Is your institution’s professional development program a boom or a bust? Are employees excited about the offerings, or uninterested? Is the process for taking advantage of professional development easy or cumbersome? When one institution faced a lackadaisical response to its staff development program, human resources took a step back to identify the barriers to usage and then reinvented the program, which is now highly valued by staff across campus.
Posts tagged ‘learning and professional development’
Plan, Stretch, Connect: How Six Early-Career HR Professionals Are Developing Professionally in Higher Ed
As a kick-off to the Wildfire program, participants used their time in Tempe to learn about the challenges and opportunities within the program and chart a course for their development. Here’s how they’re approaching the year ahead (you can steal these ideas to bolster your own career development!):
Human resources at Rhode Island School of Design (RISD) recently organized an interactive half day of professional development for faculty and staff at the institution. Here, Candace Baer and Cassandra Goryl from RISD share five tips on how you can plan a successful professional development event at your institution.
University of Wisconsin-Madison human resources has recently implemented a communities of practice model that serves to foster the development of learning communities through which HR practitioners can build their knowledge, skills and abilities to enhance their work in service to the campus community.
It seems like these days there’s a “day” for everything: National Cheeseburger Day (September 18), Talk Like a Pirate Day (September 19), World Introvert Day (January 2) … the list goes on. While these days have varying importance depending on who you talk to, there is one day we hope you’ll join us in celebrating — Digital Learning Day on February 17.
For years, University of Michigan’s learning and development function was floundering. Low staff morale, low program participation, continuing budget cuts and growing budget deficits made for some tough times for the organization. In 2012, UMich’s HR development team faced a decision – reduce professional development programming even further or rebuild the function entirely. In choosing to rebuild, the team employed five key tactics to operationalize its newly-created business strategy.