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For a successful business, you need a viable business idea, the skills to make it work and the funding. Discover whether your idea has what it takes.

Forming your business correctly is essential to ensure you are protected and you comply with the rules. Learn how to set up your business.

Advice on protecting your wellbeing, self-confidence and mental health from the pressures of starting and running a business.

Learn why business planning is an essential exercise if your business is to start and grow successfully, attract funding or target new markets.

It is likely you will need funding to start your business unless you have your own money. Discover some of the main sources of start up funding.

Businesses and individuals must account for and pay various taxes. Understand your tax obligations and how to file, account and pay any taxes you owe.

Businesses are required to comply with a wide range of business laws. We introduce the main rules and regulations you must comply with.

Marketing matters. It drives sales and helps promote your brand and products. Discover how to market your business and reach your target customers.

Some businesses need a high street location whilst others can be run from home. Understand the key factors from cost to location, size to security.

Your employees can your biggest asset. They can also be your biggest challenge. We explain how to recruitment and manage staff successfully.

It is likely your business could not function without some form of IT. Learn how to specify, buy, maintain and secure your business IT.

Few businesses manage the leap from start up to high-growth business. Learn what it takes to scale up and take your business to the next level.

Using personal development plans - checklist

Setting clear objectives and supporting learning in the workplace is a valuable investment in your employees. Here are our hints on setting up a plan for staff development.

  • Identify who should be responsible for each employee's personal development plan (PDP) - typically, the employee's line manager.
  • Create a learning culture which encourages everyone to develop; consider using external mentors for senior managers.
  • Make sure employees understand the company's objectives and how they contribute to these.
  • Develop a standard set of questions to use as the basis for discussion about the employee's objectives, strengths and development needs.
  • Encourage individuals to identify personal development objectives - even if these are not directly related to the job.
  • Assess how employees' objectives match the company's requirements. Be prepared to negotiate a mix of objectives to suit both the employee and the company.
  • Consider whether challenging, long-term objectives or more immediate needs suit the employee best, and discuss preferred learning methods.
  • Agree up to three specific, realistic and measurable key objectives and deadlines; identify priorities and any interim objectives.
  • Identify how learning in the workplace can contribute: for example, providing new tasks and responsibilities, together with on-the-job guidance.
  • Identify any role for formal training, particularly if several employees will be able to benefit or if special expertise is needed.
  • Identify opportunities for self-directed development, together with support and encouragement from the manager.
  • Ask the employee to assess progress against the objectives, and discuss problems, typically every three months; provide positive feedback.
  • Agree revised objectives and new development opportunities.
  • Measure how cost-effectively PDPs contribute to achieving business goals. Identify other factors preventing success (eg poor systems).