PROJECT 2 | Diagnose an Employee Development Plan Template

Purpose:

The purpose of this project is to provide students with an opportunity to apply their course knowledge of Performance Management to Diagnose an Employee Development Plan Template using a current Job Description of an employee working at a local company in Qatar. The students will practice to analyze the components of the performance management process including setting employee performance goals and standards to implement an Employee Performance Development Plan.

 

Upon successful completion of this Project, the student will be able to:

1. Explain the keys of effective performance management process
2. Discuss the importance of employee development activities
3. Understand the use of coaching and feedback
4. Implement an Employee Development Plan and explain the benefits of employee’s development and its impact on improving an individual, team, and organizational performance.

Goal: To complete an Employee Development Plan Template to ensure a consistent, fair, and objective performance appraisal review and use the Development Plan template for the Role Play Project.

 

What is the benefit for the Student:

The Students will gain knowledge and practical skills in both diagnosing and implementing an employee Development Planning. These skills are essential for managers and employees to build and maintain an effective performance management process. Students will be able to incorporate these skills into their course work, other Human Resources course, team work, and their future career development.

INSTRUCTIONS FOR PROJECT 2:

 

In your groups, complete an Employee Development Plan Template using the following guidelines:

 

1. 1.      You will continue to work in your groups and with your selected job description and selected company from Project 1.
2. 2.      Prepare an employee development plan using the development plan template. 

 

Note: You need to create a scenario that explains the current situation regarding the employee’s performance in the workplace or other issues needing to be dealt with to support employee development.

 

1. 3.      To complete the Employee Development Plan, include: 12 (twelve) relevant goals/objectives for the employee. These goals/objectives are based on short-term (up to 1 year to accomplish); medium-term (more than 1 year, less than 3 years); and long-term (more than 3 years) goals.

Note: You will complete 1 Career Goal; 1 Job Goal; 1 Professional Development/Educational Goal; and 1 Personal Development Goal for each timeline (4 goals total per timeline / 12 goals total).

Please refer to the Development Template for more clarity.

 

            Development Template Definitions:

• Career Goal – for each time period must be directly related to the statement explaining the profession that an employee intends to pursue in his/her career
• Job Goal for each time period must be directly related to the employee’s first year career goal (i.e. if the employee is a graphic designer the goals must be related to that profession).  These might include taking on additional responsibilities, how to use tools and technology relevant to the current position, improving current performance (quality/quantity), etc.
• Professional Development/Educational Goal is the second goal for each time period. These might include courses or training that would support the medium-term career.
• Personal Development Goal is the third goal for each time period must be related to such as leadership skills, communication effectiveness, conflict management skills, etc.

1. 4.      The Employee Development Plan will also include the completion of the following:

Using the Employee Development Plan, complete:

• Resources: The budget is reasonable for the goal; will the employee need to participate in activities outside the workplace? Will this happen on working time (will the employee need to be replaced) or on the employee’s own time (outside of work)? Will travel be involved? What specific costs will be incurred?
• Timeline: Start and end dates are in agreement with the specified short, medium and long-term timelines; the time allotted to the achievement of the goal is reasonable/feasible
• Outcomes: How will successful development activity and achievement of the goals improve the employee’s performance and benefit their department (team) and the organization?
• Ensure the goals you have created are SMART. Refer to course material related to the creation of SMART goals.