Page 2 - The Leadership Line: September 2022

The benefits of IDPs

Individual development planning benefits the organization by aligning employee
training and development efforts with its goals and objectives. When using an IDP,
supervisors develop a better understanding of their employees’ professional goals,
strengths, and development needs resulting in more realistic staff and development
plans. Employees take personal responsibility and accountability for their career
development, acquiring or enhancing the skills they need to stay current in their
careers. Additional benefits of an IDP are:
1. Provide an administrative mechanism for identifying and tracking development
needs and plans
2. Assist in planning for training and development requirements

3. Align employee training and development efforts with corporate goals, and
objectives

How do you go about developing an IDP?

The IDP process requires communication and interaction between the supervisor and
employee. It involves five phases:
1. Pre-Planning – supervisor and employee prepare independently for meeting
2. Employee/Supervisor Discussion – employee and supervisor meet to discuss
strengths, areas for improvement, interests, goals, and organizational requirements
3. Prepare IDP – employee, in consultation with the supervisor, completes plan for
individual development
4. Implement Plan – employee pursues training and development identified in the
plan
5. Evaluate Outcomes – supervisor/employee evaluate the usefulness of training
and development experiences

Supervisors and employees work together to complete the employee's development
plan; however, employees are ultimately responsible for taking the initiative for their
professional development.

Remember, development is not simply creating a list of training courses. It is a thoughtful
plan intended to create experiences to upskill your team member.

ADP training spotlight: Manager Tools

HR Actions is a feature that guides users through common job changes such as supervisory
changes, job title changes, and status changes. With HR Actions, managers can make com-
mon job changes to any member of their team and send them for VP and HRBP approval.
This simple and seamless process will improve efficiency and house all HR changes directly
on ADP. Please be on the lookout for additional communication that will provide instruc-
tions, demo videos, and invitations to Lunch & Learns!