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Keep shoppingPDP Master: 70-20-10 Employee Development Plan [EN]
Role Play
509 students
PDP Master: 70-20-10 Employee Development Plan [EN]
PDP | Employee Development Plan | 70-20-10 | L&D | Talent Management | HR Generalist | HRBP | HRD | AI in HR
Last updated 9/2026
English
What you'll learn
- You'll be studying alongside 2 million other PapaHR students from 185 countries
- You'll gain insights from the course author's experience at Preply, Wargaming, Radford, and Deloitte
- You'll build an HR system on par with unicorn companies
- Assess the maturity of your company’s PDP process in 10 minutes using a 15-point checklist
- Filling out the PDP template from A to Z: career goals, development goals, the 70-20-10 rule, budget, and success metrics
- Select specific development actions from a library of over 100 actions for over 15 competencies
- Formulate development goals with measurable success metrics and realistic deadlines
- Link the results of the performance review to the employee's development plan
- Take into account an employee’s strengths using the Gallup CliftonStrengths model
- Conduct a PDP conversation with an employee using a step-by-step script, from preparation to follow-up
- Tailor the PDP for high-potential employees, new hires, underperformers, and managers
- Use AI prompts to generate development actions and personalize the PDP
- Roll out the PDP system company-wide according to a 3- to 6-month roadmap
- Calculate the return on investment (ROI) of the PDP system based on employee retention, productivity, and internal mobility metrics
- Configure the PDP metrics dashboard: completion rate, budget, impact on retention
- Train managers to create PDPs in 30-minute sessions
- Overcome managers' resistance: "I don't have time," "It's just a formality"
- Link PDP to the talent pool, succession planning, and training
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Course content
8 sections • 39 lectures • 14h 6m total length
Requirements
- The desire to learn from the person who created the Unicorn Preply HR system
- Our ambition to be the leader in building employee development systems
- A willingness to move forward without looking back, to see it through to the end, and to put that knowledge into practice
- Basic understanding of HR processes (performance reviews, training, talent management)
- Access to Excel and Word for working with templates
- An actual employee at the company for whom you will complete a PDP as part of the course
- Openness to working with AI tools (Claude, ChatGPT) — we’ll teach you how during the course
Description
This course contains the use of artificial intelligence.
Management drops a task on you: “Create development plans for all employees by the end of the quarter.” You open Google — there are 50 different templates, each contradicting the other. You download one — it gets filled 30% and turns into a file no one opens again.
Sound familiar? This is the core problem of PDP in most companies: a formality instead of a real development tool.
This Playbook solves it in 3 sessions. Not “talent management theory” or “general development principles.” A practical system: a working PDP template based on the 70-20-10 model, filled step by step for a real employee, with a library of 100+ development actions, a manager conversation script, and a company-wide rollout plan.
What’s inside the course:
Session 1. Diagnosis.
Understand how PDP differs from IDP and training plans, why it fails in 80% of companies, and the 5 key mistakes that kill development. You’ll get a 15-point maturity checklist and identify weak spots in your current approach in just 10 minutes.
Session 2. Building PDP.
The most practical part of the course. You will complete a PDP template from start to finish using a real employee case: career goals, development goals, 70-20-10 skills, barriers, budget, success metrics, deadlines. Learn to set goals not like “attend leadership training” but like “conduct 3 structured one-on-ones by October 30.” Apply Gallup CliftonStrengths to develop strengths instead of fixing weaknesses. Master a word-for-word PDP conversation script and AI prompts for automation.
Session 3. Implementation.
One PDP is a pilot. A system is when everyone has one, the cycle works, metrics are tracked, and the CEO sees ROI. You’ll learn PDP’s role in the HR cycle, build a RACI matrix, set update cadences, adapt for HiPo and new hires, design a metrics dashboard, and get a 3–6 month rollout roadmap. Includes scripts to handle objections like “I don’t have time” and “this is just HR formalities.”
6 ready-to-use tools:
Maturity checklist
PDP template
Development actions library (100+)
Conversation script
Implementation roadmap
Metrics dashboard
Plus 6 AI prompts for Claude and ChatGPT, 3 video guides, and personal homework feedback from the author.
After the course, you won’t leave with notes — you’ll have a completed PDP for a real employee in your company and a clear plan to scale it across the organization. That’s the difference between “taking a course” and “implementing a system.”
You also get:
Lifetime access to all materials
Active instructor support (Q&A)
Certificate of Completion (Udemy)
Practical, job-ready skills
Real business cases and projects
Access to a student community
A $1000 program at a significant discount through the platform
Who this course is for:
- A person who takes responsibility for their own education
- I'm willing to set aside time for training, complete the course, and achieve results
- HR Generalist who needs to build a PDP process from scratch at a growing company
- HRBP who supports the business in developing key employees
- HRD and Head of HR, responsible for implementing a company-wide development system
- L&D professionals who link PDP to training using the 70-20-10 model
- HR managers who fill out PDPs but find that the current template isn't working
- Team leaders responsible for their employees' development
- Talent management specialists and HR partners