Debbie:
I work now, and have worked before, with organizations that annually map
learning goals with employees. At my current job, we call them Individual
Development Plans (IDPs). They occur at the time of annual review and are
a discussion between the manager and the employee which states (a) areas
for professional development in current position (b) areas for
professional development for future assignments / promotion and (c) areas
for personal development and growth.
What comes out of these discussions are ususally interpersonal skill
development, continuing education issues, and technical skills that both
manager and employee believe would benefit the employee AND the company.
Learning for learning' sake is not the point of the process, but
identifying the strengths and needs of employees as they interface with
the business needs and expectations. Local seminars, annual conferences,
self study, corporate training, and mentoring assignments are commonly
rolled into these IDPs.
Vana Prewitt
Debbie Broome wrote:
> Has anyone out there developed or work(ed) for a company that engages
> employees in preparing learning plans or development plans. I'm thinking
> of a document that an employee and supervisor would outline together that
> targeted the employees career goals, promotional goals, learning goals and
> identified specific training courses, educational courses etc. that they
> wished to do during the year, either work related or not.
--Vana Prewitt <vprewitt@mail.rdu.bellsouth.net>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>