Design the appeals or grievance route attached to individual development plans.
Building Individual Development Plans for Talented Employees
A working programme in individual development plans for managers who have to deliver with existing resources.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
A process for individual development plans that managers quietly work around has already failed. Data on the people management and development discipline is abundant; insight about it is not. They gain the ability to sequence improvements to this part of people management and development in an order their organisation can absorb. Most organisations already have a policy on individual development plans; far fewer can show it working. It is appropriate for those preparing to take on wider responsibility for this strand of people management and development. The course sets out a working method for the practice within people management and development that participants can apply the week they return. The most reliable predictor of sound individual development plans is whether anyone reviews it when nothing has gone wrong. The programme uses small-group work so that each participant's treatment of this aspect of people management and development is examined, not just described. It closes by agreeing the smallest change to the people management and development discipline that would make a visible difference.
Expected Learning Outcomes
Build the evidence base on individual development plans from data the organisation already collects.
Ensure decisions taken under individual development plans would withstand external scrutiny.
Plan succession and continuity for the roles most exposed to individual development plans.
Adapt recognised practice on individual development plans to local constraints without hollowing it out.
Distinguish the parts of individual development plans that must be standardised from those that require judgement.
Verify that improvements to individual development plans have held six months after they were introduced.
Who Should Attend
Senior leaders accountable for the culture individual development plans produces.
Experienced practitioners formalising an approach to individual development plans that has grown up informally.
Talent and organisational development specialists working on individual development plans.
Human resources managers and business partners responsible for individual development plans.
Training and development staff building internal capability in individual development plans.
Legal and compliance advisers reviewing individual development plans.
Course Modules
Individual development plans: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1Writing a policy on individual development plans a line manager can actually use
- Define who decides on individual development plans and who may only recommend.
- Train line managers on individual development plans rather than handling every case centrally.
- Write down the assumptions underpinning the approach to individual development plans.
- Plan succession for roles most exposed to individual development plans.
Session 2Where individual development plans typically breaks, and why
- Arrange the handover of individual development plans so capability survives staff changes.
- Review individual development plans for unintended equity effects across groups.
- Measure the effect of individual development plans on retention and performance, not activity.
- Establish what evidence demonstrates individual development plans is under control.
Individual development plans: communication and employee understanding
2 sessions · 8 pointsSession 1Moving individual development plans from approval to execution
- Map the handovers in individual development plans between functions and secure them.
- Draft the minimum viable people policy for individual development plans.
- Check that individual development plans complies with current labour regulation in every location.
- Agree the smallest change to individual development plans that would be visibly useful.
Session 2Reviewing individual development plans against what actually happened
- Set the annual review point for individual development plans and who attends.
- Plan the sequence in which improvements to individual development plans will be introduced.
- Identify the data the organisation already holds that bears on individual development plans.
- Set the review interval for individual development plans and who attends.
Individual development plans: capability across the management line
2 sessions · 8 pointsSession 1Costing individual development plans honestly, including the cost of inaction
- Pilot changes to individual development plans in one area before wider rollout.
- Confirm records relating to individual development plans meet retention and privacy rules.
- Assign responsibility for keeping documentation of individual development plans current.
- Script the difficult conversation individual development plans requires and rehearse it.
Session 2The paperwork for individual development plans that is actually needed
- Build the appeals route for individual development plans and publish it.
- Rehearse the briefing on individual development plans that would follow an incident.
- Set out the decisions in individual development plans that require sign-off and by whom.
- Ask employees what individual development plans feels like from their side.
Individual development plans: evidence, data and honest measurement
2 sessions · 8 pointsSession 1Explaining individual development plans so people believe it
- Design the communication for individual development plans around the questions people will actually ask.
- Check that records of individual development plans answer the questions likely to be asked.
- Name a single owner for each element of individual development plans.
- Prepare the summary of individual development plans that senior management will read.
Session 2Keeping records on individual development plans that are lawful and useful
- Record the rationale for each significant choice made about individual development plans.
- Test the policy on individual development plans against three real cases from the past year.
- Document the reasoning for every exception granted under individual development plans.
- Build the competence framework that supports individual development plans.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.