ֿ

How To Create an Employee Development Plan

Viola Di Veroli
Author
Share this post

An employee development plan is a strategic roadmap designed to help employees gain the skills they need to succeed in their current roles and grow into future ones. These plans align individual goals with broader business objectives, offering personalized development opportunities that drive both employee performance and organizational success.

For Talent Acquisition Leaders and Recruiters, knowing how to create and implement an effective employee development plan is essential—not just to retain top talent, but to boost engagement, productivity, and long-term employee satisfaction. This guide breaks down exactly how to build a plan that works.

What Is an Employee Development Plan?

An employee development plan outlines specific goals, training, and resources needed to develop an employee’s capabilities. It’s tailored to the individual while reflecting the organization’s needs. Plans typically span both short-term and long-term development, incorporating professional development, career growth, and training and development programs.

When you create a plan, you’re doing more than just helping someone improve at their job—you’re building a culture of learning, preparing for succession planning, and making your organization more resilient.

Why Employee Development Matters

Whether you're supporting a new hire through automated onboarding or guiding high-potential team members toward leadership development, every employee development plan serves a purpose: to help people do their work better and prepare for what's next.

The benefits of employee development include:

  • Higher employee retention
  • Stronger leadership skills across teams
  • Increased job satisfaction and performance
  • Alignment between employee goals and business strategy
  • An agile, future-ready workforce

When employees see a clear path for career advancement and have opportunities to develop new skills, they’re far more likely to stay with your company.

How To Create an Employee Development Plan in 7 Steps

1. Assess Employee Needs and Goals

Every development plan starts with understanding the employee’s current skills, interests, and career goals. Meet with them to review their performance, discuss strengths and areas for improvement, and identify what motivates them.

Use 360-degree feedback or performance reviews to understand where growth is needed. You may also look at how their current job aligns with the company’s long-term goals.

👉 Pro Tip: Ask questions like “What do you want to learn?” and “Where do you see yourself in two years?” to help employees set realistic development goals.

2. Align With Organizational Objectives

An effective plan connects employee growth with organizational needs. Are you planning for future team expansion? Are there leadership gaps to fill? Knowing your business goals helps you map development plans that support succession and scale.

A good employee development plan will include measurable outcomes that benefit both the individual and the organization.

3. Set Clear Objectives

Once you understand the employee's aspirations and the company’s needs, it’s time to define concrete, actionable objectives. These should be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound.

For example:

  • “Complete a leadership training course within 90 days”
  • “Lead one cross-functional project this quarter”
  • “Present findings at the next department events meeting”

These goals will help structure the action plan and clarify expectations.

4. Identify Training and Development Opportunities

Now that the objectives are in place, choose the right training or development programs to match. Options might include:

  • On-the-job shadowing or stretch assignments
  • Online learning platforms or learning management system (LMS)
  • Industry conferences, webinars, or conferences
  • Mentoring or coaching relationships
  • Internal training programs for leadership skills or technical skills

You can also offer a professional development plan that spans multiple tracks: skills training, cross-functional experience, and formal education.

5. Build the Action Plan

This is where everything comes together. Create an actionable timeline that outlines specific steps, required resources, and milestones. Be sure to factor in both the employee’s schedule and broader team priorities.

Your plan should:

  • Highlight key skills to be developed
  • List resources (courses, mentoring, reading materials)
  • Include timelines for progress checks and feedback
  • Align with the employee’s current job responsibilities

Make sure the employee and manager agree on the action steps and have the support needed to follow through.

6. Monitor Progress and Adjust

Ongoing feedback and check-ins are critical. Managers and employees should track achievements, challenges, and any needs that arise. Use this time to recognize growth, reframe goals, and update the plan as needed.

A quarterly review of the employee’s progress helps both sides stay accountable. You can use performance metrics, informal feedback, or structured progress reports.

7. Celebrate and Evolve the Plan

Once key milestones are reached, acknowledge them! Recognition fuels momentum and reinforces your commitment to growth. Then, revisit the plan and look at what’s next.

Employee development planning is not a one-time task—it’s a living process. As people grow, their needs, interests, and career development plans will evolve.

Examples of Employee Development Plans

Here are a few real-world examples to inspire your own:

Example 1: Early-Career Engineer

Development Goals: Build core technical skills, improve communication skills
Plan:

  • Complete 3 coding certifications in 6 months
  • Present at monthly team demo sessions
  • Attend one developer conference

Example 2: Aspiring Team Lead

Development Goals: Strengthen leadership, improve cross-functional collaboration
Plan:

  • Enroll in leadership training course
  • Mentor one new hire
  • Lead a cross-team planning meeting

Such development plan examples show how plans can help both the employee and company grow together.

Best Practices for Creating an Employee Development Plan

To build effective employee development initiatives, keep these tips in mind:

  • Make it collaborative: Involve both the manager and the employee
  • Use data: Base plans on performance reviews, skill gaps, and business needs
  • Create customized plans: Each individual employee deserves a tailored approach
  • Include a variety of learning methods: From hands-on training to formal programs
  • Prioritize communication and clarity: So expectations are aligned
  • Offer resources: Provide access to tools, learning, and support

With the right approach, development plans help unlock employee potential and drive long-term success.

Ready to Build a Smarter Talent Strategy?

A well-crafted employee development plan doesn’t just boost employee performance—it strengthens your entire organization. By aligning individual aspirations with business development goals, you create a culture of growth, resilience, and innovation.

If you’re looking to create scalable, AI-powered solutions for smarter hiring and employee development, GoPerfect can help. Our platform supports recruiting automation, ai onboarding, and talent sourcing strategies to streamline your hiring process and accelerate employee growth.

Let’s build the kind of employee experiences that attract, develop, and retain the best.

Ready to Transform your Hiring Process?

Start hiring faster and smarter with AI-powered tools built for success

Viola Di Veroli
Author
Social Links
Author Bio:
Viola Di Veroli is a Product Marketing Manager specializing in HR tech and AI recruiting solutions. She graduated from John Cabot University in Rome, Italy, with a bachelor’s degree in International Business and Marketing.

Frequently Asked Questions

Have questions? We’ve got answers. Whether you’re just exploring GoPerfect or ready to get your team onboard, here’s everything you need to know to make an informed decision.

Can GoPerfect integrate with my existing tools?

Yes! GoPerfect integrates with popular ATS platforms like Greenhouse, Lever, BambooHR, Workday, and more.

Can I control who accesses what on the platform?

Absolutely. GoPerfect uses Role-Based Access Control (RBAC) and Single Sign-On (SSO) to ensure only the right team members can view or manage specific data.

Can I invite my team to use GoPerfect?

Yes, GoPerfect is built for collaboration. You can invite teammates, assign roles, and work together across positions—all within a shared workspace

Do I need to be a recruiter to use GoPerfect?

Not at all. GoPerfect is designed for recruiters, founders, hiring managers, and even agencies. Whether you're hiring your first employee or scaling a team across multiple regions, our platform adapts to your goals and workflows.

Do I need to install anything?

Nothing to install! GoPerfect is 100% web-based and works in your browser. Just sign in and start building your pipeline.

Does GoPerfect integrate with my ATS?

Yes! GoPerfect integrates with 30+ ATS platforms via Merge, including Lever, BambooHR, Ashby, Workable, SmartRecruiters, and Greenhouse (direct integration). You can sync positions, push candidate profiles, and maintain a seamless recruitment flow with either one-way or two-way data sync based on your permissions.

How does GoPerfect source passive candidates?

Our AI uses semantic search and smart matching to surface qualified passive candidates from various online sources—so you're not just relying on active job seekers, but tapping into hidden talent.

How long does it take to get started with GoPerfect?

Most teams are up and running in under a week! Our streamlined onboarding process and dedicated support make it easy to hit the ground running without heavy lifting.

Still have questions?

Lorem ipsum dolor sit amet, consectetur adipiscing elit.

Read next

Most ❤️ Recruitment Tool

Find and Engage
Effortlessly with AI.

Start using Perfect now and utilize the power of AI recruitment.