How to use personal development plans

1. 1 Identify who should be responsible for each employee's personal development plan (PDP) - typically, the employee's line manager.
2. 2 Create a learning culture which encourages everyone to develop; consider using external mentors for the most senior managers.
3. 3 Make sure the employee understands the company's objectives and how he or she contributes.
4. 4 Develop a standard set of questions to use as the basis for discussion about the employee's objectives, strengths and development needs.
5. 5 Encourage the employee to identify personal development objectives - even if these are not directly related to the job.
6. 6 Assess how employees' objectives match the company's requirements; be prepared to negotiate a mix of objectives to suit both the employee and the company.
7. 7 Consider whether challenging, long-term objectives or more immediate needs suit the employee best, and discuss preferred learning methods.
8. 8 Agree up to three specific, realistic and measurable key objectives and deadlines; identify priorities and any interim objectives.
9. 9 Identify how learning in the workplace can contribute: for example, providing new tasks and responsibilities, together with on-the-job guidance.
10. 10 Identify any role for formal training, particularly if several employees will be able to benefit or if special expertise is needed.
11. 11 Identify opportunities for self-directed development, together with support and encouragement from the manager.
12. 12 Ask the employee to assess progress against the objectives, and discuss problems, typically every three months; provide positive feedback.
13. 13 Agree revised objectives and new development opportunities.
14. 14 Measure how cost-effectively PDPs contribute to achieving business goals; identify other factors preventing success (eg poor systems).

Cardinal rules