subject: How To Make A Successful Performance Development Planning [print this page] If there is a specific process that would give the heart of the performance management system, it would have to be Performance Development Planning (PDP). The PDP process allows you and your subordinates to know and identify their personal and business goals that greatly contribute to the success of your organization. It is a recognized and effective method of informing and making the staffer understand his or her true value to the organization.
They learn this once they have a clear understanding of their job and how the necessary outcomes of their contributions would be suitable in your department, or be advantageous to the general goals of the work unit. Thus, the staff members are also expected to establish personal development goals to raise their ability to contribute to the organizations overall success. Establishing these goals serves as their foundation for achieving success whether in your organization or in others.
What are Performance Development Planning (PDP) meetings?
Usually, PDP meetings are scheduled quarterly (four times). It is intended for the purpose of reviewing the staffers individual progress on the overall goals and objectives set for his position. With regards to his progress on specific action plans resulting from the PDP goals, these are reviewed during the weekly one-on-one meetings. These weekly meetings allow you to extend HR solutions assistance to aid the staffer in identifying tools or programs to benefit his success.
Guidelines for Making Your PDP Meeting a Success
Below are the general guidelines to ensure the success of PDP meetings.
Arrange for the schedule of the PDP meeting. Discuss with your staff members beforehand the pre-work involved therein.
The staff members are tasked to perform the following tasks: go over quarterly personal performance reviews; identify and indite business and personal developmental goal concepts on the PDP form; and collate required documentation, which includes feedback results, should these be available.
On the supervisors part, he or she readies for the PDP meeting by ascertaining the most significant results required of the staff persons job within the organizations strategic scheme framework.
Another step to ready himself or herself for the discussion ahead, the supervisor then writes business and personal goal ideas on the PDP form.
The supervisor also collects information on work records, reports, and input from other staffers knowledgeable of a specific staffers work.
The supervisor and the employee sit down together to perform the examination together regarding the latters performance against every criterion. Afterwards, they contemplate on and discuss the areas requiring potential improvement.
The supervisor comes up with a specific plan for the upcoming PDP meeting. He or she readies answers complete with examples, documentations, planning, etc. to all possible questions that may be raised regarding the process of performance development planning
Do take note that the PDP process occurs quarterly. Of these, the most time and effort are directed to the first PDP meeting of the year. As for the remaining three quarters, PDP goals, current and for the years to come, and updates to the discussed goals are the agenda.
