organisational learning and development ol d directions initiatives l.
Download
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

Loading in 2 Seconds...

play fullscreen
1 / 40

Organisational Learning and Development (OL&D): Directions & initiatives - PowerPoint PPT Presentation


  • 417 Views
  • Uploaded on

Organisational Learning and Development (OL&D): Directions & initiatives Greg Giles Manager: Organisational Learning and Development Human Resources Unit UniSA provides framework and opportunities for learning and development

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about 'Organisational Learning and Development (OL&D): Directions & initiatives' - Antony


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
organisational learning and development ol d directions initiatives

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

Greg Giles Manager: Organisational Learning and Development

Human Resources Unit

a shared commitment
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
ol d team
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
our approach 1
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)
our approach 2
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)
responsibilities
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
induction9
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
academic staff
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
slide17

Academic Career Development Framework

End of Probation and Review with Supervisor

research
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
professional staff
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
slide23

Professional Staff Capability Development Framework

Our Approach

Sustaining Leadership

Embedding Leadership

Transition to Management

Building a Professional profile

worksmart
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.
women leadership
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
slide29

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.
resources31
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
good practice
Good Practice guides:

Dealing with client enquiries

Developing service standards

Project Management

Mentoring

Action learning tool-kit on TheArt of Supervision.

Good Practice
contributing to organisational development
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
recognition
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.