PDP Playbook:
Create an effective employee development plan in just one day ➡️
Create an effective employee development plan in just one day ➡️
📘 Online recording course by Mike Pritula
🎬 3 video tutorials — not lectures, but step-by-step demonstrations
🧰 6 ready-made templates and tools
🤖 6 AI prompts for audit automation
🗂 Homework check
📄 Diploma after the course
🎬 3 video tutorials — not lectures, but step-by-step demonstrations
🧰 6 ready-made templates and tools
🤖 6 AI prompts for audit automation
🗂 Homework check
📄 Diploma after the course
Is management asking you to create development plans for all employees, but you don’t have a template or a methodology?
Most PDPs in companies are just a formality: vague goals, a list of training courses, and a file that no one opens once it’s filled out.
This Playbook is different.
In just 3 sessions, you’ll create a PDP for a real employee using the 70-20-10 model, with specific success metrics and deadlines, and receive an implementation plan for the entire company.
Most PDPs in companies are just a formality: vague goals, a list of training courses, and a file that no one opens once it’s filled out.
This Playbook is different.
In just 3 sessions, you’ll create a PDP for a real employee using the 70-20-10 model, with specific success metrics and deadlines, and receive an implementation plan for the entire company.
Sound familiar?
📄 Management is asking for development plans, but you don’t have a usable template—just a generic spreadsheet from the internet?
🗂 Does your company’s PDP exist only on paper: filled out once a year and forgotten until the next cycle?
🤷♂️ Do employees see no value in the PDP and view it as just more HR red tape?
💬 Do managers not know how to conduct PDP conversations and simply write “complete training”?
🚀 Are high-potential employees leaving because they don’t see career development opportunities—and is PDP not linked to career tracks?
In this course, you’ll get ready-made solutions to these problems!
🗂 Does your company’s PDP exist only on paper: filled out once a year and forgotten until the next cycle?
🤷♂️ Do employees see no value in the PDP and view it as just more HR red tape?
💬 Do managers not know how to conduct PDP conversations and simply write “complete training”?
🚀 Are high-potential employees leaving because they don’t see career development opportunities—and is PDP not linked to career tracks?
In this course, you’ll get ready-made solutions to these problems!
🧰 What you’ll gain from the Employee Development Plan training course
🔍 PDP Process Maturity Checklist
15 items rated on a scale of 1 to 5. It will highlight the weaknesses in your current approach to employee development in just 10 minutes
Format:Excel 📈
Format:Excel 📈
📋 PDP Template (Personal Development Plan)
A comprehensive template featuring career goals, development goals based on the 70-20-10 model, success metrics, a budget, deadlines, and status tracking. 50% pre-filled with examples
Format: Excel 📈
Format: Excel 📈
📚 Library of development actions (100+ actions)
Catalog of specific development activities: 70% on the job, 20% through social interaction, 10% formal training. For 15+ competencies
Format: Excel 📈
Format: Excel 📈
🗣 PDP Conversation Script
Step-by-Step Guide for Managers: How to Conduct a PDP Meeting with an Employee—From Preparation to Follow-Up
Format:Word 📘
Format:Word 📘
🗺 PDP Implementation Roadmap
3–6-Month Plan: Phases, Timelines, Responsible Parties, Milestones. From a Pilot Group to the Entire Company
Format: Excel 📈
Format: Excel 📈
📊 Dashboard PDP-metric
PDP System KPIs: % of employees with an active PDP, completion rate, development budget, impact on retention. Includes formulas and benchmarks
Format:Excel 📈
Format:Excel 📈
This PDP Playbook is intended for:
HR Generalist
We need to build a PDP process from scratch in a growing company, but we don't have a template or methodology
HRBP
The company is asking for help in developing key employees; they need a practical tool, not just a formality.
HRD / Head of HR
is implementing a company-wide development system and needs a standardized approach with metrics
L&D-specialist
is responsible for talent development and wants to integrate the PDP with training based on the 70-20-10 model
HR-manager
fills out employee development plans, but the current template isn't working—people aren't developing
Join the course participants' Telegram chat ⇢⇢⇢
PDP Course Curriculum:
3 Steps—From Assessment to Action Plan
📘 Online recording course by Mike Pritula
⏰ Classes are posted once a week with homework, 3 classes in total
🗂 Homework check
📄 Diploma after the course
⏰ Classes are posted once a week with homework, 3 classes in total
🗂 Homework check
📄 Diploma after the course
✳️ Recorded class. Step 1: Diagnosis ⬇️
Why PDP and Why It Doesn’t Work in Most Companies
⸻
· What is PDP and how does it differ from an IDP, a career plan, and a training plan
· Why PDP doesn’t work in 80% of companies: 5 common mistakes
· The right approach: the 70-20-10 model
· What businesses lose without a functioning PDP: statistics and case studies
· Quick assessment: diagnose your PDP process in 10 minutes
⸻
🧰 Tools: PDP Process Maturity Checklist (15 items, 1–5 point scale)
✔ Result: You’ll identify specific weaknesses in your approach to employee development and understand what to fix first
⸻
· What is PDP and how does it differ from an IDP, a career plan, and a training plan
· Why PDP doesn’t work in 80% of companies: 5 common mistakes
· The right approach: the 70-20-10 model
· What businesses lose without a functioning PDP: statistics and case studies
· Quick assessment: diagnose your PDP process in 10 minutes
⸻
🧰 Tools: PDP Process Maturity Checklist (15 items, 1–5 point scale)
✔ Result: You’ll identify specific weaknesses in your approach to employee development and understand what to fix first
✳️ Recorded class. Step 2: Creating a PDP ⬇️
Creating a PDP: A Step-by-Step Guide to Filling Out the Template
⸻
· Structure of the PDP template: employee information, career goals, development goals, 70-20-10 skills, barriers, budget, success metrics, deadlines, status
· Step-by-step demonstration: filling out a PDP for a real employee from A to Z
· How to formulate development goals: from vague to specific with success metrics
· How to select development actions using the 70-20-10 model
· Employee talents (Gallup CliftonStrengths) and incorporating strengths into the PDP
· Link to the Performance Review: how the evaluation translates into a development plan
· PDP conversation script: how a manager should conduct a meeting with an employee
· PDP examples: individual contributor, new manager, HiPo employee
· AI prompts: generating development actions, personalizing the PDP, analyzing the plan
⸻
🧰 Tools: PDP template (Excel) + Library of development actions (100+) + PDP conversation script
✔ Result: A completed PDP for a real employee at your company, ready for discussion and implementation
⸻
· Structure of the PDP template: employee information, career goals, development goals, 70-20-10 skills, barriers, budget, success metrics, deadlines, status
· Step-by-step demonstration: filling out a PDP for a real employee from A to Z
· How to formulate development goals: from vague to specific with success metrics
· How to select development actions using the 70-20-10 model
· Employee talents (Gallup CliftonStrengths) and incorporating strengths into the PDP
· Link to the Performance Review: how the evaluation translates into a development plan
· PDP conversation script: how a manager should conduct a meeting with an employee
· PDP examples: individual contributor, new manager, HiPo employee
· AI prompts: generating development actions, personalizing the PDP, analyzing the plan
⸻
🧰 Tools: PDP template (Excel) + Library of development actions (100+) + PDP conversation script
✔ Result: A completed PDP for a real employee at your company, ready for discussion and implementation
✳️ Recorded class. Step 3: Implementation ☑️
From an Individual PDP to a Company-Wide Development System
⸻
· The Role of PDP in the HR Cycle: Links to Performance Reviews, Talent Pools, Succession Planning, and Training
· RACI Matrix: Roles of HR, Managers, Employees, and L&D During Implementation
· PDP Cycle Timeline: When to Create, Review, and Update
· Adapting PDPs for different categories: HiPos, new hires, underperformers, managers
· PDP metrics dashboard: completion rate, development budget, impact on retention and performance
· How to train managers to create PDPs: a 30-minute session program
· Common objections and response scripts: “I don’t have time,” “It’s just a formality,” “HR should handle it”
· PDP system ROI: calculation formula based on retention, productivity, and internal mobility
· Implementation roadmap: 3–6 months from pilot to company-wide rollout
⸻
🧰 Tools: PDP implementation roadmap + PDP metrics dashboard
✔ Result: A ready-to-implement company-wide PDP plan with metrics, roles, and arguments for the CEO
⸻
· The Role of PDP in the HR Cycle: Links to Performance Reviews, Talent Pools, Succession Planning, and Training
· RACI Matrix: Roles of HR, Managers, Employees, and L&D During Implementation
· PDP Cycle Timeline: When to Create, Review, and Update
· Adapting PDPs for different categories: HiPos, new hires, underperformers, managers
· PDP metrics dashboard: completion rate, development budget, impact on retention and performance
· How to train managers to create PDPs: a 30-minute session program
· Common objections and response scripts: “I don’t have time,” “It’s just a formality,” “HR should handle it”
· PDP system ROI: calculation formula based on retention, productivity, and internal mobility
· Implementation roadmap: 3–6 months from pilot to company-wide rollout
⸻
🧰 Tools: PDP implementation roadmap + PDP metrics dashboard
✔ Result: A ready-to-implement company-wide PDP plan with metrics, roles, and arguments for the CEO
Example of a result
This is what the finished PDP looks like.
Yours will look just like this after the course
Yours will look just like this after the course
Course fee
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Join chat How a course is taught
1
Webinar recording
You watch the recorded sessions at your own pace and study the material. We open 1 lesson per week
2
Homework with verification by the course author
Each webinar has a practical task that you must do to get a diploma
3
Case studies of participants
We communicate in Telegram chat and discuss participants' cases
4
Getting a diploma
Students who successfully complete the course assignments will receive a diploma at the end of the course
Diploma of HR Professional after completing the course
So coveted and valuable
So coveted and valuable
- Integrates into Linkedin and HH profiles
- Each diploma has a unique code
- QR code on the diploma leads to the online version
- Impossible to forge
- Issued on a certified Accredible platform (the same place where Rosetta Stone, Google, Udacity, Kaplan University and others issue certificates), look at an example
The course is taught by Mike Pritula, creator of the Preply HR system. 🦄
- Founder of Mike Pritula Academy and PapaHR AI software
- Built Preply's HR system on its way to a $1.2 billion valuation
- Winner of two YouTube Silver Play Buttons for the largest HR channels on the platform
- 20 years in HR at Wargaming, Preply, iDeals, Starlightmedia, Alfa-Bank, and PeopleForce
- Implemented over 50 HR projects
- Formed 4 HR teams in different businesses
- Top 10 best HR professionals in Eastern Europe
- Engaged in online training since 2010
- HRCI representative in the CIS, preparing for SHRM certification
- Holder of PHRi, SHRM-CP, and HCI sHRBP certifications
- Launched HRCI certification preparation courses in 10+ countries
- Trained over 150,000 HR professionals and managers
- Author of the HR competency model
- Author of the most comprehensive HR audit checklist
- HR Person of the Year in several European countries
- Over 100 published articles and presentations
- Over 5 million article views
- Author of the books "Resume for a Million" and "AI in HR"
👨🎓150'000 students
That's exactly how many participants have taken our courses since 2012
🌍 185 countries
USA, India, Spain, France, Ukraine, Kazakhstan and others
📚 155+ courses
For HR, recruiters, executives and business people
🗣️ 30 languages
We train in different languages and make HR more accessible
What you will gain from the course
-
Intensive course workOn the course you are not a passive listener, but actively participate in online chat during the class, in Telegram chat between classes, as well as practicing all the knowledge gained and get feedback from the author of the course -
ToolsYou will get a large variety of proven tools that the author has tested in a wide variety of companies, many of which were developed personally, as well as examples from top companies -
Ready-made solutionsYou will not need to develop all the solutions yourself. You will immediately receive ready-made solutions based on the "Take and Do" principle. Your task will only be to adapt all the tools you receive to your company -
ExamplesWe'll have plenty of examples and case studies from companies in a wide variety of industries on how they solved business challenges with HR tools. You will surely find many ideas for yourself -
HomeworkIn your homework assignments, you will customize all the tools and solutions for your business, and the course author will personally check how you did. -
Private chatAll students are added to a closed Telegram chat where they can ask questions and get help, share experiences, find like-minded people and friends.
CONVENIENT STUDENT ACCOUNT
Training on the course: recorded classes, practice and support
All resources: webinar recordings, presentations, supplementary materials, are stored in your personal account.
For communication and support, all participants communicate in a dedicated Telegram chat room.
For communication and support, all participants communicate in a dedicated Telegram chat room.
❓ Frequently Asked Questions (Q&A)
A PDP (Personal Development Plan) is a structured document that outlines an employee’s development goals, specific actions to achieve those goals based on the 70-20-10 model (on-the-job practice, social interaction, formal training), success metrics, deadlines, and budget. Unlike an abstract “training plan,” the PDP is tied to career goals and the results of the Performance Review.
In this course, we’ll walk you through how to fill out each field of the template using a real-world example. You’ll receive a ready-to-use PDP template in Excel, a library of over 100 development actions, and AI prompts for automation. By the end of Session 2, you’ll have a completed PDP for a real employee at your company.
Yes. The Playbook is structured from simple to complex. Session 1 covers the basics: what a PDP is, the 70-20-10 model, and common mistakes. Session 2 provides a step-by-step demonstration of how to fill out the template. Even if you’ve never created a PDP before, by the end of the course you’ll have a ready-to-use tool and the skills to apply it.
The Playbook consists of three 45-minute sessions focused on a single tool: the PDP. You’ll walk away with a finished product: a completed template, a library of actions, and an implementation plan. The full course consists of 6–10 sessions covering the entire Talent Management system. If you need a specific tool quickly, choose the Playbook. If you want an in-depth overview of the entire field, take the full course.
The PDP template can be scaled to any size. In Session 2, we provide examples for companies of various sizes. For a small company, the PDP is even more important—every employee counts, and losing a single high-potential employee is critical.
Yes, all three sessions are available as recordings. You can watch them at your own pace, pause them, and fill out the worksheet as the demonstration unfolds.
Yes, once you've completed your assignments, you'll receive a diploma from the Mike Pritula Academy.
Yes. An annual subscription for $1,000 gives you access to all Playbooks and all 160+ courses in the academy. This is a better deal than buying the Playbooks separately.
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