MGT520:module12- Personal Development Plan

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Your well-written paper should meet the following requirements:

• Be 8 pages in length. With the exception of a title page, no citations or references are required for this assignment. This should be an honest assessment of your personal and professional needs. This assignment can be written in paragraph form or it can be submitted in a bulleted format with expanded comments.
• Applied course material concepts, principles, theories, and any applicable analytical tools along with at least (FOUR) scholarly peer-reviewed sources.
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Employee development is critical to an organization’s and an individual’s success. Throughout Chapter 8 (Attached), we have reviewed information about personal development plans. We all have goals and objectives that we hope to accomplish, which will allow us to grow and develop. It is important that we create personal development plans to ensure that we are working towards achieving the goals set forth.

For this assignment, you are required to create your own development plan, which involves a short-term plan (spanning 1-2 years) and a long-term plan (spanning 3-5 years). In both your short-term plan and long-term plan, provide two development objectives, details regarding how these objectives will be acquired, the timeframe associated with skill/competency acquisition, and the type of support that you need from a professional and personal standpoint. Consider, when developing these objectives, utilizing SMART goals. 

In total, your plan should incorporate four development objectives and associated details (e.g., two for the short-term plan and two for the long-term plan). Remember that the goals identified are your own. There is no right answer to the goals and objectives that you have created. Therefore, be creative in this assignment submission, while ensuring that you utilize the recommendations set forth in Chapter 8. 

For more information about SMART goals, which can help you when determining your goals for this assignment, please utilize this resource:

https://www.indeed.com/career-advice/career-development/smart-goals

Part III: Employee and Leadership Development

Chapter 8: Performance Management and Employee Development

Chapter 9: Performance Management Leadership

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Chapter 8
Performance Management and Employee Development
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Overview
Personal Developmental Plans
Direct Supervisor’s Role
Multisource Feedback Systems
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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
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Personal Developmental Plans
Specify actions necessary to improve performance
Highlight employee’s
Strengths
Areas in need of development
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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?
Where I am now and where would I like to be in terms of my career path?
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Personal Developmental Plans:
Overview
Developmental Plan Objectives
Content of Developmental Plan
Developmental Activities
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Company Spotlight
General Mills uses individual development plans (IDPs) throughout the company
IDPs are created annually and focus on competencies and employee career aspirations
Company hosts speakers, providing Web-based learning tools, and holding workshops
Sessions are tailored to different positions
IDP is kept separate from the annual performance appraisal to maximize effectiveness
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Overall Developmental Plan Objectives
Encourage…
Continuous learning
Performance improvement
Personal growth
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Specific Developmental Plan Objectives
Improve performance in current job
Sustain performance in current job
Prepare employee for advancement
Enrich employee’s work experience
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Content of Developmental Plan
Developmental objectives
New skills or knowledge
Timeline
How the new skills or knowledge will be acquired
Resources
Strategies
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Content of Developmental Plan
(Continued)
A time line regarding the acquisition of new skills or knowledge
Standards and measures used to assess achievement of objectives
Based on needs of organization and employee
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Content of Developmental Plan
(Continued)
Chosen by employee and direct supervisor
Taking into account
Employee’s learning preferences
Developmental objective in question
Organization’s available resources
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Summary of list of Developmental Activities
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Employee Developmental Activities

Why are developmental programs important at Wegman’s? What were some of the benefits for Wegman’s?
What are some of the objectives of the development programs at Wegman’s?
What are some of the developmental activities included in “Upskilling” at Wegman’s?
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Direct Supervisor’s Role
Explain what is necessary
Refer employee to appropriate developmental activities
Review and make suggestions regarding developmental objectives
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Direct Supervisor’s Role
(Continued)
Check on employee’s progress
Provide motivational reinforcement
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Feedforward Interview
Goals:
Understand the types of behaviors and skills that individuals have that allow them to perform well
Think about ways to use these behaviors and skills in other contexts to make further improvements in the future

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Steps of a Feedforward Interview
Elicit a success story
Uncover the underlying success factors
Extrapolate the past into the future

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Company Spotlight
Diageo expects supervisors to play an important role in developing their direct reports
Career development plan includes: formal review, goal setting, and regular monthly meetings
Supervisor helps identify specific development goals aligned with the employee’s career aspirations
Supervisor also help employees achieve development goals by ensuring employees receive training, coursework, etc.
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Multisource (360-Degree) Feedback Systems
Tools to help employees improve performance by using performance information gathered from many sources
Superiors
Peers
Customers
Subordinates
The employee
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360-Degree Feedback Systems (Continued)
Anonymous feedback
Most useful when used
For DEVELOPMENT
NOT for administrative purposes
Internet used for collecting data
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Multisource Feedback
https://www.etsplc.com/philips-360-degree-feedback/
What is the objective of multisource feedback at Philips?
Why have people at Philips reacted positively to multisource feedback?
What were some of the benefits of multisource feedback?
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Necessary Organizational Norms Include:
Cooperation
Openness and trust
Input and participation valued
Fairness
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Is the 360-Degree Feedback System Always Beneficial?
Most effective for individuals who:
Are high in self-efficacy
Perceive a need to change
Believe change is feasible
Set goals and take action
Less effective for individuals who:
Are low in self-efficacy
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Overview of 360-Degree Feedback Systems
Advantages of 360-Degree Feedback Systems
Risks of 360-Degree Feedback Systems
Characteristics of a Good 360-Degree Feedback System
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Advantages of 360-Degree Feedback Systems
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Risks of 360-Degree Feedback Systems
Unconstructive negative feedback hurts
Are individuals comfortable with the system? (User acceptance is crucial)
If few raters, anonymity is compromised
Raters may become overloaded.
Stock values may drop
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Characteristics of a Good Multisource Feedback System
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Characteristics of Multisource Feedback system

What characteristics of a good multisource feedback system are included in this example?
What characteristics are not included in this example?
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Company Spotlight
AAH Pharmaceuticals uses multisource feedback for employee development
Steps include:
Communicating that information is only for development planning and feedback purposes
Ensuring information is anonymous & confidential
A one-day meeting about results away from the office to initiate a development plan
Six-month follow-up meetings to review progress
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Personal Developmental Plans
Direct Supervisor’s Role
360-degree Feedback Systems
Quick Review
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