Stage 1: Analysis of personnel development needs
The first stage is the needs analysis.
It determines which skills are available in the company, which are lacking, and which will be needed in the future.
This analysis can be carried out on three levels:
- Company-related (strategic needs)
- Department-related (e.g., due to new technologies or areas of responsibility)
- Employee-related (e.g., individual development wishes or performance gaps)
Integration of surveys
Employee surveys are a key tool in this phase.
They help to capture subjective perceptions, interests, and potential for improvement.
For example:
- “What skills would you like to develop over the next 12 months?”
- “Do you feel adequately prepared for future tasks?”
- “What formats of continuing education do you prefer (in-person, online, coaching, etc.)?”
Supplemented by management surveys, this provides a comprehensive picture of the qualification and development needs within the company.
Stage 2: Defining objectives and strategic planning
Once requirements have been identified, specific development objectives are defined – such as improving the leadership skills of junior staff or acquiring specific IT knowledge.
These goals should be formulated according to the SMART principle:
- Specific
- Measurable
- Attractive
- Realistic
- Time-bound
At the same time, a PE strategy is developed that is aligned with the company’s goals and takes both short-term and long-term measures into account.
Stage 3: Planning and selection of measures
In this phase, concrete measures are developed.
These can be divided into three categories:
- Into-the-job: e.g., onboarding, trainee programs
- On-the-job: e.g., job enlargement, job enrichment, mentoring
- Off-the-job: e.g., seminars, workshops, e-learning
- Out-of-the-job: e.g., preparation for retirement
The selection depends on the target group, budget, corporate strategy, and available resources.
Stage 4: Implementation of measures
Now it’s time to put the chosen PE instruments into practice.
The following are important here:
- Transparent communication
- Motivation of participants
- Involvement of managers
- Adaptability if requirements change
The quality of the trainers or coaches, the learning environment, and the time frame play a decisive role in the success of this phase.
Stage 5: Evaluation and performance review
The final stage reviews the success of the measures.
It asks questions such as:
- Were the set goals achieved?
- Were the employees’ skills improved?
- Were there positive effects at the team or company level?
Integration of surveys
Follow-up surveys among participants provide valuable insights into:
- Satisfaction with the measures (e.g., content, trainers, practical relevance)
- Self-assessment of skills development
- Transfer to everyday work
Examples of typical questions:
- “How would you rate the relevance of the content taught for your job?”
- “What would you improve about the measure?”
- “How well have you been able to apply what you have learned so far?”
360° feedback or supervisor surveys can also contribute to the evaluation.
Conclusion
Personnel development is not a one-time event, but rather a continuous process that requires planning, implementation, and review.
Those who systematically work through the individual stages—and rely specifically on feedback from surveys—lay the foundation for a sustainable organization with motivated, qualified, and committed employees.
