivation by matching skills to job requirements and providing opportunities for internal promotion. This would ensure that capable employees have the change to gain experience that will equip them with added responsibility. By providing guidance and encouragement, these employees will eventually fulfill their potentials in their field of work. The company will in return gain employee loyalty and trust, because they are investing time and many times, money, into the employee. The risks are that that not all employees are loyal to their company. Some employees might use their development to their advantage and take a job with another company who offers them better benefits, a higher salary or a superior position.

What should be included in a development plan?

Implementing a development plan can provide motivation and serve as a road map to an employee’s success by helping them establish realistic goals, strategies, milestones, and timelines to reach those goals. It requires ongoing evaluation and assessment and is thus a dynamic document that needs to be regularly reviewed and updated. Development plans have been used in the corporate arena for a very long time. They are part of Performance Appraisal Systems that are used to provide feedback and to set goals for individual employees.

What do you think is the most important part of the plan for ensuring that employees develop?

Conducting a skills assessment is a very important part of the development plan and is absolutely necessary for employees to identify gaps for those skills needed to reach their goals. By conducting an honest self-assessment, they can identify these gaps and then begin to craft effective strategies to fill these gaps within a realistic time-frame. These strategies could include workplace activities, apprenticeships, workshops, seminars, one-on-one tutorials, and so on.

Sooner than later,

The Tiny Professional

14 Replies to “Development Plans”

  1. I think most companies have employees do a self assessment these days so they have to take a look at themselves and what they think they need to do better.

  2. Just a little aside here–there are not that many employers who are loyal to their employees either-it does work both ways. This is just one way our world has changed for the worse.

    1. Michele:
      I do agree, but within the context of this article, I do not see why a company would invest that much money into an employee to try and advance their skill set if they had no intentions of being loyal to them. That would basically be like throwing money away. I do agree there are instances where companies are not loyal to their employees, but I do not think that it is the case when development plans are in the making.

  3. I am all for plans.. without the plans we have no direction and things can go way off track.. Nice post!

  4. It sounds like you will be an uplifting personality in any workplace. If only all companies cared as much about employee moral as you seem to. I think it really helps productivity.

  5. My last job had employees come up with a development plan. It would have been so much more beneficial if direct employers would work together with the employee on something like that!

  6. I would think something like this would be incredibly valuable. Otherwise, there could be a lot of floundering.

  7. I think big companies spend too much time talking about employee development instead of actually working on it. That’s why I like small companies.