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While the nuances of individual development plans (IDPs) vary from organization to organization, an IDP is simply the steps a person can take to improve their professional performance and set themselves up for future career success through educational means. In general, an IDP should address: The individuals career goals The individuals goals as they relate to the goals of the organization Short- and long-term development needs Actions needed to develop skills and knowledge (competencies) that will impact performance in present and/or future positions
The IDP is a personal action plan, jointly agreed to by you and your supervisor that identifies your short and long-term career goals. An IDP also identifies the training and other developmental experiences needed to achieve those goals, for the benefit of the individual and organization, within a specified time frame.
The Royal College of Surgeons of England
A personal development plan [IDP] is a tool that can identify areas for further development and encourage lifelong learning. An IDP can identify goals for the forthcoming year and methods for achieving these goals. IDPs have been advocated as a basis for continuing professional development The IDP is simply a means of identifying your development needs and will help determine the best way to satisfy these requirements and ensure you are able to demonstrate a commitment to lifelong learning.
ElEaRnIng
allow for effective succession planning. Succession management hinges on putting the right people in the right places. This means quality development planning is not just important, but critical for a succession plan to be effective. In fact, nearly 39% of respondents to an ASTD Research Study 3 cited a lack of robust development plans as the most common inhibitor of effective succession planning. Improve personal earnings. IDPs are all about attaining your goals, and according to a long-term study conducted by the Harvard Business School, 13 percent of the class who had goals ended up earning twice as much as those who did not. More impressively, the 3 percent that had written goals ended up earning 10 times as much as the other 97 percent in the study combined. 4
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