This document discusses individual development plans (IDPs) and their importance for career improvement and organizational performance. It notes that IDPs involve self-reflection by employees and guidance from management to set short- and long-term career goals. When properly implemented with ongoing manager feedback, IDPs can increase employee engagement and help both employees and organizations reach their full potential. The document then provides details on the key components and benefits of effective IDPs.

1. Improving Career and
Performance by
Developing Individual
Development Plans
(IDP)
Seta A. Wicaksana
Founder and CEO
www.humanikaconsulting.com and
hipotest.co.id

2. Seta A. Wicaksana
0811 19 53 43
wicaksana@humanikaconsulting.com
• Business Psychologist
• Pendiri dan Direktur Humanika Consulting dan hipotest.com
• Anggota Komite Nominasi dan Remunerasi Dewan Komisaris PT Askrindo
• Sekretaris Prodi MM Program Pasca Sarjana Universitas Pancasila
• Dosen Tetap dan Peneliti di Fakultas Psikologi Universitas Pancasila
• Pembina Yayasan Humanika Edukasi Indonesia
• Wakil Ketua Asosiasi Psikologi Forensik Indonesia wilayah DKI
• Penulis Buku: Sobat Way (2016), Industri dan Organisasi: Pendekatan Integratif dalam
menghadapi Perubahan (2020), Human Faktor Engineering: Integratif Desain Manusia
dan Lingkungan Kerja (2021), Psikologi Industri dan Organisasi (2021), Psikologi Umum
(2021), Manajemen Pengembangan Talenta (2021), PIODiagnostik: Pengukuran Psikologi
di Lingkungan Kerja (2021), Transformasi Digital: Perspektif Organisasi, Talenta dan
Budaya Organisasi (2021), Psikologi Pelayanan (2021) dan Psikologi Konsumen (2021).
• Dosen Tidak Tetap di: Program Pasca Sarjana Ekonomi di Univ. Pancasila, STP TRISAKTI,
Fakultas Psikologi Universitas Mercu Buana, STIKOM IMA
• Certified of Assessor Talent Management
• Certified of Human Resources as a Business Partner
• Certified of Risk Professional
• Certified of HR Audit
• Ilmu Ekonomi dan Manajemen (MSDM) S3 Universitas Pancasila
• Fakultas Psikologi S1 dan S2 Universitas Indonesia
• Sekolah ikatan dinas Akademi Sandi Negara

3. Why IDP Need for Organization
and Career
• Developing the talent, skills and leadership potential of your top employees is an
ongoing process that involves self-reflection on the part of the staff member,
guidance and encouragement from management, and open communication between
both parties.
• As long as the plan reflects the actual goals and aspirations of the employee, an
individual development plan has the potential to be highly successful. With many
organizations looking to replace or supplement the perfunctory once-a-year
performance review with something more impactful, the individual development
plan (IDP) has been gaining increasing popularity in the workplace.
• In addition to employee commitment, the ongoing involvement of managers is a
crucial element in the plan's success. According to Gallup, there is a direct connection
between the frequency of managerial feedback and the extent of employee
engagement. Based on surveys conducted by Gallup, the research firm says
employees who receive daily feedback from their manager are three times more
likely to be engaged than those who receive feedback once a year or less. It also
found that 71% of employees who believe their boss can identify their abilities are
more engaged and enthusiastic at work.

4. Individual
Development Plan
(IDP)
• An individual development plan
(IDP) is a tool to assist employees
in career and personal
development. Its primary
purpose is to help employees
reach short and long-term career
goals, as well as improve current
job performance.
• An IDP is not a performance
evaluation tool or a one-time
activity.

5. 2 Sides Of The
Coin
• Employees feel supported, guided,
and encouraged to make the most of
their talents, abilities, and interests.
This creates a foundation for self-
belief, motivation, and commitment.
• A detailed action plan that highlights
an employee’s strengths and
aspirations provides a clearly defined
process for helping them succeed in
the organization.

6. Benefits Of An IDP
• Provide an administrative mechanism for identifying and
tracking development needs and plans
• Assist in planning for the agency's training and
development requirements
• Align employee training and development efforts with its
mission, goals, and objectives

7. Effective Plan Should Include
At Minimum
• Employee profile - name, position title, office, grade/pay band
• Career goals - short-term and long-term goals with estimated and
actual competition dates
• Development objectives - linked to work unit
mission/goals/objectives and employee's development needs and
objectives
• Training and development opportunities - activities in which the
employee will pursue with estimated and actual completion dates.
These activities may include formal classroom training, web-based
training, rotational assignments, shadowing assignments, on-the-job
training, self-study programs, and professional conferences/seminars
• Signatures - supervisor and employee signature and date

8. Five Phases
Developing IDP
• Pre-Planning – supervisor, and employee prepare
independently for meeting
• Employee/Supervisor Meeting - discuss
employee strengths, areas for improvement,
interests, goals, and organizational requirements
• Prepare IDP - employee, in consultation with the
supervisor, completes plan for individual
development
• Implement Plan - employee pursues training and
development identified in the plan
• Evaluate Outcomes – supervisor/employee
evaluates the usefulness of training and
development experiences

9. Development Activities
• Formal Training - OPM offers formal training at its Management
Development Centers and Federal Executive Institute. There are also
other formal training centers available to employees outside of OPM
• 360 Degree Feedback – 360-degree feedback is a widely used method
and tool to assist in identifying strengths and developmental needs.
OPM offers 360-degree survey services as do other organizations
• Mentoring and Coaching - mentoring and coaching are effective tools
for personal and leadership development. For more information, go to
our Mentoring-and-Coaching
• Rotational/Detail Assignments - employees may have the option to
participate in detail, special/short-term assignments, projects, and
other creative ways to expose employees to challenges or otherwise
expand their capacity to serve

10. Development
Activities
• Formal classroom training/ Web-
based training
• Shadowing assignments
• On-the-job training
• Self-study programs
• Professional conferences and
seminars

11. References
• https://www.opm.gov/wiki/training/individu
al-development-
plans.ashx#:~:text=An%20individual%20dev
elopment%20plan%20(IDP,or%20a%20one%
2Dtime%20activity
• https://www.knowledgecity.com/blog/indivi
dual-development-planning/

12. Learning and
Giving for
Better
Indonesia
www.humanikaconsulting.com