INDIVIDUAL DEVELOPMENT PLAN SOFTWARE

Turn assessment gaps into development plans managers own.

Generate gap-driven individual development plans (IDPs) from 360 assessment data, structured around the 70/20/10 framework. Manager-validated, quarterly tracked, mapped to your L&D catalog.

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Gap-driven plans · Manager validation built in · L&D catalog matched

Competency · LeadershipL2L4

Strategic Thinking

Gap detected

−2 levels · soft skill

P1 priority

IDP action plan

70 / 20 / 10 framework

70%On the job

Lead a cross-team Q3 project
by Jul 15
Own the next quarterly business review
by Sep 30

20%From others

Bi-weekly 1:1 with VP Strategy
ongoing
360° feedback debrief with manager
by Aug 15

10%Formal

Strategic Leadership 101 (4h video)
by Jun 30
Decision Frameworks (book)
by Aug 31

AI-generated

From 360° assessments

70/20/10

Development framework

Gap-driven

From assessment data

Tracked

Quarterly progress reviews

THE CHALLENGE

Why most development plans sit in drawers

HR teams produce IDPs after every assessment. Most go nowhere. Three reasons why.

The reality01

Generic templates everyone ignores

Off-the-shelf plans don't match the actual gaps your assessment uncovered.

With Huneety

Gap-driven plans, not templates

Huneety pulls competency gaps from 360 data and builds the IDP around them.

The reality02

Training-only plans with no follow-through

70% of growth happens on the job — but most IDPs are 100% courses with no accountability.

With Huneety

70/20/10 baked into every plan

Every IDP combines stretch assignments, mentoring, and training. Manager-validated, quarterly tracked.

The reality03

No manager, no accountability

Development plans without an owner become checkbox exercises. Deadlines slip. Progress stops. The plan becomes paperwork nobody follows up on.

With Huneety

Manager validation + quarterly check-ins

Manager validation workflow. Reminders, progress tracking, and re-assessment built in.

HOW IT FITS

Map. Assess. Develop.

Every framework, every assessment, every gap analysis leads here. The IDP is where the work actually happens.

Map

Build your competency framework with AI or import your existing one.

Learn more →

Assess

Run 360 assessments. Identify gaps at the skill and competency level.

Learn more →

Develop

Generate gap-driven IDPs structured around 70/20/10. Manager-validated, quarterly tracked.

WORKFLOW

From assessment to development in 4 steps

Every individual development plan in Huneety follows the same workflow, but the activities are personalized to the gaps the assessment revealed.

Pull gaps from 360 data

The system identifies your top 3 competency gaps based on assessment scores vs target level.

Generate the 70/20/10 plan

AI suggests on-the-job stretch assignments, mentoring matches from internal experts, and relevant L&D catalog items.

Manager validates and activates

Draft plan flows to manager for review. Once approved, the plan moves to active and milestones are set.

Track progress, re-assess, repeat

Quarterly check-ins. Activity completion. Re-assessment after the cycle to measure competency improvement.

Gap-driven plans, not generic templates

Pulled from real assessment data

Huneety identifies the largest gaps between current and target competency levels for each employee, ranks them, and structures the individual development plan around the top 3. No more guessing where to focus.

Personalized to the role

An IDP for a first-time manager looks nothing like an IDP for a senior engineer. Both are generated from the same workflow but the activities, mentors, and training all match the actual role profile.

360 Assessment Results

Marketing Manager

Strategic Thinking
L2L4
−2.0
P1
Communication
L3L4
−1.0
P2
Data Analysis
L4L4
✓
—
Decision Making
L2L3
−1.0
P3

Auto-generated

Top 3 gaps identified · IDP auto-generated

70/20/10 baked into every plan

Stretch assignments (70%)

AI suggests on-the-job experiences for each gaps identified in the report: leading a project, presenting to executives, owning a customer relationship. These are how 70% of real growth happens.

Mentoring + peer learning (20%)

Expert matching surfaces internal employees who scored ≥4 on the relevant competency. Pair learners with internal mentors instead of buying external coaching.

Training (10%)

L&D catalog integration maps gaps to existing courses before suggesting a new training investment.

Individual Development Plan

Sarah Chen

In Progress

On the job(70%)

Lead the Q3 cross-team initiative

Jul 15

Own the next quarterly business review

Sep 30

Through others(20%)

Bi-weekly 1:1 with VP Strategy

ongoing→ Marcus L.

Training(10%)

Strategic Leadership 101

Jun 30

Group plans and individual plans to bridge the gaps

Roll out a template to a cohort

Push one development focus to a group in a single action e.g., newly promoted managers or a regional sales team. The template is a starting point, not a shared doc: each employee gets their own plan.

Personalized with individual gap data

The group starts from the same template. Each employee's gap data personalizes their plan automatically. One launch, many plans tailored to real gaps.

Manager-validated, quarterly tracked

Quarterly check-ins built in. Re-assessment at the end of each cycle shows measurable progress, or what to adjust next time.

IDP Template

Rolling out to 12

Newly promoted managers

Leadership foundations · 70/20/10 · 3 target competencies

Aria L.

Team Lead

Gap-42%

Strategic Thinking

Raj K.

Senior PM

Gap-28%

Stakeholder Mgmt

Marcus L.

VP Strategy

Gap-55%

Influence

One template, 3 personalized plans— each with its own gap data. Template changes don't overwrite active plans.

DELIVERY

Run a one-time project or deploy permanently

Whether you need IDPs for a single development cycle or want them as part of your annual talent rhythm, Huneety adapts to how you work.

One-time engagement

Project basis

Run IDPs for a single team, department, or development cycle. Get the full platform for the duration of the project, with our team supporting setup and reporting.

Fixed-scope engagement, clear deliverables
Hands-on setup and delivery from our team
Reports + workspace handover at the end

For consultants →

Long-term commitment

Permanent platform

Embed Huneety into your annual talent process. Run IDPs every cycle, integrate with your HRIS, and grow the framework as your organization evolves.

Annual subscription, all features included
HRIS export + ongoing data sync
White-label for HR consultancies

For HR teams →

See it in action with your own competency framework

30 minutes. No slides. We show how Huneety adapts to your vocabulary, your scales, and your workflow.

Book a demo

WORKS WITH

The rest of the Huneety platform

IDPs are the development step, but they need data from the assess step and analytics from the system view.

Skills Analytics

See workforce-wide gap heat maps and identify where IDP investment matters most.

Learn more →

360 Assessment

Run multi-rater assessments that feed directly into gap-driven IDPs.

Learn more →

Succession Planning

Use IDPs to develop high-potentials into the next leadership tier.

Learn more →

FAQ

Common questions about IDPs

70/20/10 (also written as 70 20 10) is the learning model that says 70% of growth happens on the job, 20% comes from others (mentors, peers), and 10% from formal training. Most individual development plans ignore the 70 and 20. Huneety builds activities for all three so plans actually deliver development, not just course completions.

After a 360 assessment, the platform identifies the gap between current and target competency levels for each employee, ranks gaps by priority, and suggests 70/20/10 activities for the top 3. AI proposes assignments from contextual data provided by the 360 assessment report, expert mentor matches from internal scores, and relevant training from the company's internal learning catalog.

Yes. AI suggestions are a starting point. Managers and employees can edit, add, or remove activities before the plan moves from Draft to Pending to Active. The workflow is designed to make manager involvement easy, not to replace their judgment.

Three weeks from kickoff to first reports for a typical project. That includes framework setup (or import), pilot assessment, and IDP generation for the assessed group.

Yes. When 2+ employees share the same competency gap, the platform suggests group development activities — shared training, team coaching, or peer learning circles — instead of running parallel individual plans for the same need.

Yes. The platform maps gaps to existing courses in your L&D catalog before recommending new training. IDP data and assessment results export to HRIS and PMS systems for talent record continuity.

RESOURCES

Continue learning about IDPs

Topics

The 70/20/10 framework explained

Why on-the-job learning drives 70% of development outcomes — and how to design for it.

IDP templates and examples

Concrete 70/20/10 plans for managers, engineers, sales reps, and customer success.

Gap analysis from assessment data

Turn 360 scores into prioritized development priorities your managers will actually use.

From the blog

The 70/20/10 rule for individual development plans

How the 70/20/10 framework structures real development — and why training-only IDPs fail to move competency scores.

Individual development plan template (with examples)

A pre-filled IDP template showing how gap data turns into 70/20/10 activities for a real role.

How to write an individual development plan for managers

A step-by-step guide to building an individual development plan for a first-time manager from 360 assessment results.

Explore the full Individual Development Plans hub

Run your first development cycle in weeks, not months

From kickoff to manager-validated IDPs across your team. Let us show you how Huneety adapts to your competency framework.

Book a demo Contact us