Training & Development Plans
Training and development are critical to the organisation in a number of ways:
- they provide employees with the skills and knowledge necessary to effectively perform their job role
- they help keep employees stimulated and motivated, and can keep employees engaged and loyal to the organisation
- they increase the capacity of the organisation to service its clients.
A personal development plan focuses on identifying and actioning the short, medium and long-term development requirements of the employee that arise out of the performance appraisal process. The development requirements should centre on the skills, knowledge and capabilities required of individuals to effectively undertake their job responsibilities both in the present and the future, and also to further their career goals.
When preparing personal development plans, the emphasis should be on employee self-development and the plans should include:
- development objectives
- the learning and development activities that will address the development objectives
- the steps associated with any development initiatives
- any resources required
- a timetable for development
- the commitment (financial and non-financial) required by the organisation.
- Appropriate measure techniques – has development action has been achieved?
The development plan should include a description of the development activities that will be undertaken to achieve the skills and knowledge requirements (i.e. the development objectives).
The learning and development activities may include any number of the following:
- On-the-job training
- Internal training courses
- External training courses
- Online learning programs
- Coaching and mentoring
- Job rotation
- Job enrichment (more challenging tasks) or job extension (widening the range of tasks and opportunities related to the job)
- Vocational or tertiary education, e.g. postgraduate study
- Industry professional accreditation programs
- Attending conferences and seminars
- Work-based projects.