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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

Price: Php 11,800

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

2. Examples

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

Resource Speakers
Ms. Czarina Teves

brings over 20 years experience of organizational and personal effectiveness work. As organization development consultant, she has worked with both the private and public sectors through workshops at the Ateneo CCE, Development Academy of the Philippines (DAP), and the Civil Service Institute (CSI). These workshops focus on leading change, systems thinking, personal vision and effectiveness, multigenerational workplaces, and coaching and mentoring. Some of these clients include Jollibee Foods Corporation, Globe Telecoms, Mang Inasal, Sykes, D&L Industries, JP Morgan Chase, and Energy Development Corp. 

For the public sector, she has led leadership development and change management projects for the Department of Education, the Zuellig Family Foundation, Department of Social Welfare and Development, the Civil Service Commission, among others. Some of the projects were under auspices of AustralianAid.

Ms. Teves is a certified action learning coach with the World Institute of Action Learning and a certified executive coach with Marshall Goldsmith Stakeholder Centered Coaching. Clients include high potential leaders in the private sector being groomed for senior executive positions, heads of agencies, and heads of local government units. She is also a member of the International Globe Federation.