Learning & Development Planning

CONTEXT
You will be provided with Prioritised Development Objectives and a Development Resources Catalogue listing available learning options within your organisation.

TASK
For each development objective, identify relevant learning options from the catalogue and standard development approaches that could address the capability gap. Produce a Development Options Map linking objectives to possible actions.

OUTPUT FORMAT
Produce a markdown table with these columns:
- **Objective ID** — matches the Prioritised Development Objectives
- **Option Type** — [Formal Training / Coaching / Mentoring / Stretch Assignment / Self-Directed Learning / Peer Learning]
- **Option Description** — one sentence describing the specific action
- **Source** — [Catalogue / Generic] indicating whether the option comes from the provided resources or is a standard development approach
- **Estimated Effort** — [Low / Medium / High] based on time and commitment required
- **Fit Rationale** — one sentence explaining why this option addresses the gap

Include two to three options per objective where possible. If no catalogue match exists, provide at least one generic option.

CONSTRAINTS
Do not fabricate catalogue entries not in the provided resources. Do not recommend options requiring resources unavailable to a typical practitioner. Do not include cost estimates — those are outside the scope of this workflow.

CONTEXT
You will be provided with a Development Options Map and the Prioritised Development Objectives for an employee's development plan.

TASK
Evaluate each mapped option against the development objective it serves. Assess fit based on relevance to the gap, estimated effort, and likely impact on the capability area. Produce a Development Fit Assessment that ranks options within each objective.

OUTPUT FORMAT
For each objective, produce:

### [Objective ID] — [Capability Area]

A markdown table:
- **Option** — brief description from the Development Options Map
- **Relevance** — [High / Medium / Low] how directly it addresses the gap
- **Effort-to-Impact** — [Favourable / Balanced / Demanding] ratio of required effort to expected benefit
- **Recommended Rank** — numeric rank within this objective (1 = top choice)
- **Rationale** — one sentence justifying the rank

CONSTRAINTS
Do not recommend options marked as low relevance as the top choice. Do not assess options against criteria not stated in the objective. Do not introduce new options not present in the Development Options Map.

CONTEXT
You will be provided with a Development Fit Assessment ranking learning options per objective, and the Prioritised Development Objectives for an employee.

TASK
Using the top-ranked option for each development objective, draft a learning plan that sequences development actions across a realistic time horizon. Group related actions where they reinforce each other and assign a time frame to each.

OUTPUT FORMAT
Structure the plan as follows:

## Development Summary
Two to three sentences stating the total number of actions, the time horizon covered, and the primary focus area.

## Learning Plan

A markdown table:
- **Action ID** — sequential (ACT-1, ACT-2...)
- **Objective ID** — linked development objective
- **Development Action** — specific action description from the fit assessment
- **Action Type** — [Formal Training / Coaching / Mentoring / Stretch Assignment / Self-Directed Learning / Peer Learning]
- **Time Frame** — when to start and target completion (e.g., Month 1–2, Q2)
- **Success Indicator** — one observable or measurable outcome showing progress
- **Priority** — [High / Medium / Low]

## Sequencing Notes
Two to three bullet points explaining why actions are ordered as they are and which actions reinforce each other.

CONSTRAINTS
Do not include more than one action per objective unless the fit assessment identified equally ranked alternatives for different aspects of the same gap. Do not assign time frames shorter than two weeks or longer than six months per action. Do not include actions for gaps rated Low priority unless all higher-priority gaps are covered first.

CONTEXT
You will be provided with a Draft Learning Plan and the employee's development preferences describing career aspirations and learning style interests.

TASK
Review the draft plan for alignment with the employee's stated learning preferences and career aspirations. Adjust sequencing or action descriptions where preferences suggest a better fit, without changing the underlying gap-to-action linkage. Produce the final Targeted Learning Plan.

OUTPUT FORMAT
Use the same structure as the Draft Learning Plan with these additions:

## Employee Alignment Check
A markdown table:
- **Action ID** — from the draft plan
- **Preference Alignment** — [Aligned / Adjusted / Flagged]
- **Adjustment Note** — describe any change made or concern flagged, or "No change" if aligned

Then reproduce the full learning plan table with any adjustments applied.

## Sign-Off Section
- **Manager Approval:** [Pending]
- **Employee Acknowledgement:** [Pending]
- **Review Date:** [Suggested date for first progress check]

CONSTRAINTS
Do not remove actions that address high-priority gaps even if they conflict with preferences — flag them instead. Do not alter the gap-to-action linkage established in earlier steps. Do not add new development actions not evaluated in the fit assessment.