What does Career/Development Planning look like in your organization? I am researching best practices from other companies in order to identify opportunities to take our Development Planning process to next level. 

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Director of HR in Manufacturing, 5,001 - 10,000 employees
We have a SharePoint site with all our development resources. We encourage all employees to have a development plan and re-visit it at least annually. We also focus more centralized investment in critical roles and HIPOs.
VP of HR in Finance (non-banking), Self-employed
Does anyone set completion targets for the entire organization?  First year with a global launch and I thought 25% would be a good start but we're at 43% company wide now, and I am contemplating what the 2024 target should be?
VP of HR in Miscellaneous, 1,001 - 5,000 employees
We have a formal Career Exploration Program for front-line employees. The Program is four phases and includes self-assessments, formal learning, business line/role showcasing, career journey skills (how to write an outcomes-based resume, interviewing skills, etc. 
CHRO in Consumer Goods, 501 - 1,000 employees
we have a robust process that actually includes development conversations min of 1x per year, but in general 2x per year that includes direct manager + 1 over 1 manager to ensure multiple people have line of sight to career interests.  They are called -tri-talks. We then calibrate/review development plans during talent reviews.

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