Organisational Personal Development Policy
Investment Strategies for Staff Learning Opportunities
Oct 6, 2009
Organisations need to ensure that they have the adaptability and flexibility to thrive and succeed in their business. This requires a formal framework for access to personal development for all staff. It should be linked to the organisational performance review or appraisal system.
Personal Development Policy
A personal development policy should identify the organisation commitment to learning opportunities for all staff and should:
- Ensure that staff have a level of knowledge and skill to perform their role effectively
- Encourage staff to develop within their current role if they desire
- Identify those staff with potential and encourage them to demonstrate their potential
- Create a learning culture by providing access to diverse learning opportunities
- The policy should link directly with performance review and workforce development and complaint systems, which will inform organisational and individual development needs.
Personal Development Policy Objectives
Equal Opportunities should be a primary objective of the Personal Development Policy. All staff including secondees, fixed term and short-term contract staff, should be entitled to personal development access, which is appropriate to their role. Access to induction is one of these areas.
The policy should stress that personal development is a shared responsibility. Whilst the organisation should invest in opportunities access and activities, individuals should be encouraged to identify their particular needs and suggest activities that might be appropriate.
Personal Development Policy objectives should also identify priorities and resources. Whilst access to personal development is essential, resources are not finite. Emphasis should focus on the continual improvement in the quality of service provision and the achievement of business objectives. This should include any statutory obligations as well as opportunities for management development and communication skills.
The policy should also promote and encourage access to a wide range of learning activities, not just traditional forms. Alternative methods including online courses, mentoring and coaching, role shadowing and simple activities like delivering a presentation.
Personal Development Policy Evaluation
The organisation should ensure that all personal development activities are evaluated in terms of return on investment. The policy should require all staff to agree learning objectives with their managers. Identifying learning objectives has several benefits. For the individual it clarifies the expectations of the intervention and identifies progress or further development needs. For managers, it helps to allocate individual responsibility for learning, provides a mechanism for monitoring and the evidence that it has taken place. Thirdly, for the organisation it increases the likelihood of achieving strategic plans.
Addressing personal development needs should be an ongoing process and one, which ensures equal opportunities for all staff. Investment in a formal policy, which clarifies the organisations commitment, will contribute to corporate development and a successful business.
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