Individual development planning (IDP) is the annual process, tied to business planning and the budget cycle, whereby the management in an organization establishes training goals and plans for the members of the organization.
In organizational development, leadership development is the strategic investment in, and utilization of, the human capital within the organization.
Typically, leader development has focused on 3 main areas - providing the opportunities for development, stimulating the ability to develop (including motivation, skills and knowledge for change), and providing a supportive context for change to occur (see Cynthia D. McCauley, 2001).
In the belief that the most important resource that an organization possesses is the people that comprise the organization, some organizations address the development of these resources (even including the leadership).
The individualdevelopmentplanning process is focused on personal development and career growth, and is kept separate from other HR management functions such as reviews for salary, promotion, and retention purposes.
Individualdevelopmentplans can, and often should, include formal training programs, but the focus is on the learning and the individual, not on the organization's curriculum and courses.
Individuals design, develop and implement their own plans for learning in their courses, in a process similar to the use of the industrial individualdevelopmentplans previously referred to.
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