Personal Development Planning

Personal development planning is the process of creating an action plan to improve performance (Jenkins & Lettiere, 2008). It is based on awareness, values, reflection, goal-setting and planning for personal development within the context of a career, education, or self-improvement (Jenkins & Lettiere, 2008). Nevertheless, these plans emphasize an employee’s strengths and provide areas in need of development, improve areas of weakness, and advance development areas strengths. In essence, the personal development plan’s purpose is to help employees reach both short and long-term career goals, as well as improve on current job performance (Jenkins & Lettiere, 2008). Thus, there are several components that are necessary in providing a detailed

No matter the rank of the position, within an organization, or how easy or difficult the temperament of the job in question, there is always room for performance improvement. Consequently, the data that are used to design a development plan comes from the appraisal form. Theoretically, a development plan may be supported on each of the performance dimensions evaluated (Jenkins & Lettiere, 2008). Thus, its focal point is on the knowledge and skills required for long-term career aspirations (Jenkins & Lettiere, 2008). In addition, research shows that using the approach for evaluative reasons did not rely on employee approval with the system; yet, by using the system for developmental purposes had a more positive relationship with satisfaction (Jenkins & Lettiere,

Thus, there are many resources available to assist employees with reaching their objectives. For example, an employee can advantage of on-the –job training, self-guided reading, mentoring, webinars, getting a degree, and job rotation. Each of these resources can be included in the employee’s developmental plan. However, it requires the employee to be able to accept constructive criticism and have a desire to embrace