Individual Development Plans (IDP)
Build personalised growth plans for every employee. Career mapping, goals, KPIs, learning pathways, manager reviews. Critical for high-potential development and Omanisation.
Individual Development Plans are structured 12 to 18 month growth plans for employees, built from a current capability assessment, career aspirations, and the company's needs. Talent Arabia delivers IDPs through three models: one-on-one coaching engagements, cohort programs (10 to 30 employees at once), and self-service IDP platform access with manager review workflows. Powered by our proprietary IDP Platform.
12 to 18
Months per IDP
10 to 30
Cohort size
3
Delivery models
Quarterly
Manager reviews
Why HR and L&D leaders choose us
IDPs that actually get done
Most companies have IDP templates. Few have IDPs that managers actually use and employees actually finish. We design programs built for follow-through, not paperwork.
Powered by our IDP Platform
Goals, learning pathways, manager reviews, and progress tracking live on the Talent Arabia IDP Platform. No spreadsheets, no lost forms, no quarterly scramble to update plans.
Senior consultant-led discovery
Every IDP starts with a 90-minute coaching session, not a generic template. A senior consultant calibrates the plan to the person, the manager, and the business need.
Connected to our wider stack
IDP goals trigger training enrollments, assessments validate progress, 360 surveys inform development focus, HRMS tracks promotion readiness. One integrated growth flywheel.
What you get
A development plan that survives the year
Capability assessment, aspirations interview, structured plan, manager review cycle, and quarterly accountability. Built for scale, not just one star employee.
Capability assessment
Skills inventory, competency rating against role, gap analysis. Optional 360 feedback as input.
Aspirations interview
One-on-one with a consultant. Career goals, mobility appetite, motivations, constraints. Calibrated to business reality.
Goals & KPIs
SMART goals across 12 to 18 months. Measurable, time-bound, owner-assigned. Linked to business outcomes.
Learning pathway
Curated training, books, on-the-job assignments, mentors. Linked to Talent Arabia courses where applicable.
Manager review cycle
Structured quarterly check-ins with manager and employee. Toolkit, agenda, and accountability built in.
HR cohort analytics
Progress dashboard for HR. See completion rates, common growth themes, succession-ready signals.
Use cases
When to run an IDP program
IDPs deliver the most value when tied to a specific business need. These are the situations we run them for most.
How we build IDPs
From scoping to first IDP live in 3 weeks
A six-stage process that builds plans employees own, managers can support, and HR can track.
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STAGE 01
Discovery
Scoping with HR and sponsoring leader. Define cohort, business outcomes, success metrics, timeline.
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STAGE 02
Capability assessment
Skills survey, competency rating, optional 360 input. Identify development priorities per employee.
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STAGE 03
Aspirations interview
One-on-one with a consultant. Career direction, mobility appetite, motivations, constraints.
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STAGE 04
Plan co-design
Draft IDP with goals, KPIs, learning pathway, mentors. Reviewed with employee and manager.
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STAGE 05
Manager calibration
Manager briefing, IDP sign-off, accountability set up. Manager toolkit for ongoing coaching.
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STAGE 06
Quarterly tracking
Structured check-ins, progress dashboard for HR, mid-year recalibration, annual closeout.
FAQ
Individual Development Plans (IDP), common questions
A structured personal growth plan for an employee covering current capabilities, career aspirations, company needs, prioritised development goals, learning activities, stretch assignments, mentor matching, and quarterly review milestones.
Three models. Individual coaching engagements (4 to 8 sessions per employee). Cohort programs (10 to 30 employees over 2 to 3 months). IDP platform subscription (self-service with manager review).
Individual coaching engagement OMR 800 to 2,500 per employee. Cohort program OMR 8,000 to 30,000 for 10 to 30 employees. Platform subscription OMR 15 to 40 per employee per year.
High-potential programs, manager development cohorts, succession planning, retention-focused growth conversations, and Omanisation skill development for national talent.
Our own IDP Platform with assessment integration, goal tracking, learning pathway recommendations from our training catalogue, and manager review workflows.
Yes. IDP goals trigger course recommendations from Talent Arabia's training catalogue. Learners enrol directly through their IDP.
Email [email protected] or call +968 9419 4167. We start with a discovery call to understand the audience and pick the right delivery model.
Ready to start with Individual Development Plans (IDP)?
Tell us about your development goals. A consultant responds within one business day to scope an IDP program.