Creating a Personal Development Plan (PDP) within the context of a Career Map is an effective way to align an employee's growth with their career goals and organizational needs. This approach gives employees a clear path to follow while also providing the company with a structured way to nurture talent for future leadership or specialized roles.

Steps to Set Up a Personal Development Plan under a Career Map Context:

1. Define Career Map Framework

The career map should outline the potential career paths available within the organization. It helps employees understand how they can progress based on their skills, experience, and aspirations. This could include:

• Job families (e.g., Technical, Leadership, Operations)
• Levels (e.g., Junior, Mid-level, Senior, Executive)
• Key competencies/skills for each level or role (e.g., communication, leadership, technical expertise)

2. Assess Current Skills and Experience

Before creating a development plan, assess the employee's current skills and experience:

• Skills Inventory: List the employee's core competencies, strengths, and areas of expertise.
• Skills Gap Analysis: Identify any gaps between the employee’s current skills and the skills required to move forward in their career path. These could be technical skills, leadership abilities, or soft skills.
• Performance Feedback: Collect insights from performance reviews, peer feedback, and self-assessments.

3. Set Career Goals and Objectives

Align the employee’s career aspirations with the company's strategic goals. Help them set both short-term and long-term career goals that are:

• Specific (e.g., “Become a Senior Manager in 2 years”)
• Measurable (e.g., “Lead a cross-functional team”)
• Achievable (e.g., based on skills and resources available)
• Relevant (e.g., supports company’s objectives or personal values)
• Time-bound (e.g., "Achieve this within the next 12 months")