How to create an IDP: a step-by-step guide
Creating an individual development plan requires clarity, analysis and a systematic approach. To make HR process automation work for people development, follow a proven sequence.
Step 1. Assess the employee's current knowledge and skills
For an in-depth analysis, use a range of methods: self-assessment, 360-degree feedback from colleagues and managers, and the results of previous projects. For example, if the employee is a UX designer, it is important to understand which design tools they have fully mastered and which areas (such as animation) need development.
Step 2. Set specific, measurable goals
Use the gold standard of goal setting, the SMART method:
- S (Specific): Goals should be clear. Instead of "we want to improve employees' skills," write "train employees in the basics of the Git version control system."
- M (Measurable): Goals should be measurable so that progress and achievement can be assessed. For example, "at least 80% of employees in each department should successfully complete a Git course."
- A (Achievable): Goals should be realistic given the available resources and time. For example, "train 100 employees in 6 months with in-house trainers."
- R (Relevant): Goals should be relevant and aligned with the company's overall strategy. For example, "Git training is needed to improve collaboration between the development and testing teams."
- T (Time-bound): Goals should have a clear deadline. For example, "all employees must complete Git training by the end of the third quarter of this year."
Step 3. Define the steps to reach the goals
Identify the key stages needed to develop the skill:
- Training: courses, workshops, webinars.
- Consultations: meetings with experts or in-house mentoring.
- Practice: taking part in new projects, handling complex tasks under supervision, job rotation.
- Self-study: reading professional literature.
Step 4. Set deadlines and owners
Determine when each item of the plan should be completed and who is responsible for the result (the employee, a mentor, HR). For example, if the employee needs to take a CRM course, set start and finish dates. Assign an internal trainer to support the employee. Make sure all parties understand their roles to avoid confusion.
Step 5. Review the plan regularly
An IDP is a living document. Check and update it periodically to reflect changes in company priorities or the arrival of new technologies. Schedule regular meetings (monthly or quarterly) to discuss progress, identify difficulties and adjust course. This keeps the employee motivated and the plan relevant.
Mistakes when implementing IDPs
Vague or overly general goals
When goals are vague ("improve efficiency," "be the best"), the employee does not understand what is expected and cannot assess their progress. For a goal to work, it has to be specific: "increase the speed of handling customer requests by 15% in three months."
Ignoring the employee's own interests
If the plan is based only on company objectives and ignores the employee's personal interests, it leads straight to demotivation. Employees are productive when the plan resonates with their career ambitions, personal goals and interests. If someone wants to develop leadership skills, include the relevant steps in the IDP, even if they are currently an individual contributor.
No clear deadlines or checkpoints
Without deadlines, the plan remains "a dream on paper." Without interim checkpoints, it is hard to track progress and notice in time that something has gone wrong. It is important to record, for example: "master the data analysis tool by the end of the quarter, with a progress check after 1 month."
Not enough feedback
If the employee gets feedback only at the end of the year, there is no time to adjust. It is important that they receive constructive feedback regularly throughout the process. Meetings with the manager every two months help discuss difficulties and get recommendations for improvement.
How to analyze IDP results
Analyzing results is a critical stage. Without it, there is no way to know whether the tool works.
Step 1. Set evaluation criteria
They should be tied to the IDP goals. If the goal was to improve Git skills, the KPI might be the speed of completing tasks or the absence of errors when merging code. For goals that require long-term work, it helps to set interim indicators to track progress.
Step 2. Compare actual results with the plan
Go through the checkpoints. Was everything done on time? Consider not only whether a task was completed (a "checkmark") but also the quality of the work. Analyze the achievements and difficulties that arose. Perhaps goals were not met because of circumstances beyond anyone's control; that is a result too.
Step 3. Exchange feedback
Get both perspectives. Ask the employee to assess their own progress: how do they see it? The manager, in turn, should give an assessment from the business perspective: how has the employee's development affected the team's results?
Step 4. Evaluate results in the context of career goals
Analyze whether the new skills have brought the employee closer to a promotion. If they have developed leadership skills, it may be time to add them to the succession pool or assign them as a mentor. Understanding how the results match the company's current and future goals will show how worthwhile the IDP is.
Step 5. Adjust the IDP based on the analysis
Use your conclusions to update the plan. If a goal has been reached, set a new bar. If not, figure out why and reconsider the approach (perhaps different training or more time is needed).
