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PRESENTED BY:

ABHISHEK AGARWAL
BISWAJIT BADU
ASHWATHI MOHAN
KRITIKA MATHUR
ABHISHEK NARANG
PERSONAL DEVELOPMENT
PLANNI NG
&
ORGANI ZATI ONAL TRAI NI NG


WHAT IS A PERSONAL DEVELOPMENT PLAN?


Personal Development Plan is the
blueprint of creating an action plan
based on awareness, values, reflection,
goal-setting and planning for personal
development within the context of a
career, education, relationship or for self-
improvement.


Organisations are increasingly using
Personal Development Plans as a way to
form the basis of training and career
development of individuals.

Where am I now?
Identifying strengths
Identifying weaknesses
Identifying existing skills/qualifications
Identifying Long Term Goals

Identifying future required
skills/qualifications

FEATURES OF A PERSONAL DEVELOPMENT
PLAN

BENEFITS
Both individual and employer
are beneficiaries:
Individual: The plan can be
a motivating factor
Become focused on self-
improvement and understand the
long-term implications of efforts
Employer: The plans
encourage employees to be
proactive about their career
planning
RISKS
Businesses will be constantly
assessing whether raising
expectations of the opportunities
that may be presented to
employees could cause more
damage than not offering a PDP
programme at all.
PERSONAL DEVELOPMENT PLANNING
Main Drivers for adoption of PDP are :

Achieve goals in relation to employability
Implementation of Quality Assurance Reference Points
Achieve goals in relation to widening participation
Wishes of employees, staff
Improve autonomy, learning and self reflection






Main Obstacles for adoption of PDP are :

Workload/resource/funding considerations
Views of staff
Absence of advice and guidance on effective practice
Insufficient quality assurance reference points
Not seen to be helpful in the achievement of institutional
goals
Views of employers



PERSONAL DEVELOPMENT PLANNING
WHY TRAINING?
Why is the training function
becoming increasingly important
for organizations for personal
development?
Globalization
Increased value placed on
knowledge
Attracting and winning talent
Quality emphasis
Changing demographics and
diversity of the work force
New technology
Need for leadership
High-performance model of work
systems

DEVELOPMENT OF TRAINING SYSTEM


Instructional Systems Design Process

Conduct needs assessment
Consider trainee readiness
Consider learning environment
Consider transfer of training
Develop training criteria
Select a training method
Monitor and evaluate the program


TRAINING DESIGN PROCESS
Conducting Needs
Assessment
Ensuring
Employees
Readiness for
Training
Creating a
Learning
Environment
Ensuring Transfer
of Training
Developing an
Evaluation Plan
Select Training
Method
Monitor and
Evaluate the
Program
TRAINING INVESTMENT LEADERS
U.S. employers spend approximately $60 billion on formal
training per year

Approximately 1 to 2 percent of their payroll

Training Investment Leaders invest 3 to 5 percent of payroll
in training

They train almost all eligible employees
They make a larger investment in learning technologies.
TOP TEN TRENDS IN TRAINING
Corporate Emphasis on Training Programs
Better Corporate Training Technique
Outsourcing
E-Learning




CONCLUSION