Employee Development Plan Course
From a template to a working PDP process. In three recorded lessons by Mike Pritula you write a development plan for a real employee, with goals, metrics and deadlines, and get a plan to bring PDPs to the whole company.
- 3 recorded lessons
- 6 templates and tools
- 6 AI prompts
- Homework review
- Diploma
By Mike Pritula — No. 1 HR instructor on Udemy, 21 years in HR
The job in front of you Sound familiar?
Management wants development plans for everyone, and you have no method — only a spreadsheet from the internet.
Plans are filled in once a year and forgotten: vague goals, a list of trainings, a file nobody opens.
Managers don't know how to hold the conversation, so the plan says “take a training”.
Strong people leave because they don't see where they can grow.
What you will have after the course
You know what is broken
A 10-minute check of your current PDP process: 15 points on a 1–5 scale show what to fix first.
A finished plan for a real employee
Career and development goals by 70-20-10, actions, budget, success metrics and deadlines — ready to discuss with the person.
A rollout plan for the company
Roles of HR, managers and employees, the yearly cycle, metrics and arguments for the CEO — from a pilot group to everyone in 3–6 months.
- Employee
- Michael Jordan
- Position
- Sales Executive
- Manager
- Don Carleone
- Last review
- 4.0 of 5
- Talents
- Input, Strategic, Maximizer
- NowSales Auditor
- 1–3 yearsHead of Sales
- 3–5 yearsSales Director
| Skill | 70% — on the job | 20% — from others | 10% — training | Measure of success | Deadline | Budget | Status |
|---|---|---|---|---|---|---|---|
| Identifying needs | Negotiate with 10 new clients | Join negotiations with the manager | Needs identification training | 10 negotiations logged in CRM | Jun 1 | $300 | In progress |
| Persuasion | Get 3 of 10 clients to sign | Mentoring by the head of department | A book on negotiation | 3 contracts signed | Sep 1 | $50 | Completed |
| Handling objections | Win back 1 client who said no | Coaching | — | 4th contract signed | Nov 1 | — | Agreed |
| Skill | 70% — on the job | 20% — from others | 10% — training | Measure of success | Deadline | Budget | Status |
|---|---|---|---|---|---|---|---|
| Delegation | Lead 2 projects with a junior colleague | Shadow the Head of Sales | Management course | 2 projects completed | Aug 1 | — | Not started |
| Strategic thinking | Prepare the Q3 sales forecast | Mentoring by the COO | Online MBA module | Forecast approved | Oct 1 | — | Not started |
| Team management | Hold 5 one-on-ones with the team | Coaching by the HRD | A book on leadership | Feedback from 4+ people | Dec 1 | — | Not started |
Start today, for free
The structure of a development plan is open in PapaHR: goals, actions by 70-20-10, deadlines. Try it before the course — or fill it in during lesson two.
- Create a development plan from an employee's card in PapaHR, or from the gaps of a performance review.
- The plan stays with the person: goals, actions, deadlines and status in one place, not in a file on someone's laptop.
- In Free you can create 5 HR documents; unlimited — in Pro and in the academy subscription.
Tools you get in the course
PDP process maturity checklist
15 points, 1–5 scale
ExcelPDP template
70-20-10 goals, metrics, budget, deadlines, status; half filled in with examples
ExcelLibrary of 100+ development actions
On the job, through people, formal learning — for 15+ competencies
ExcelPDP conversation script for managers
From preparation to follow-up
WordRollout roadmap
3–6 months: phases, owners, milestones
ExcelPDP metrics dashboard
Share of people with an active plan, completion, budget, retention; formulas included
ExcelWho this course is for
HR generalist
builds the PDP process from scratch in a growing company
HR business partner
is asked to develop key people and needs a tool, not a formality
HR director
brings one approach with metrics to the whole company
L&D specialist
links development plans with learning by 70-20-10
Program
Lesson 1. Diagnosis
What a PDP is and how it differs from a career plan and a training plan; five common mistakes; the 70-20-10 model; a quick check of your process.
Result: You see the weak spots of your approach and what to fix first.
Lesson 2. Writing the plan
The template step by step on a real employee; from vague goals to measurable ones; picking actions; strengths; the link with the performance review; the conversation script; AI prompts.
Result: A finished PDP for a real employee of your company.
Lesson 3. Rollout
The PDP in the HR cycle; RACI of HR, managers and employees; different plans for high potentials, new hires and new managers; metrics; training managers in 30 minutes; answers to objections; ROI.
Result: A rollout plan for the company with roles, metrics and arguments for the CEO.
Your profile after the course
What you can add to LinkedIn and your CV — and what this work pays.
Your Name
Talent Development Specialist · Development plans and 70-20-10
Experience
Built the company-wide PDP process: a pilot group first, then every team in 3–6 months, with completion, budget and retention tracked.
Licenses & certifications
PDP Playbook — Mike Pritula AcademyDiploma after the course
Skills
- Individual Development Plans
- 70-20-10 Model
- Career Conversations
- Talent Development
- L&D Metrics
Medians in the U.S.; pay depends on country, company and experience. * U.S. Bureau of Labor Statistics, May 2025
Your diploma after the course
Complete the course assignments and get a personal diploma of Mike Pritula Academy.
- Add it to Licenses & certifications on LinkedIn
- Every diploma has its own unique code
- The QR code on the diploma opens its online version
- Issued on Accredible, the platform Google, Udacity and Rosetta Stone use for their certificates, so it cannot be forged
- Lesson 1. Diagnosis
- Lesson 2. Writing the plan
- Lesson 3. Rollout
Learn from your phone
Recorded lessons fit into your day: on the way to work, at lunch or in the evening.
- Recorded video lessons — watch at any time
- A year of access, at your own pace
- Templates in Excel and Word
- Homework reviewed, certificate at the end
Mike Pritula
Founder of Mike Pritula Academy and PapaHR
Mike Pritula founded the academy and built PapaHR, the HR system where the templates of his courses work for real companies. The playbooks are his own HR practice, step by step.
What graduates of the academy say
Graduates of other Mike Pritula Academy courses, from the surveys they fill in when they get the certificate.
“I was especially impressed by the lessons on running team meetings, change management and analytics. The tools Mike suggested are already part of my practice and are producing results.”
Course: HR Business Partner · Profile on LinkedIn
“I’d especially like to mention the instructor’s feedback — it was constructive and helped me improve my assignments.”
Course: HR Business Partner · Profile on LinkedIn
“During the course I took a fresh look at my role as an HR Business Partner: I learned to think more strategically, back decisions with numbers and build systematic analytics.”
Course: HR Director · Profile on LinkedIn
“It helped me look at HR systematically — as a business function rather than a set of separate processes. What’s especially valuable is that every topic was backed by practical tools, calculations and real management cases, so I could apply it at work straight away.”
Course: HR Generalist · Profile on LinkedIn
Price
for one person, access for a year
- 3 recorded lessons
- 6 templates and tools, 6 AI prompts
- Homework review
- Diploma
a year for one person
- All 150+ courses of the academy, this one included
- All playbooks, now and new ones
- Homework review and certificates
- PapaHR Pro for up to 50 employees
a year for a team of up to 10 people
- Everything in the annual subscription
- For up to 10 people of your team
- PapaHR Pro for up to 200 employees
Questions
What is the difference between a PDP and an IDP?
Both are a personal plan of how one employee grows. Companies use the names for the same document; the course explains how a PDP differs from a career plan and a training plan.
What is the 70-20-10 model?
About 70% of development happens on the job, 20% through other people — mentoring, feedback — and 10% in formal learning. The template and the library of actions are built on it.
How long does the course take?
Three recorded lessons with homework. Access lasts a year, so you go at your own pace.
Do I need PapaHR for the course?
No: the templates come in Excel and Word. PapaHR is free for up to 25 employees and keeps the plans with the people.
Do I get a certificate?
Yes, after the course. Homework is reviewed.
What does the annual subscription give?
All 150+ courses of the academy for a year, including this one and the other playbooks. The team subscription is the same for up to 10 people.