Driving success through learning:
TEMPLATES
FOR EMPLOYEE
DEVELOPMENT PLANS
In the world of HR, employee development is more than just a simple buzzword.
Being able to help your people grow in their roles and reach their full potential is essential
to any HR professional’s role.
Proper development helps with a wide range of things, such as bolstering job satisfaction,
enhancing employee retention, or even boosting productivity.
Well-designed employee development plans can be the bedrock of your team’s career
growth. And in the long run, they can truly become the driving force behind your
company’s success.
In this guide, we offer insights into creating an effective employee development plan,
highlighting its importance, the process involved, and the steps needed to turn your
plan into a reality. Plus, we’ll give you a customizable free employee development plan
template to help kick-start your team’s growth paths.
What is an employee development plan?
Think of an employee development plan as a strategic roadmap that’s tailored to help
your people grow professionally within their roles.
The plan will outline each of your team member’s specific, personalized goals, the
skills they need to develop, and clear steps to support both their personal and career
development.
Essentially, employee development plans are a way to support the continuous growth
of your people—helping to build the future success of your organization through well-
rounded, multifaceted team members.
Key components of an employee development plan
There are a number of key elements that make up an employee development plan. A
typical structure will go something like this:
Personal information and role overview. A clear summary of the team
member’s current role, their responsibilities, and any relevant personal
details.
Development objectives. A clear outline of the team member’s short-
and long-term professional goals, focusing on specific and measurable
targets.
Skills gap assessment. A thorough evaluation of the team member’s
current skill set, highlighting areas for improvement.
Action items and development activities. Specific actions or activities
to bridge the skills gaps, including the “what” and the “how” of the
development process.
Timeline and milestones. A structured timeline with clear and specific
deadlines and milestones.
Resources and support. A list of available tools and resources to
support employee development, such as budget for courses, access to
mentors, or learning platforms.
Why is an employee development plan important?
An employee development plan, or EDP, is a strategic document outlining your team
member’s career development.
EDPs are vital for several reasons:
• Skill development. Helps to identify the skills a team member needs to improve to
reach their professional goals.
• Succession planning. Helps shape team members for future leadership roles, allowing
you to plan for the future.
• Increased retention. Helps reduce turnover rates as team members are more likely to
stay with an organization that invests in their future and development.
• Greater engagement. When a team member sees a clear pathway for their growth
within the organization, it can lead to higher engagement.
• Performance improvement. Consistent learning and development improve team
members’ productivity and performance, contributing to the organization’s overall
success.
How to create an effective employee development
plan
Crafting an effective employee development plan requires a tailored approach that
includes carefully evaluating your individual team members’ goals, strengths, and specific
areas for improvement.
The process of creating and carrying out an EDP is a collaborative effort. It works best
with the full involvement and commitment of team members, leaders, and management.
Here is a step-by-step guide to curating an effective employee development plan:
Identify goals. The first step to any employee development plan
is to establish several clear and achievable short- and long-term
professional goals. You can align these goals with your company’s
business objectives to help achieve true cohesion and ensure the
team member’s progress contributes to the overall success of your
organization.
Assess current skill levels. The next step is performing a thorough
skills audit to better understand team members’ current skill levels.
This process can offer insights into what skills gaps team members
need to bridge to enable them to reach their desired goals.
Develop a series of actions. Once you’ve identified skills gaps, you can
start to formulate specific actions to close these gaps. These actions
can involve a wide range of development activities, such as on-the-job
training, workshops, online courses, mentoring, or even job rotation or
shadowing.
Set a realistic timeline. Once your actions are in place, the next step is
to set a realistic timeline outlining when the team member is expected
to achieve each goal. A timeline provides a sense of direction and adds
a hint of urgency, helping you and your team members manage time
effectively and stay on track.
Review and adapt. An effective employee development plan doesn’t
stand still. It’s a fluid document that you regularly update and change.
With this in mind, it’s a good idea to review and tweak each EDP
regularly to align with team members’ progress and accommodate any
changes in their roles, career ambitions, or the organization’s needs.
A practical employee development plan template
Creating an employee development plan from scratch can seem daunting. That’s why
we’ve put together a template that can act as a framework for you to start building your
own personalized development plans.
An employee development plan template gives you a robust structural framework
for creating individualized plans for each team member. It can provide the spark of
inspiration you need to develop programs that perfectly match both your team and
organization.
Customizing development plans for different
employee roles
It’s important to remember that employee development plans aren’t one-size-fits-all.
They work best when they’re tailored to each team member, right down to their individual
personal and professional aspirations.
While the main skeleton of the plan can be the same or similar across the board, consider
tailoring things such as:
Requirements. Different roles demand different skills. So, reflecting
on the unique requirements of each position will help you ensure that
each person is upskilling for a specific role.
Goals. Having personalized goals based on the individual’s role ensures
that each team member is working towards meaningful objectives.
Level of support. The level of mentorship, coaching, or training can
vary according to the team member’s experience, role, and also
preferences. Some people work best with a less “hands-on” approach
for example, or a junior member may need stronger guidance while a
senior professional might benefit from more of a strategic approach.
Future career paths. Consider tweaking EDPs based on the long-term
aspirations of each team member and how their roles can evolve within
your company—allowing people to see a tailored view of how they can
grow and progress over time.
Examples of employee development plans
To give you a better understanding of the structure and content of an effective employee
development plan, here are five hypothetical employee development plan examples of
what a filled-out plan might look like:
Leadership development plan
Team member name: Jane Doe Tenure: 3 years
Position: Salesperson Current supervisor: Jane Smith
Department/team: Sales Date: 12/08/2023
Goals, review, and aspirations
SHORT-TERM GOALS:
Improve leadership skills, complete an off-site training course, and shadow a senior sales leader
LONG-TERM GOALS:
Make the transition to Sales Manager in the next two years
TEAM MEMBER’S CURRENT STRENGTHS:
Good sales technique, organized, punctual, attention to detail
TEAM MEMBER'S CURRENT DEVELOPMENTAL NEEDS:
Delegation, conflict resolution, strategic planning
Team member name: Tenure:
Position: Current supervisor:
Department/team: Date:
Training plan
TEAM MEMBER’S DEVELOPMENT PLAN:
Attend a leadership skills workshop, complete recommended reading on leadership, and participate in
mentoring sessions with a senior leader
TIMELINE:
Develop necessary skills and demonstrate competency within 18 months
REVIEW DATES:
Bimonthly
PROGRESS NOTES:
(To be filled out during review sessions)
Skills development plan
Team member name: John Doe Tenure: 1 year
Position: Software Developer Current supervisor: Mary Someone
Department/team: Development Date: 11/08/2023
Goals, review, and aspirations
SHORT-TERM GOALS:
Improve ability in Python, learn more about AI programming
LONG-TERM GOALS:
Progress to Senior Software Developer within two years
TEAM MEMBER’S CURRENT STRENGTHS:
Problem-solving, attention to detail, technical knowledge
TEAM MEMBER'S CURRENT DEVELOPMENTAL NEEDS:
Python coding, AI programming
Team member name: Tenure:
Position: Current supervisor:
Department/team: Date:
Training plan
TEAM MEMBER’S DEVELOPMENT PLAN:
Enroll in a Python course, attend AI programming webinars, participate in mentoring sessions with a
Senior Software Developer
TIMELINE:
Learn new skills and start applying them to projects within one year
REVIEW DATES:
Quarterly
PROGRESS NOTES:
(To be filled out during review sessions)
Foundational professional development plan
Team member name: Sarah Jones Tenure: 6 months
Position: Marketing Coordinator Current supervisor: Emily Smith
Department/team: Marketing Date: 11/08/2024
Goals, review, and aspirations
SHORT-TERM GOALS:
Build proficiency in digital marketing tools, strengthen copywriting skills
LONG-TERM GOALS:
Transition into a Digital Marketing Specialist role within 18 months
TEAM MEMBER’S CURRENT STRENGTHS:
Creative thinking, excellent communication, team collaboration
TEAM MEMBER'S CURRENT DEVELOPMENTAL NEEDS:
Technical knowledge in marketing tools, data-driven decision-making
Team member name: Tenure:
Position: Current supervisor:
Department/team: Date:
Training plan
TEAM MEMBER’S DEVELOPMENT PLAN:
Complete Google Analytics certification, attend SEO training, participate in content marketing
workshops
TIMELINE:
Develop foundational skills and apply them to marketing campaigns within 12 months
REVIEW DATES:
Bimonthly
PROGRESS NOTES:
(To be filled out during review sessions)
Career advancement plan
Team member name: Michael Lee Tenure: 3 years
Position: Product Manager Current supervisor: Nina Roberts
Department/team: Product Management Date: 16/12/2024
Goals, review, and aspirations
SHORT-TERM GOALS:
Enhance leadership skills, learn advanced product strategy, and improve team management
LONG-TERM GOALS:
Move into a Senior Product Manager role within 18 months, with aspirations for a Director-level position
in 3-5 years
TEAM MEMBER’S CURRENT STRENGTHS:
Strong project management skills, deep product knowledge, ability to collaborate cross-functionally
TEAM MEMBER'S CURRENT DEVELOPMENTAL NEEDS:
Leadership experience, high-level strategic planning, decision-making in complex product environments
Team member name: Tenure:
Position: Current supervisor:
Department/team: Date:
Training plan
TEAM MEMBER’S DEVELOPMENT PLAN:
Attend leadership development programs, work with a senior mentor, take advanced product strategy
courses
TIMELINE:
Demonstrate improved leadership and strategic thinking within 12 months
REVIEW DATES:
Quarterly
PROGRESS NOTES:
(To be filled out during review sessions)
Performance-based development plan
Team member name: Mary Beth Tenure: 2 years
Position: Sales Executive Current supervisor: Jessica Thompson
Department/team: Sales Date: 12/07/2024
Goals, review, and aspirations
SHORT-TERM GOALS:
Improve closing rates, increase monthly sales by 15% over the next six months
LONG-TERM GOALS:
Consistently achieve sales targets and qualify for a promotion to Sales Manager within two years
TEAM MEMBER’S CURRENT STRENGTHS:
Strong client relationships, excellent communication, networking skills
TEAM MEMBER'S CURRENT DEVELOPMENTAL NEEDS:
Closing deals more effectively, managing time to optimize sales processes
Team member name: Tenure:
Position: Current supervisor:
Department/team: Date:
Training plan
TEAM MEMBER’S DEVELOPMENT PLAN:
Attend sales negotiation workshops, receive coaching on closing techniques, participate in time
management training
TIMELINE:
Show measurable improvement in sales performance within six months
REVIEW DATES:
Monthly
PROGRESS NOTES:
(To be filled out during review sessions)
Implementing your employee development plans
Creating your employee development plans is a vital first step, but the journey doesn’t
stop there. The next challenge is implementing your plans and enabling actual progress
and change within your team.
Here are some detailed steps to help bring your EDPs into reality:
Communicate clearly and continuously. As with any business
interaction, clear communication is crucial. When team members fully
understand their development plans, agree with the goals set, and fully
commit to pursuing them, they are more likely to stay motivated and
make meaningful progress. Communication is a two-way street, and
allowing team members to express any concerns or provide general
feedback allows them to be heard. You can encourage this by holding
regular meetings and providing open communication channels.
Provide full support. Supporting your team members comes in many
forms, all of which are vital for growth. Support can include ensuring
there’s enough budget for training, each team member has the time
they need to work on their goals, and everyone has full access to
mentors and coaches.
Monitor progress. Your job isn’t over when the plans are complete.
In fact, tracking your team members’ journeys is just as important
as actually setting up the plans themselves. Regular check-ins or
progress meetings can help reinforce the importance of their goals and
provide an opportunity to discuss challenges, give feedback, and even
celebrate successes.
Foster a constructive environment. We all know how vital a good
company culture is. But when it comes to EDPs, a culture that
encourages, recognizes, and rewards learning and development can
significantly enhance its effectiveness. This also includes promoting
collaboration, knowledge-sharing, and nurturing curiosity and
creativity. Most importantly, supportive environments motivate your
team and amplify their learning experiences.
Leveraging HR tech in employee development plans
Modern HR tech has revolutionized the way that organizations can create, track, support,
and refine their employee development plans. With the help of these tools, creating your
EDPs can become a seamless, data-driven process.
Here are four key benefits of integrating HR tech into your development planning:
• Real-time progress tracking. HR tech allows you to monitor the progress of each of
your EDPs in real time. This helps make sure that goals are on track, timelines are
adhered to, and adjustments are made as needed.
• Personalized development plans. With data-driven insights gleaned from your HR tech,
you can deliver tailored plans to meet the specific needs, goals, and strengths of your
people—helping make each plan more personalized and effective.
• Centralized resources and communication. HR tech helps centralize training materials,
feedback, and communication, ensuring everyone involved in the development process
has easy access to the resources they need.
• Data-driven decision-making. By providing valuable analytics, HR tech helps leaders
assess the effectiveness of development plans, enabling informed decisions and
continuous improvement.
Measuring development plans’ success
To make sure your employee development plans deliver what you planned, it’s important
to continually measure their effectiveness. Here are three key points to consider when
evaluating the success of your EDPs:
Key performance indicators (KPIs): In your plan, set clear and
measurable KPIs that link to each goal or objective in your team
member’s EDP. These KPIs could be anything that shows progress
toward their end goals—such as projects completed, sales targets,
customer satisfaction scores, or other metrics.
Feedback scores: During your regular feedback sessions with team
members, ask them to evaluate and score how effective they feel
their plans are. This feedback can help you tweak your plans to keep
them as effective as possible. You can also gather feedback from team
members’ managers or team leaders.
Objectives achieved: Review whether or not your people have
successfully met the objectives and goals set out in the EDPs. This
includes the improvements your team members have made in their
general performance or any other aspects of career progression.
Identify any places where you can see that they’ve successfully met
their objectives, or made substantial progress, indicating that the plans
have been successful.
Plan for your team
members’ success
Employee development plans are a powerful tool that can
drive individual growth, the employee experience, and
organizational success.
By investing time, care, and resources in your team’s
development, you’re nurturing your most valuable asset,your
people. And when your people shine, your organization shines
too.
Use our free templates to jump-start your own employee
development plans—helping you, your organization, and your
team pave the way for a brighter, more productive future.
Meet Bob
At HiBob, we’ve built a modern HR platform designed
for modern business needs—today and beyond.
An HR platform such as Bob offers a one-stop shop
for all things HR. It sits at the center of your HR ecosystem,
is fully customizable, and grows with your organization.
For HR
It delivers automation of many common processes, allows
greater oversight and visibility of the business, and centralizes
all people data in a secure, user-friendly environment.
For managers
It provides access to data and insights to help them
lead more effectively and streamline processes.
For employees
It’s the tools and information they need to connect,
develop, and grow throughout their journey.
In a short time, Bob can be deployed to enable communication, collaboration, and
connectivity that drives stronger engagement, productivity, and business outcomes.
hibob.com
