Does your organisation have the talent which is pulling your business in the right direction? If your answer is “No”, an individual development plan for every employee of your organisation is the answer. An individual development planenablesan employee to map its career development plan with organisational goals.

Employee Development helps in attracting and enhancing the skills of productive employees. Continuous learning and development also helps in employee retention which is a huge challenge for employers. Employee Development programs also aim to improve group and individual performance by increasing and honing skills and knowledge. Learning and development, often called training and development, forms part of an organisation’s talent management strategy and is designed to align group and individual goals and performance with the organisation’s overall vision and goals.

On a concrete level, individuals responsible for learning and development must identify skills gaps among groups and teams (often through SMART objectives, one-to-one interviews and performance appraisals) and then finding suitable training to fill these gaps. Thus, designing individual development plan is an important part of the training and development process because training providers must understand individual needs which are appropriate for the organisation’s needs. Good training provides individuals with tools and skills and shows them how to apply these new tools and skills within their own organisation and role.

An organisation is responsible for ensuring that its employees have the appropriate skills and knowledge to fulfil the organisation’s strategic and operational objectives. This has obvious implications for recruitment, but it also entails a commitment to learning and development by the organisation to ensure that skills and knowledge are maintained and developed to ensure ongoing competitiveness and adaptability.

Employees look for exit when they see a lack in their development. They become less engaged and less productive with the lack of their development, which anyways hit the company’s performance. Employee development activities if not done then a company may see adverse conditions and unforeseen situations in a longer run.

Our human resource experts at 3EA can help you to identify, retain and develop the employees by framing their individual development plan and engaging their career development path with it. We have systematically implemented several individual development programs based on Instructional Systems Design (ISD) and ADDIE

• ADDIE Phase 1 – Assessing Your Training Needs: Needs Assessment to Training Goals
• ADDIE Phase 2 – Designing Training Plans and Learning Objectives
• ADDIE Phase 3 – Developing Training Activities and Materials
• ADDIE Phase 4 – Implementing Training: Conducting the Training with Learners
• ADDIE Phase 5 – Evaluating Training and Results (ROI of Training)

The individual development programs ensured that appropriate needs analyses are undertaken to identify the learning and development needs of the organisation, the business units/departments and individuals. These needs were prioritised in terms of their potential impact on organisational effectiveness and profitability thus fulfilling organisation’s learning and development strategy.