Employee Development Plans That Work
|Course Name||Employee Development Plans That Work|
To inquire more about our courses, you may call our Program Sales Officers at 830.20.50 or email us at firstname.lastname@example.org
Year in and year out, organizations identify goals that it must achieve for it to thrive. Each employee is expected to contribute towards the achievement of such goals, but do employees have the necessary knowledge, skills, and attitudes that would enable them to achieve such goals? What should a manager do to ensure that employees are capable?
The Individual Development Plan (IDP) is a tool that helps facilitate employee development. It is a written plan developed and agreed upon by both the employee and the supervisor which enables the employee to reach his/her desired short and long-term career goals and align these with organizational goals. Through the IDP, the supervisor and employee identify learning and development opportunities that improves the employee's performance capabilities.
Employee Development Plans that Work is a two-day course that helps you, the supervisor, know the basics of making an IDP and conduct conversations to develop goals, identify development interventions, and give performance feedback.
After the course, you will:
1. Appreciate the role of employee development planning in achieving organizational success;
2. Prepare and improve on effective development plan for your team members;
3. Employ different development strategies for your team members; and
4. Conduct development conversations with your team members.
|Who should attend||
Line leaders, specifically, supervisors who need to know how to prepare an effective individual development plan for their staff and for themselves
I. The bigger picture: Learning and development as a strategic function
A. Learning in a Volatile, Uncertain, Complex, and Ambiguous (VUCA) business environment
B. Learning and Development (L&D), organizational strategy
C. Definition of L&D
D. Components of L&D
II. The basic IDP
A. What your IDP form should have
B. Assessing your IDP form
III. Writing up the IDP
A. What you need before you start: working with HR
B. Preparing a career path for your team
1. Corporate ladder vs. corporate lattice
2. Types of career paths: it's not one size fits all
3. Four dimensions of career customization
C. The 70:20:10 model for learning and development
1. What it is and what to use when
3. Assessing and improving current IDPs in my unit
D. Necessary & sufficient conditions for development
1. The development pipeline
2. Goals, Abilities, Perceptions, Success (GAPS) grid
E. Writing IDP objectives
IV. Conducting development conversations
A. Basic skills you will need
B. Clarifying conversation objectives
C. Anticipating expectations and questions
D. Aligning individual and organizational perspectives, goals, and actions
E. Case practice
|Ms. Czarina Teves||
is an Organization Development Consultant and Executive Coach and has been in the business of organizational effectiveness for more than 20 years.
Some of her clients include the Department of Education (DepEd), Department of Health (DOH), Zuellig Family Foundation, Department of Trade and Industry (DTI), Civil Service Institute, and Department of Social Welfare and Development (DSWD). In the private sector, her clients include Jollibee Foods Corporation, Energy Development Corporation, and Globe Telecoms.
Ms. Teves was the program director/coordinator of the Formation Cluster (leadership, coaching, and mentoring program) of the Ateneo School of Medicine and Public Health.
Ms. Teves is a Certified Action Learning Coach (CALC), having undergone the certification program of the World Institute of Action Learning (WIAL). She is also trained coach and member of the global chapter of the International Coach Federation (ICF).