Individual Development Plan

Managers are always looking for various individual development plan examples to implement and learn from them. Development and executing individual development plan is not an easy task to do. You need to put in a lot of effort for this purpose. In this article we are going to talk about various individual development plan examples. Moreover how these examples can be useful for business organization. However, let’s discuss the Individual Development Plan first.

Individual Development Plan

The individual development plan is a great tool to help the employees in their career and personal affairs. It plays an important role for the benefit of every employee of the organization. Moreover it’s primary goal is to make workers work for their short term or long term goals in their office life as well as personal. IDP can help employees to improve their living standards. Individual employee development is not a one-day or one-time performing tool. It should be like a partnership between the worker and the supervisor. Also it includes preparation and continuous feedback from both sides. Many organizations offer individual development plans for their new and current employees. Hence IDP is encouraged in almost every organization.

Many federal organizations take IDP in a severe manner. Their employees have to complete an IDP every single year to improve their skills. On the other hand, executives are required to have an Executive Development Plan.

Individual Development Plan Examples for Managers

Now, let’s have a look at the Individual Development Plan Examples. Some of the best examples of IDP are listed below:

On The Job Training

On the job training is one of the most frequently used methods for individual development. Structured on the job training is one of the best methods as well to be used for better individual learning. In training, the employee is trained while performing the actual office duties. It can be used to teach new procedures and technology to the new hires of the company. In training instructions are given to the worker to show his experience or expertise. So in this way, the employee can learn a lot of new things in a short period of time.

Formal Classroom Training

Formal class training is a very common way to teach employees. It will be a common experience of learning for all workers as well. The special thing about this training is that there is no specific place required to start this training. Formal Classroom training may take place away from your office as well. Although it does not have any condition that it must be settled or started in office only. You can arrange a room (particular) for this training. So it totally depends on the learning objectives and instructor’s approach as well. The experience gained from this training will be very valuable. Therefore it may be the only alternative you find in the case of any technical competency.

There are some cons of formal classroom training. Mostly, this training does not suit the employee’s temperament. So, the employee cannot learn well in the classroom environment. Though, it is from very common individual development plans examples. So, you should consider this option to your last priority if you want to improve individual development skills. You should arrange most of the training at the work site to get maximum output from employees.

Self Development

Self-development is also from one of the utmost important individual development plan. Actually helps an employee to achieve his goal even if the career path is entirely new to him. If a worker is new (No Experience) then his work will not be presentable. So, to make his work presentable, he needs to develop himself.

Self development plays a vital role in the success of an employee. An employee can do different self-development activities to improve himself. Below are few of them.

• The Worker should take evening or weekend training classes at local schools.
• He can develop himself by watching educational and field related videos as well.
• A worker can enhance his skills by correspondence and other self-study courses.
• He can read books and other publications or journals related to the field.
• In the end, if he is unable to do any of the above things then he has an option to learn things by PC tutorials or Computer Assisted Training Programs.
• It will be best to gain experience and competencies on your own time. So, stay focused.

Note: You should take care that what you want to learn can be different from the requirements of the instructor. So, you don’t need to panic. You just need to focus on things and try to give your best.

Development Activities

Development activities are used to train people for higher job positions or responsibilities. It is one of the best ways available to gain experience and perform well quickly.

It is one of the most efficient ways to train for added duties, or higher job opportunities are through developing activities. With all the support and assistance of the boss, the employee’s present position can be restructured or redesigned to give employees an experience of various eras of the organization. This temporary working experience in the various departments of the organization may easily help employees to enhance their skills and working capabilities.

Must Use Development Activities

Shadowing

Shadowing means to provide an opportunity to the trainee to enhance skills from the well qualified and experienced person. In the shadowing process, the learner has to perform the same activities and give feedback on his performance in that task as well to his boss. So, it’s a good thing to consider in development activities.

Detail/Rotational Assignments

In this case, short-term tasks are given to the worker. There are huge chances that the learner will learn a lot of new things from these small tasks and will be able to work on these tasks in the long run.

Task Force Assignments

It is quite capable as well if the employee gets a chance to work with a well qualified and experienced team. That team will provide feedback to the learner on his performance against the particular task.