Development & Career Planning
Personalized development plans based on performance feedback themes, skills gaps, and career aspirations with recommended experiences, training, and stretch assignments driving 40-60% faster skill development.
Why This Matters
What It Is
Personalized development plans based on performance feedback themes, skills gaps, and career aspirations with recommended experiences, training, and stretch assignments driving 40-60% faster skill development.
Current State vs Future State Comparison
Current State
(Traditional)1. Manager provides generic development feedback during annual review: 'Work on leadership skills and communication'. 2. Employee expected to create own development plan (most don't know how). 3. 30% of employees create development plans, 70% do nothing. 4. Development plans generic: 'Read leadership books, attend communication workshop' with no specific actions or timeline. 5. No follow-up or accountability on development plan execution. 6. Next annual review, manager and employee forget about development plan (no progress made).
Characteristics
- • SAP SuccessFactors
- • Oracle HCM
- • Workday
- • ADP
- • BambooHR
- • Excel
- • Google Sheets
- • Cornerstone OnDemand
- • Lattice
- • Betterworks
Pain Points
- ⚠ Infrequent feedback leading to delayed development opportunities.
- ⚠ Subjective and vague goal setting that complicates progress tracking.
- ⚠ Lack of integration between development plans and performance management.
- ⚠ Managerial burden due to time constraints for providing regular feedback.
- ⚠ Employee disengagement stemming from misalignment of personal and organizational goals.
- ⚠ The process is often reactive, addressing issues after they arise rather than proactively planning.
- ⚠ Development plans may not be tailored to individual needs, leading to a one-size-fits-all approach.
- ⚠ Limited visibility into real-time progress on development goals.
Future State
(Agentic)1. Development & Career Planning Agent analyzes performance feedback themes from continuous check-ins and 360: 'Sarah receiving consistent feedback to improve stakeholder communication and strategic thinking'. 2. Agent identifies skills gaps from competency model: 'Sarah's current role requires advanced stakeholder management (she's at intermediate) and strategic planning (she's at basic)'. 3. Agent considers career aspirations: 'Sarah wants to move into Product Management which requires customer empathy and roadmap planning skills'. 4. Agent generates personalized development plan with specific actions: 'Complete \"Stakeholder Management\" course (2 hours), shadow Product Manager for 1 month, lead cross-functional project involving 5 stakeholders (stretch assignment), attend quarterly strategy planning sessions (experience)'. 5. Agent tracks development progress: 'Sarah completed course, shadowing PM week 2 of 4, cross-functional project on track'. 6. Agent provides quarterly check-ins: 'How is stakeholder management going? What support needed for cross-functional project leadership?'.
Characteristics
- • Continuous feedback themes and opportunity areas
- • 360 feedback results highlighting development needs
- • Skills gap analysis from competency assessments
- • Career aspirations and desired future roles
- • Available training courses and development programs
- • Stretch assignment and project opportunities
- • Shadowing and experience-based learning opportunities
- • Development plan progress and completion tracking
Benefits
- ✓ 90% development plan creation rate (vs 30%) through AI-generated personalized plans
- ✓ 40-60% faster skill development through specific actionable experiences
- ✓ Career-connected development ensures learning aligns with aspirations
- ✓ Recommended experiences (stretch assignments, shadowing, projects) vs just training courses
- ✓ Quarterly check-ins ensure accountability and progress vs annual set-and-forget
- ✓ Manager enabled to coach effectively with data-driven development recommendations
Is This Right for You?
This score is based on general applicability (industry fit, implementation complexity, and ROI potential). Use the Preferences button above to set your industry, role, and company profile for personalized matching.
Why this score:
- • Applicable across multiple industries
- • Higher complexity - requires more resources and planning
- • Moderate expected business value
- • Time to value: 3-6 months
- • (Score based on general applicability - set preferences for personalized matching)
You might benefit from Development & Career Planning if:
- You're experiencing: Infrequent feedback leading to delayed development opportunities.
- You're experiencing: Subjective and vague goal setting that complicates progress tracking.
- You're experiencing: Lack of integration between development plans and performance management.
This may not be right for you if:
- High implementation complexity - ensure adequate technical resources
- Requires human oversight for critical decision points - not fully autonomous
Parent Capability
Learning & Development
Personalized learning experiences with continuous skill assessment, intelligent content recommendations, and measurable ROI on training investments.
What to Do Next
Related Functions
Metadata
- Function ID
- function-development-career-planning