The first smart personal development plan (PDP)
As an employee, match your profile with that of your current role. Gain insight into your performance and skills that need to be developed. Create your personal development plan (PDP).
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Match your profile with your current role
As an employee you finally have insight into what is expected in your current role and how you are doing. One overview on how you think you are doing compared to the opinion of your peers and manager.
Your own opinion
See in one overview how you as an employee think you are doing in your current role.
The opinion of peers and your coach
All your feedback from peers, partners, clients and that of your manager in one key figure. Complete insight into how you are doing.
Detailed insight into the relevant skills for your role
Give employees insight into which soft and hard skills are required for their current role. Missing skills are concrete input for the employee’s personal development plan (PDP).
As an employee, compare the required soft skills for your current role with the skills that are requested.
View as an employee whether you have all the necessary hard skills that are relevant for your role.
Work experience and education
You also see what the required work experience and education level is for your current role.
An action-oriented personal development plan (PDP)
Translate the insights from the matching directly into specific development goals. The learning suggestions for books, videos and training help you to make goals action-oriented. Store your daily insights in your personal notebook.
Concrete development goals
As an employee, set specific development goals for skills that you want to develop further.
As an employee, make use of the personal recommendations for books, videos and training from your employer and the Learned library to make your goals action-oriented.
As an employee, keep a record of all your daily insights or questions you want to discuss in your personal notebook.
Reflect and ask for feedback
Give employees the tools to take initiative to reflect on their performance in their current role outside of formal feedback rounds. Let them ask for feedback to map their performance
As an employee reflect on your performance in your current role. Discover soft and hard skills that need to be developed. Reflecting is easy with the Learned feedback module.
Ask for feedback based on your role
Give employees the opportunity to easily request feedback from colleagues or their manager based on their current role profile.
Learned replaces the performance reviews by exchanging 360° feedback on relevant skills for the employee’s role profile. Read here why this works for you.
Although opinions about the use of the year-end interview are divided, many HR managers are looking for a new approach. But replacing the year-end interview is easier said than done. In this article we give you practical tips on how you can tackle this.
Trends & Developments
The latest developments in the field of personal development and everything that comes with it. We collect trends and summarise them in short blogs with practical tools.
Use the collected data as input
All the received feedback is merged into the skill passport of the user and your organisation. This way you measure which skills are present and which can still be developed.
Employees collect all received feedback. This feedback is used to display their level per skill.
All the skills of your organisation in one overview. See the average level of the skills and how many people in the organisation actually have this skill.
The talent management platform
Thousands of professionals rely on Learned to organise their talent management.