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Responsibilities for learning and development
Learning and development (L&D) needs arise to meet individual, team and ultimately University objectives. Senior management, managers and individuals have a role in ensuring the following:
Employees
It is the responsibility of each employee to:
- identify L&D that will assist them to undertake their role more effectively or to enable them to expand their role. Where possible, individuals identify appropriate L&D solutions to support a discussion with their manager. Note: Right for employees to request training
- participate in pre- and post- L&D activity discussion with their managers.
- book and attend L&D activities and complete all evaluations that take place at appropriate points as required by the University.
- give sufficient notice to any L&D provider should they be unable to attend. The University has a cancellation policy in place.
- update details under their Trent “personal learning account” for any additional (internal/external) L&D activity not booked through Trent (personal learning account - quick start guide).
Managers
It is the responsibility of managers to:
- identify staff L&D needs to meet individual, team, area and University objectives.
- undertake a pre and post L&D activity discussion to agree and record the aims and impact/benefits of the development respectively.
- encourage their staff to identify L&D needs and consider all L&D requests sympathetically in light of team and area priorities and budgetary constraints. There may be occasions when L&D activity is postponed or refused as a result. Note Guide for Managers on employees right to training
- explain the L&D plans in place to build team capability to contribute to the achieving the organisation's objectives.
Senior Management
It is the responsibility of College Deans and Heads of Professional Services to:
- ensure all their staff are aware of local L&D arrangements for identifying learning needs and seeking approval for learning events etc. alongside the University L&D policy.
- produce an annual L&D plan which identifies staff learning & development needs, priorities and budgetary provision in line with their Business Plan. Their managers understand what budget/priorities affect their area as a result.
- encourage their staff to record any additional ad hoc, internal L&D activity and external L&D activity (eg conferences) - that are not booked through Trent - onto their personal learning account in Trent (personal learning account - quick start guide).
- review annually the impact of the L&D plan following the Performance & Development Review (PDR), monitoring the impact and benefit of L&D for their area.
- scan the environment to analyse and evaluate internal conditions and external factors that affect the organisation and their area and thus ensure staff are adequately developed to cope with a changing landscape.
Staff Learning & Development can provide an annual 'L&D activity' report for your area as captured through Trent to assist with probation, promotion and annual reflection of L&D activity.
L&D providers
It is the responsibility of L&D providers to:
- ensure that details of their L&D activities are available on the Trent system.
- take attendance records for the L&D activity (whether booked or ad-hoc) and update Trent accordingly.
- undertake, analyse, review and report on appropriate evaluations of effectiveness.
- contribute to the review and production of the Annual Staff Learning & Development report.
