Personal Development Plan

What is a Personal Development Plan?

Every mentee has either some or no idea of what they want to do in the future. The Personal Development Plan helps in order to concretise this idea and develop a sustainable professional perspective. During the learning process, the mentees deal with the following questions: Where am I now? Where do I want to go? What do I have to do to get there? What measures should be taken to support my development and realise my plans? In general, the Personal Development Plan is a collection of decisions and agreements that were made. It is a competence management tool that helps to find a balance between the development of competences and potential employment opportunities. This considers the level of a mentees’s current competences and the plan for the future in terms of the needed competences with regard to the specific employment opportunities.

How is a Personal Development Plan created?

The information regarding the mentees’ competences and goals derive from the learning projects talent diagnosis and expert hearing. Further input regarding employment opportunities derive from either the founders’ workshop or the employment radar.

The idea of the talent diagnosis is to get an overview of both the employment opportunities in a region and the available talents of the mentee. How great is their potential? What can and what do they want to achieve? The market and talent are contrasted in an expert hearing. The main focus is the question where and how the mentees can find employment opportunities based on their individual talent diagnosis in their region.

During the talent diagnosis, a strengths profile is developed for each mentee. This profile is divided into the areas of personality, cognitive abilities, knowledge and interests while the focus is on the strengths and not on the deficits. On this basis, suitable future vocational activities are elicited in the context of the employment radar.

The talent diagnosis is carried out in the following steps:

  1. Introduction to talent diagnostics
  2. Curriculum vitae
  3. Talent tests
  4. Life portrait
  5. Evaluation in individual discussions

The result of the talent diagnosis is an individual talent profile for each mentee, which is used to reflect on career prospects of the existing potentials and strengths.

What does the Personal Development Plan look like?

All results from the learning projects flow into the Personal Development Plan. It consists of four different main parts, the Overview, the Talent Matching, the Talent Profile and the Product Services.

Overview

The Overview page has a timeline to plan milestones for the mentee’s own project. Developmental goals which should be described according to the SMART method. It also has a list of the competences with a separation between given and aspired competences. Also, the development activities and tasks are displayed that sum up the open to do’s as well as doing and done. At the end there is a summary of the most important agreements that have been made.

Talent Profile and Product Service

While both Talent Profile and Product Service consist of Educational Background, Life Portrait and specific requirements the difference here is, that the talent profile contains the given competences and skills of the mentee and the product service focuses of the prospect employment opportunities. There information that display the needed (Product Service) and the given competences (Talent Profile) are then furtherly used in the Talent Matching part.

Talent Matching

Lastly within the Talent Matching both before mentioned parts of talent profile and product service are being put together and all given and required competences result in an individual needs analysis. This allows for the mentee to see, which specific competences that are needed are already there and which ones they still need to improve.

Summary

In general, the Personal Development is an important tool to gain insights in what developmental steps can be taken to achieve the wanted result and which specific competences need improvement. Through working on the different learning projects, the Personal Development Plan can be continuously updated and refined and the needed competences can be acquired step by step.

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This work by Martin Kröll, IAW/RUB is licensed under CC BY 4.0. To view a copy of this license, visit https://creativecommons.org/licenses/by/4.0/
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