In order to ensure fair development opportunities for staff within a company in general, it is necessary to have the support of leadership and a human resources (development) department that assists employees in reaching their professional goals following an employee development plan.

The training section of the human resources department is usually responsible for employees training and development. However, the HR manager should also play a role in drafting employee development plans, which should be based on the employees’ current positions, aptitudes, performances and professional goals.

Some examples for different types of employee development plans are:

1. Performance-Based Employee Development Plan

A performance-based employee development plan uses the annual performance appraisal to review previous accomplishments, capabilities and establish goals for the next year. These goals can be solely work-related such as increasing productivity, or the goals could be designed to improve the employee’s skills or education.

For example, if a department manager instructs her/his employee to complete her/his education within the next 12 months that is a goal that can improve the employee’s skills to prepare him/her for future roles within the company. Another way to construct a goal for the annual performance plan is to build upon the skills the employee already has and challenge him/her for the next step in his/her career.

Management By Objectives Employee Development Plan

Management by objectives – called MBOs- are very structured plans that identify objectives and steps to achieve these objectives, measure progress at selected intervals and take note of intermediate achievements.

MBOs can also contain detailed information about other employees and (their) talents, which are necessary for completing the objectives. If more than one employee is included in an MBO, the percentage of work for which that employee is responsible for is generally noted down. Large organizations often use MBOs because of assigning work teams to similar projects. MBOs provide the type of format and structure necessary to track individual and team efforts.

2. Succession Planning Employee Development Plan

In organizations where there is a tenure track or partnership track, it is common to structure an employee development plan that is based on the employee’s upwardly mobile progress.

This is also considered an on-the-job or job shadowing employee development plan, which is very effective in helping employees to learn by participation.