Aug 08, 2024
Creating a well-structured employee development plan empowers your employees, enabling them to align their career goals with the company’s direction, which, in turn, fuels the business’s success. Mastering the craft of formulating these plans is a nuanced process involving thoughtful steps that not only pave the way for the organisation’s prosperity but also ensure its employees are on a path of continuous personal and professional growth.
Before you start making a development plan, make sure you know the skills and competencies required to achieve the organisation’s strategic goals. By finding gaps between the current workforce’s skills and the skills needed for future success, you can lay the groundwork for thorough and effective planning. Let’s set the stage for success!
Now that you know what your company needs, decide on specific goals and aspirations with your employees through one-on-one conversations. These discussions provide insights into employees’ career aspirations, strengths, and areas for improvement, helping tailor development plans to individual needs. Use SMART criteria—specific, Measurable, Achievable, Relevant, and Time-bound—as a guideline when setting these goals.
Employee development plans should include a variety of training methods, such as on-the-job training, mentorship, formal education, and shadowing. While practical, hands-on experience and job rotation can enhance learning, mentorship and coaching can provide the necessary guidance and support to maintain employee motivation. Encouraging participation in relevant workshops, courses, or certifications and offering opportunities to learn different roles within the organisation can also significantly contribute to employee development.
Make sure to invest in providing the necessary resources and support so employees can effectively achieve their development goals. This support includes allocating time for learning, financial backing for educational endeavours, and access to internal or external training programs. Regularly reviewing and updating development plans is another essential aspect. Scheduling frequent check-ins allows for discussions on progress, addressing challenges, and making necessary adjustments so plans remain relevant and effective over time.
Once your employees’ development plans are in place, monitor their progress against set goals using performance metrics and feedback. Celebrating milestones and accomplishments can boost morale and encourage ongoing commitment to development goals. Encouraging a growth mindset within the organisation fosters a culture that values continuous learning and development. Employees should be motivated to take ownership of their growth and view challenges as opportunities for improvement.
When developing effective employee development plans, it’s crucial to engage in a comprehensive and adaptable process that connects each employee’s personal aspirations with the organisation’s overarching goals. This investment in employee growth not only benefits individual careers but also plays a key role in nurturing a strong, capable, and successful organisation.
Remember that getting outside help is okay! Get in contact with our team if you’re in need of HR help or just some advice. We are happy to help!
Guides to help you uncover human resource insights, and make the right changes to improve team delight.
Amelie is our Marketing Lead and currently studying for a B.A. in Business and Visual Arts. She brings her visual arts skills and eye for colour and detail to our graphics and design for the business.
Amelie uses her skills as a digital native in our Marketing team and works across our social media channels. Amelie provides administrative support and assists the recruitment team in finding great candidates.
Sarah joins the team at Total HRM following her time in a regional real estate company, most recently in HR. She brings a solid understanding of the unique dynamics and challenges within small and medium-sized businesses.
Prior to real estate, Sarah worked in the airline industry, providing her with excellent skills in customer service and how to remain calm in a crisis.
Known for her positive energy, Sarah approaches her role with enthusiasm and a genuine desire to support and uplift those she works with. With her experience in HR and recruitment, Sarah is committed to fostering a culture of inclusivity, professional growth, and employee well-being. Her ability to connect with people and create a positive work atmosphere contributes to the overall success of teams and the business as a whole.
Ashly is one of our most experienced HR Business Partners with over 20 years of experience in manufacturing and hospitality, both local and overseas, ranging from large multinational companies to small family-owned operations. Throughout his career, Ashly regularly led teams with over 30 employees while continually growing the business and aligning business strategies with employee capabilities.
Ashly has qualifications in Applied Management and Human Resources and a strong leadership and people management background. Ashly combines his experience with his qualifications to develop great workplace cultures while delivering practical support.
As our Business Services Manager, David keeps everything that is Total HRM ticking along – from overseeing administration and finance functions, liaising with clients and suppliers, to IT troubleshooting and keeping everyone on track to deliver effective customer service to all our clients.
In a business landscape of ‘information overload’, Kim’s pragmatic approach simplifies the ever-changing HR trends and legislation to obtain meaningful and maximum benefits for her clients.
Kim is well known for her ability to understand the ‘real’ issues within businesses and to provide solutions for sustained business growth.
Kim has over 20 years of experience in human resources and 15 years of business consulting experience, and she holds post-graduate Business and Human Resource qualifications.
She has vast and varied experience in senior consulting roles across varying disciplines and HR management positions within retail, manufacturing and professional service sectors.
Linda is the Managing Director of Total HRM and has worked for over twenty five years in business and consulting, including executive and senior management roles. She has worked here and overseas in numerous industries, including mining, energy and government. Her experience in areas such as production, strategic planning, finance, OHS/WHS, and lecturing in Human Resources Management at La Trobe University provides her with a unique blend of business and HR capability.
Linda has led comprehensive organisational restructures and implemented programs to improve the effectiveness of businesses with clear alignment between individuals’ contributions and organisational outcomes. She works with various local boards and executive teams in the region. She is a Certified Professional Member of the Australian Human Resources Institute.