PDP Master: 70-20-10 Employee Development Plan [EN]
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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
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
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
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
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