Essays on How the Use of Personal Development Plans Influence Individual Growth Case Study

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The paper 'How the Use of Personal Development Plans Influence Individual Growth' is a great example of a Business Case Study. Our company must create a culture and an environment that will encourage support, and invest in both the short term and long term development of our employees. As it is widely known, the individual employee professional development is an ongoing process that will ensure that the employees stay current if not steps ahead in their careers (field) and mission-critical competencies (Amar, 2001). However, the process of planning for employee’ s continuous development ought to be in line with our company’ s mission, objectives, goals, and needs as well as being linked to the individual employees' work and career goals. One of the tools that our company plans to use in employees' professional development is the personal development plan.

A personal development plan is a form where individual employees clearly state their career goals and therefore serves as a map that guides the employee in attaining his/her career goals by specifying his/her immediate and long-run developmental needs. According to (Tamkin, and Barber) 2005, this is an employee-driven action plan that will help the employee develop specific competencies i. e.

knowledge and skills required for improvement of performance in their current positions while still preparing for new responsibilities. The plan will involve an agreement between the employee and the supervisor regarding the skills and knowledge acquisition based on fund availability to meet both the employees and organizational goals. Therefore, the personal development plan will serve as a tool for us to develop our employees to meet our future organizational needs. Generally, the personal development plan will help individual employees in identifying their career development goals and the relevant strategies required in achieving the goals.

The plan will be completed on an annual basis and will be intended to; -encourage individual employees to take control (ownership of their career development -provide an administrative strategy necessary for identifying and tracking developmental needs and plans -assist in planning for the organization’ s training and development requirements. How the use of personal development plans will influence individual growth through knowledge and skills acquisition Peter (2001) asserts that the Use of Personal development plans will influence individual growth through knowledge and skills acquisition by encouraging self-reflection by individual employees.

Just like in a business plan, personal development plans start by assessing an employee's current standing in his/her career. In so doing, the employee reflects on his/her skills, experience, knowledge, and his/her personal attributes. In so doing, the employee considers the responsibilities they accomplish well in their career vis-à -vis what they do not accomplish as per the required standards. The plan also helps the employee in reflecting on what would make he/her perform more effectively. This kind of reflection is important as it helps the employee realize the skills and knowledge that he/she requires for effective performance and therefore take the necessary steps geared towards acquiring the knowledge and skills necessary for effective career performance.

This results in personal awareness as well as career development. Furthermore, self-reflection will help the employee in making decisions regarding the acquisition of knowledge and skills required in his career. This is because personal development plans enable the employees to be clear on their career priorities, the kind of experience that they need to acquire, and the knowledge as well as skills and attributes which they need to acquire.

References

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Amar, R 2001, A guide to personal development planning, Elsevier, Sydney.

Tamkin, P & Barber, L 2005, Personal development plans: Case studies of practice, Institute for employment studies, Melbourne.

Peter, H 2001, Personal development plans, Peter Honey Publications, Sydney.

Michael, A 2008, How to be a better manager: A complete A-Z of proven techniques and essential skills, Kurgan publishers, Armidale.

John, L 2007, Continuing Professional Development: A Practical Approach, IET, Albury.

Robert, O & Rhonda, C 2009, Strategic employee development guide, manager’s guide, Jossey – Bass, Pfeiffer.

John, W 2006, Employee development plans role in skills and knowledge acquisition, Australian Employment Journal, Vol. 4 no.5, pp.56-76.

Fitts, C 2004, Turning your employees into star performers, Australian management journal, Vol. 2, no. 4 pp 78- 96.

Clarence, J 2006, Borderless business: Managing the far flung enterprise, Green wood publishing Group, Newcastle.

Edward, J 2001. The value added employees, Butterworth, Heinemann.

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