PERFORMANCE

MANAGEMENT AND
EMPLOYEE
DEVELOPMENT
Personal Developmental
Plans
Direct Supervisors Role
STAKEHOLDERS IN THE
DEVELOPMENT PROCESS
Employees:
Help plan their own development
Improve their own performance
Managers:
Help guide the process of
development
Support success of process
PERSONAL DEVELOPMENTAL PLANS

Specify actions necessary to

improve performance
Highlight employees
Strengths
Areas in need of development
 PERSONAL
DEVELOPMENTAL PLANS
ANSWER:
How can I continuously learn
and grow in the next year?
How can I do better in the
future?
How can I avoid performance
problems of the past?
PERSONAL DEVELOPMENTAL
PLANS:
OVERVIEW

Developmental Plan
Objectives
Content of
Developmental Plan
Developmental Activities
 OVERALL
DEVELOPMENTAL PLAN
OBJECTIVES
Encourage:
Continuous learning
Performance improvement
Personal growth
 SPECIFIC
DEVELOPMENTAL PLAN
OBJECTIVES
Improve performance in current
job
Sustain performance in current
job
Prepare employee for
advancement
Enrich employees work
experience
 CONTENT OF
DEVELOPMENTAL PLAN

1. Developmental objectives
New skills or knowledge
Timeline
2. How the new skills or
knowledge will be acquired
Resources
Strategies
 CONTENT OF
DEVELOPMENTAL PLAN
3. Standards and measures used to
assess achievement of objectives
4. Based on needs of organization and
employee
5. Chosen by employee and direct
supervisor
6. Taking into account
Employees learning preferences
Developmental objective in question
Organizations available resources
DEVELOPMENTAL ACTIVITIES

ON THE JOB
On-the-job-training
Mentoring
Job rotation
Temporary assignments
Courses
Self-guided reading
Getting a degree
Attending a conference
Membership or leadership role
in professional or trade organization
DIRECT SUPERVISORS ROLE:

Explain what is necessary

Refer employee to appropriate
developmental activities
Review & make suggestions
regarding developmental
objectives
Check on employees progress
Provide motivational reinforcement