Individual Development Plan
AI-generated development plans that balance experiential, social, and formal learning — personalized to each employee's skill gaps and career aspirations.
Three types of learning, one personalized plan
Experiential Learning
Real work challenges — stretch assignments, cross-functional projects, job rotations, and shadowing opportunities. 70% of development happens on the job.
Social Learning
Coaching relationships, mentoring programs, peer feedback, and community of practice participation. Learning from others accelerates growth.
Formal Learning
Courses, certifications, workshops, and structured programs. Targeted to specific skill gaps identified in assessments and performance reviews.
IDPs connected to the full talent system
Skill Gap Driven
IDPs are populated from skill gap analysis — assessments, performance reviews, and 360° feedback identify development priorities. Plans target the right skills at the right proficiency level.
Career Path Alignment
IDPs align to career aspirations from Career Compass. Development activities prepare employees for their next role — whether vertical promotion, lateral move, or cross-functional transition.
Manager Collaboration
Managers and employees co-create IDPs through check-ins. Managers provide context on organizational needs; employees provide career aspirations. The result is a plan that serves both.
Frequently Asked Questions
Does WeSoar create Individual Development Plans?
Yes. WeSoar generates personalized IDPs that balance experiential learning (stretch assignments, projects), social learning (coaching, mentoring), and formal learning (courses, certifications) — aligned to each employee's skill gaps and career aspirations.
How are IDP activities prioritized?
Activities are prioritized based on skill gap severity, career aspiration alignment, and business impact. AI recommends a balanced mix of experiential (70%), social (20%), and formal (10%) learning activities based on the 70-20-10 development model.
Can employees and managers collaborate on IDPs?
Yes. IDPs are co-created through the check-in process. Managers provide organizational context and development opportunities; employees provide career aspirations and learning preferences. Both contribute to a plan that serves individual and organizational goals.
How does the IDP connect to performance management?
Development goals from IDPs can be included in performance reviews. Progress on IDP activities feeds into check-ins and annual appraisals, making development a visible, valued part of performance.
Explore connected features
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See how AI-generated IDPs can accelerate employee growth.