30 Employee Development Plan Examples
Here are the five steps each company or supervisor should take to build an effective employee development plan. 1. Identify areas for development. One benefit of creating an employee development plan is that you can help team members build new skills in areas where they may lack natural talent or previous experience.
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Key components of an employee development plan include S.M.A.R.T. goals, employee overview, action plan and reflection. Measuring and evaluating progress towards established goals, providing feedback and coaching, and being flexible and adaptable to changing circumstances are essential components of an employee development plan.
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The individual development plan example from the University of Michigan starts off with an expectations model (The Michigan Expectations Model - MEM). MEM identifies 12 benchmark behavioral standards that all staff should demonstrate. This sample development plan started with concrete guidelines for employees.
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This section will look at examples from three sources: the UK's civil services, Canada's Prince Edward Island health system, and the US inter-departmental HR agency. These are drawn from the public sector. They nonetheless illustrate the key principles at work in any employee development plan.
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An employee development plan is a guide used to align employee and company goals, while defining actionable steps toward the achievement of each goal. An employee development plan is a beneficial tool that is used to help employees grow both personally and professionally. Career development plans help teams accomplish company goals and keeps.
30 Employee Development Plan Examples
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Employee development isn't free, but the costs can bring a handsome return on investment. One study found that small investments in employee development ($1,500 or less per employee per year) lead to an average of 83.5% higher revenue. Larger investments ($5,000 or more per employee per year) lead to an average of 104.9% higher revenue.
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1. Performance-based growth plan. This plan enables employees to focus on competencies that directly influence their job performance. It's less about teaching new skills and more about developing your people's abilities, so they can perform day-to-day responsibilities more effectively.
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5. Improving diversity and inclusion. Organizations should also aim to upskill and reskill all employees, especially those from underrepresented groups. Invest in professional development across your employee population with internal and external resources to guarantee each person progresses in their career journey.
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An employee development plan is a plan that outlines that person's professional growth within your organization. Types of Employee Development Plans Here are the three most frequently used types.
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3. Identify employee goals and cross-check with organizational goals. Meet with the employee (s) who want a career development plan. Most of the time, you can meet with them in private — like in a one-on-one. You can also organize a team meeting where you all identify personal goals for each team member.
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This step helps to tailor the development plan to individual needs. 3. Set clear and measurable goals. Define specific, measurable, achievable, relevant, and time-bound (SMART) development objectives for each employee. SMART goals provide clarity and direction, making it easier to track progress and measure success.
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1. Individual employee development plan worksheet. This first option offers a comprehensive format paired with a minimalist design. Since employee training and development plans are most effective when they address the unique skills and goals of an individual, this template is perfect for gaining that crucial feedback.
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1) Assessing the Company's Strategy and Business Goals. All developmental actions have to be aligned with the Company's strategy. It is the foundation of the plan, so make sure the objective is clear. If needed consult with upper management or leadership. 2) Create a macro-level assessment of your business.
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The downside to this type of employee development plan is that it's strictly based on performance, and the employee either meets the expectations of their position or doesn't. The benefit to a performance-based program is that it's powerfully motivating for specific individuals and identifies areas where the individual isn't meeting standards.