Employee Development Plan: Examples and How to Create

Employee Development Plan: Examples and How to Create 23-Dec-2024

Want to help employees grow while boosting your organisation’s success? An Employee Development Plan is a simple yet powerful tool that guides employees in achieving their career goals. It outlines the skills to improve, the steps to take, and the opportunities for growth within the organisation. 

By investing in employee development, companies build stronger teams, improve productivity, and keep employees motivated. Employees feel appreciated and empowered to contribute more effectively. Ready to create a plan that benefits both your team and your business? Read this blog to learn how an Employee Development Plan can drive success for everyone involved! 

Table of Contents 

1. What is an Employee Development Plan? 

2. Why is an Employee Development Plan Important? 

3. Steps to Create an Employee Development Plan 

4. HR's Role in Supporting Employee Development Plans 

5. Equip everyone involved for effective growth discussions 

6. Leveraging Technology for Employee Development 

7. Examples of Employee Development Plans 

8. Conclusion 

What is an Employee Development Plan? 

An employee development plan is a list of steps for employees to reach their career goals. It includes short- and long-term goals like learning new skills, earning certifications, or getting promoted.  

As employees grow in their careers, they can update their plans with help from their supervisors. Ideally, the plan evolves over time as employees gain experience and refine their goals, with guidance provided by management.  

The specific steps in an employee development plan vary based on the goals of both the company and the employees. Creating a personalised development plan requires considering the employee's goals and readiness for development. Breaking down professional goals and tracking progress helps management understand development and identify any barriers.  

For example, a new graduate aiming to become a sales manager might include the following steps in their development plan: 

1. Secure an internship in a sales department 

2. Improve verbal and written communication skills 

3. Obtain various sales certifications 

4. Start as a junior salesperson 

5. Increase sales numbers annually 

6. Earn management certifications 

7. Apply for sales manager positions 

This structured approach helps employees and organisations achieve their goals effectively. 

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Why is an Employee Development Plan Important? 

Investing time and resources in strategic employee development plans offers numerous benefits. Here are 10 advantages: 

1. Greater workforce productivity and effectiveness 

2. Increased efficiency and revenues 

3. Improved internal talent mobility 

4. Reduced costs for recruiting, onboarding, and training external candidates 

5. Enhanced talent attraction and retention rates 

6. Lower employee churn 

7. Higher staff satisfaction, fulfilment, purpose, and engagement 

8. Strengthened company culture 

9. Better visibility of succession planning 

10. Improved compliance with regulatory requirements 

Aligning these with organisational needs enhances the overall employee experience and contributes to a culture where employees feel valued. They will understand their purpose and see the direction the organisation is heading and their role in it. 

Investment in employee development leads to higher productivity and efficiency. It increases the likelihood of achieving business goals and reduces the chances of talented employees leaving for better development opportunities elsewhere. 

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Steps to Create an Employee Development Plan 

As part of the HR team, you won't create the plan yourself—that's up to the employee and their supervisor. However, you might need to guide them through the process. Here are the general steps to initiate and implement an employee development plan:  

Steps to Create an Employee Development Plan 

Step 1: Conduct a Self-assessment 

Have the employee complete a self-assessment to evaluate their current position and performance. This serves as a basis for an open conversation between the employee and manager and highlights areas for learning and improvement.  

Step 2: Discuss Career Goals and Desires 

Discuss the employee's career goals and aspirations. The self-assessment should inform a discussion about what the employee wants to achieve. Development means different things to different people, so it's important for the employee and manager to align on the type of growth they are aiming for.  

Step 3: Align Career Goals with Organisational Needs 

Connect the employee's personal objectives with the needs of the business. Not all development opportunities may be feasible, so it's crucial for the manager to determine what is possible and beneficial for the business without over-promising.  

Step 4: Identify Development Opportunities and Resources 

Explore how the employee can achieve their goals and how the manager can support them. For example, if the employee wants more public speaking opportunities: 

1. Attend employer-provided public speaking courses 

2. Work with a mentor experienced in public speaking 

3. Apply to speak at industry conferences and seminars  

Step 5: Document and Implement the Plan 

Document the development plan, including objectives and steps, and submit it to HR. Keep the plan simple to ensure all parties can easily understand and follow it. This structured approach helps employees develop their careers while aligning with organisational goals.  

HR's Role in Supporting Employee Development Plans 

Your role is more than just filing the plan; you're here to make the entire process straightforward, painless, and positive. Here are three core ways to make that happen:  

Equip Everyone Involved for Effective Growth Discussions 

Growth discussions can be nerve-wracking. Managers worry about providing support, while employees fear being too pushy. Equip both with resources and training: 

1. For Managers: Offer training on productive one-on-one meetings and suggested questions for growth discussions. 

2. For Employees: Provide training on completing self-assessments and resources to define career goals. 

3. For Both: Share information about available training and development opportunities and templates for various growth activities (self-assessment, one-on-one meetings, development plans).  

Optimise and Standardise the Process of Creating Development Plans 

Templates save time, improve consistency, and simplify the process for managers and employees. Create templates for: 

1. Self-assessment 

2. One-on-one meeting agenda 

3. Career goals worksheet 

4. Employee development plan 

Ensure these are shared, interactive documents for easy collaboration.  

Actively Encourage Engagement in Further Development Opportunities 

Actively promote all available development opportunities, from formal training programmes to casual lunch and learns. Use various tools and platforms: 

1. Send team emails and calendar invites for events and trainings 

2. Post opportunities on the employee intranet 

3. Remind managers to discuss these in team meetings 

4. Use signs, flyers, and other materials around the office 

Promoting these opportunities will encourage more employees to participate in their development.  

Leveraging Technology for Employee Development 

Investing in technology can significantly enhance employee training and development programmes. It helps organisations go beyond managing operational learning and compliance to proactively develop talent and skills for the future.  

Integrated HR solutions support various aspects such as talent pathways, employee career development, KPI performance, and future skill requirements needed for strategic goals. 

Easy access to employee data allows managers to better analyse learning and development needs and plan holistically. 

An Effective Employee Development Plan Should Be: 

1. Personalised, aligning personal development aims with organisational objectives 

2. Monitored and adapted based on evolving skills, individual desires, role requirements, and organisational goals 

Success Indicators: 

1. Enhanced employee motivation and engagement 

2. Increased loyalty and commitment 

Long-term Benefits: 

1. Investing in employee development reduces the risk of losing talent to competitors 

2. Not investing can create significant long-term challenges in achieving organisational goals 

As Henry Ford, an American industrialist and business magnate, said, while there is a risk of losing trained talent to competitors, failing to invest in employee development can cause more significant long-term challenges for the organisation. 

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Examples of Employee Development Plans 

Here are two career development plan examples to help draft a plan with your employees:  

Example - 1 

Short-term goals: Develop leadership abilities, gain experience, and build relationships Long-term goal: Become a finance manager 

Actions: 

1. Take an online leadership course 

   a. Objective: Learn how to lead employees 

   b. Measurement: Complete the course by December 1 

2. Present quarterly numbers 

   a. Objective: Refine research, coordination, presentation writing, and public speaking skills 

   b. Measurement: Perform all necessary research, compile and present at the quarterly finance meeting  

Example – 2 

Short-term goal: Increase knowledge of real estate, gain experience in the current real estate assistant position, and build relationships Long-term goal: Become a licensed real estate agent 

Actions: 

1. Get a real estate license 

   a. Objective: Get licensed before 2021 

   b. Measurement: Achieve a passing score 

2. Grow a network 

   a. Objective: Build relationships within the real estate industry 

   b. Measurement: Attend two networking events this year, reach 500 professional connections on social media by the end of the year 

These examples provide a clear structure for setting and achieving career goals.  

Conclusion 

An effective Employee Development Plan aligns personal growth with organisational goals, fostering motivation and loyalty. By investing in continuous development, companies enhance performance, retain talent, and build a skilled workforce that supports long-term success. Regular monitoring and adaptation ensure the plan evolves with both individual and organisational needs. 

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