In the context of the ADR process, the development discussion should be seen as an on-going three stage process which begins by assessing the development need, then determining how the need is going to be met and finally by evaluating if the need has been successfully met.
- What is the need?
- How will it be met?
- Has the need been met?
After drafting performance objectives for the forthcoming review year, appropriate learning and development activities should be identified which will support the achievement of these objectives and/or enhanced job performance more generally.
Appropriate development activities take into consideration a range of factors including personal learning styles, workload, what development is to take place, financial implications and how it links to organisational priorities. Questions that should be asked when setting learning and development plans include:
- What knowledge, skills and experience are required to support the achievement of performance objectives?
- How do these compare with current knowledge, skills and experience?
- What knowledge, skills or experience need to be developed in order to achieve performance objectives?
- What is the most appropriate development method? Consider that there are a wide range of development methods to consider not confined to traditional training courses for example work shadowing, mentoring, and contributing to projects.
- What actions/activities should be undertaken?