People Development Planning

Preparing a people development plan for your department/faculty

What is a people development plan?

A people development plan describes the learning priorities for the members of a team or department/faculty and the activities that will deliver these. These learning priorities are clearly linked to the department’s goals.

FAQs

  • Crafting a people development plan ensures optimal resource utilisation by prioritising identified learning needs.
  • It aligns individual and team learning objectives with departmental goals, fostering a cohesive approach towards success.
  • It demonstrates strategic thinking regarding personnel development, beneficial for initiatives like Athena SWAN accreditation.

  • Start with your department/faculty's strategic objectives to define the overarching goals.
  • Identify the necessary knowledge, skills, and behaviours required for success.
  • Assess strengths and weaknesses to prioritise development areas.
  • Consider feedback from PDR reviewers and staff/student surveys to inform learning priorities.
  • Explore our sample case study for a practical illustration of creating a people development plan.

  • Ensure alignment with organisational goals and objectives.
  • Consider the diverse learning needs and preferences of team members.
  • Allocate resources effectively to address identified skill gaps.
  • Foster a culture of continuous learning and development within the team or department.
  • Regularly review and adjust the plan based on feedback and evolving priorities.

  • It enhances employee engagement and morale by investing in their growth and development.
  • It promotes talent retention and succession planning by nurturing internal talent.
  • It fosters a learning culture that encourages innovation and adaptability.
  • It improves overall team performance and productivity by addressing skill gaps proactively.
  • It positions the team or department for long-term success by aligning individual development with organisational objectives.

  • Utilise internal training programmes, workshops, or coaching services offered by the organisation.
  • Seek guidance from HR professionals or talent development specialists within your department.
  • Explore external training providers, online courses, or professional networks for additional learning opportunities.
  • Collaborate with peers or mentors who have experience in developing effective people development plans.
  • Consider leveraging tools and templates available through professional associations or industry publications.

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