A professional development plan (PDP) is a document that outlines an employee’s path for career growth and skills development. It serves as a working roadmap that employees and managers can revisit and adjust over time as business needs, career goals and skill requirements evolve.
For example, a PDP for an early-career training manager may focus on building skills in needs analysis, learning technologies or stakeholder communication, while a PDP for a more experienced training manager may emphasize demonstrating business impact, leading organizational change, leveraging data and analytics, or integrating AI-enabled learning tools into training strategies.
What to Include in a PDP
While employees and managers can customize PDPs to align with organizational goals, most PDPs include an employee’s current strengths and development areas; short- and long-term career goals; and the knowledge, skills and abilities (KSAs) needed to achieve them. A PDP should also outline specific development activities, timelines and measures of progress.
Development activities may include:
- Leadership development programs
- Mentoring or coaching opportunities
- Stretch assignments or cross-functional projects
- Industry certifications or continuing education courses
- Conferences, webinars or professional networking opportunities
- Skills development related to emerging technologies
Ultimately, there’s no single “right” way to create a PDP, as long as it clearly outlines a path for career advancement in a way that benefits both the employee and the business.
Benefits of Professional Development Plans
PDPs offer employees invaluable insights into their career progression, helping them identify skills gaps and take a more active role in their professional growth. PDPs can also increase employee engagement and retention by demonstrating an organization’s investment in employee development.
For managers and organizations, PDPs provide a structured way to assess workforce capabilities, align employee development with business priorities and prepare employees for future roles. PDPs also support succession planning, internal mobility and continuous learning by helping leaders identify targeted training and development opportunities that build both individual and organizational capability.
Related Content:
- The Training Manager Competency Model
- Certified Professional in Training Management (CPTM™) Program
- The Business of Learning, Episode 26: Effective Performance Reviews