Mgt438

MGMT 438: Unit 5 IP--Individual Development Plans

2012

Lisa Adams

Professor Wahlstrom

2/5/2012

Abstract

Today the topic under discussion is the Individual Development Plan (IDP). What is it? How do we create an effective IDP? How do we evaluate an IDP and why are IDP’s important? At the end of this speech each of the participants should know the answer to these questions.

The Individual Development Plan (IDP) is a tool to help in employee development; it is a commitment between an employee and a supervisor or manager on what each needs to do to grow the employee. IDP’s are used when an employee is new and needs to develop quickly; if an employee is struggling in a job and wants to improve; and to develop leaders in an organization by preparing them for their new role(s) (McCarthy, 2008). Writing down the goals, in an IDP, that an organization wants its employees to accomplish, works for both the organization and the employee, because writing a goal makes one ten times more likely to accomplish that goal.

To create an effective IDP both parties need to be committed to the objectives. Both parties need to have an input into the developmental needs addressed in the plan. For a IDP to be effective it needs to have some components, there needs to be S.M.A.R.T objectives (Specific, Measurable, Achievable, Realistic and Timely); action steps to be taken; resources provided for those objectives to be met; validation, which includes demonstrated knowledge, skills and abilities; and reinforcement with monitoring, evaluations and feedback (Online, 2011). These plans need to be more of a living document than a goal sheet; it will then be flexible and identify opportunities for personal and professional growth by the employee and belong to the employee it is meant to help.

Evaluating an IDP is critical to make sure that development continues successfully (Noe, 2010). To follow-up, regular meetings need to occur between the manger and the employee. Performance...