Career planning and development is two-fold, it helps to meet the needs of the organization and the individual employee needs. The steps and responsibilities in the development planning system are relative to both the organization and the individual employee. Noe (2020, p. 401) shares about the organizational development planning systems to itemize how this works for both the company and the individual: (see Figure 9.1 on page 402 of Employee Training and Development 8^th Edition, Noe, 2020).

Self-Assessment	Reality Check	Goal Setting	Action Planning
Employee responsibility	Identify opportunities and needs to improve.	Identify what needs are realistic to develop.	Identify goal and method to determine goal progress.
Company responsibility	Provide assessment information to identify strengths, weaknesses, interests, and values.	Communicate performance evaluation, where employee fits in long-range plans of the company, changes in industry, profession, and workplace.	Ensure that goal is SMART (specific, measurable, attainable, relevant, and timely); commit to help employee reach the goal.

Development Plans will want employees to consider:

• Professional goals and motivation: What professional goals do I have? What excites me to grow professionally?
• Talents or strengths: What are my talents and strengths?
• Development opportunities: What development needs are important to improve?
• Development objectives and action steps: What will be my objective for this plan? What steps can I take to meet the objective?

Instructions:

1. Review the Development Plan depicted in Figure 2 on page 404 of Employee Training and Development 8^th Edition, Noe, 2020.
2. Create development plan for yourself or for someone considering working in the training or learning development. The position desired can be any role in training and learning development. Maybe the position is as a front-line employee serving as a coach and on-the-job trainer for other employees; an instructional designer and developer; an educational game designer, or the manager of a training team.
3. In your development plan, be sure to include
   1. Competencies - Identify at least three competencies for the position
   2. Strengths- Identify at least three of your greatest strengths
   3. Areas for Improvement- Identify at least three of your areas for improvement
   4. Development Goals - Describe your overall career goal
      1. Long term goals - Describe primary your long term goal
      2. Short term goals - Describe at least three short term goals that will help you achieve your long term goal
   5. Next Assignments - Identify the next assignments necessary for you to be able to develop for achieve your short term goals
   6. Training and Development Needs - Identify at least three training and development activities that will help you develop in your current role and to help you achieve your short and long term goals