Download
organisational learning and development ol d directions initiatives n.
Skip this Video
Loading SlideShow in 5 Seconds..
Organisational Learning and Development (OL&D): Directions & initiatives PowerPoint Presentation
Download Presentation
Organisational Learning and Development (OL&D): Directions & initiatives

Organisational Learning and Development (OL&D): Directions & initiatives

549 Vues Download Presentation
Télécharger la présentation

Organisational Learning and Development (OL&D): Directions & initiatives

- - - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript

  1. Organisational Learning and Development (OL&D):Directions & initiatives Greg Giles Manager: Organisational Learning and Development Human Resources Unit

  2. UniSA provides framework and opportunities for learning and development In return, staff are encouraged to engage and develop their skills, knowledge and talents to: further their careers enable them to meet challenges of external and work environment with competence and confidence Reciprocity is the key. A Shared Commitment

  3. Formed 2003 initially with 3 staff growing to 5 by 2006 Our role: Provide and co-ordinate development opportunities for staff to: Acclimatise staff to UniSA Build shared understanding of UniSA's intent and directions Engage staff in learning about environment in which we operate Build staff capability to meet future organisational needs Contribute to strategy development Collaborate on organisational development initiatives. OL&D Team

  4. Emphasis on: Development rather than training A systematic approach to induction Performance management as foundation for individual capability, career and professional development Building understanding of our roles and the context in which we work Our approach (1)

  5. Linking individual learning needs to UniSA’s priorities Building collaboration and communities of practice Strengthening leadership capability at all levels Assisting staff develop career management skills Delivering relevant programs customised to the needs of staff and the University environment Understanding that change is constant. Our approach (2)

  6. 4 main areas: Oversight and management of induction framework Provision of programs, activities and resources that assist in building capability and supporting career development Contributing to organisational development initiatives Oversight of UniSA’s staff development policies and strategies. Responsibilities

  7. INDUCTION

  8. Induction framework has five components: introduction to University legislative obligations introduction to local workplace teaching and learning environment research infrastructure. Components built into activities at corporate,division & school/unit/centre levels Content varies with employment status; continuing, contract, academic, professional Induction supported by online resources and face-to-face learning opportunities. Induction

  9. BUILDING CAPABILITY

  10. Oversight of policy framework Induction to role activities: Program Directors Course Co-ordinators Staff travelling offshore to teach Researcher development Leadership development Capability building workshops Contextual awareness seminars. Academic Staff

  11. Academic Career Development Framework End of Probation and Review with Supervisor

  12. OL&D a major partner in provision of development for our research intensive academics: Early Career Research program has been running for three years (100+ graduates) New flagship program on Research Leadership, running for 18 months. Research

  13. Career development framework Worksmart program New policy framework - Study Assistance Scheme assists staff gain qualifications relevant to their current position or career goals and maximises their contribution to achievement of UniSA’s goals. Leadership Dimensions program and Leadership capability framework Focused leadership programs – SEOs Learning resources. Professional staff

  14. Professional Staff Capability Development Framework Our Approach Sustaining Leadership Embedding Leadership Transition to Management Building a Professional profile

  15. WorkSmart • Worksmart is for professional staff levels 3-7 • 300+ activities attended by over 2000 staff • Organised into 3 streams to address UniSA priorities: • ◦ Supervisor Series addresses challenges faced by staff with supervisory responsibilities • ◦Building Your Professional Toolkit builds generic capabilities and communities of practice of staff • ◦Steering Your Career develops career management skills among professional staff.

  16. Women & Leadership (WAL) program began in 1996 assisting women staff to: plan their professional development develop appropriate skills and experience develop their potential as leaders WAL part of ATN Women's Executive Development program - includes annual Clare Burton lecture From 2007, WAL will focus on Career Development cohort program for senior academic women (Level C) to help meet institutional KPIs. Women & Leadership

  17. Clare Burton Memorial Lecture Series

  18. Senior Staff • Embraces array of interlocking activities • Balances individual and group development with contextual learning • Activities include: • ExecutiveCoaching Program • Contextual Awareness seminars • support for learning through networking and collaboration • Retreats.

  19. RESOURCES

  20. Eight Quick Guides for: Legislated and Ethical Responsibilities of Staff Sessional Academic Staff Course Coordinators Staff Travelling to Teach Offshore Supervisors of Professional Staff Adjuncts Newly Appointed Professional Staff Starting Research at UniSA Induction guides, handbooks, on-line materials Four Good Practice and learning guides. Resources

  21. Good Practice guides: Dealing with client enquiries Developing service standards Project Management Mentoring Action learning tool-kit on TheArt of Supervision. Good Practice

  22. ORGANISATIONAL DEVELOPMENT

  23. Contributes to other development initiatives and organisational projects including: Supporting consultation on key policy initiatives, via Contextual Awareness seminars IT skills development Research on issues such as recruitment and retention, family friendly work environment, leadership and management cultures etc Analysis and research on the staff climate survey Organisational learning and development key part of UniSA’s approach to staff engagement and culture building. Contributing to Organisational Development

  24. Building our culture

  25. In its 2004 Audit of UniSA, the Australian Universities Quality Agency (AUQA) singled out Recognition our commitment to the training and development needs of our staff for special commendation.

  26. Find out more:http://www.unisa.edu.au/staffdev/