CPD from University perspective (overview)
Derby University has taken a holistic and strategic approach to building a high performing culture. (Actually we have just submitted for a national award as we think doing this in such a structured and complete way is quite unique). In recognition that we are the ultimate people business - everything we achieve is through people. The quality of our service, our student experience, all our outputs are totally dependent on the skills, knowledge and attitude of the staff - what we each do and how we go about this. Therefore improving our business performance will only be achieved by maximising the contribution of each member of staff.
Therefore, we need to provide a positive and supportive environment where people are clear what the University is striving to achieve - to allow alignment to goals - and are eager to continuously develop themselves. We are in a highly competitive market place so we need to be continually raising our performance. Bit like walking up the down escalator.
Key focus for our HR Strategy is around raising performance – recognising this is not achieved by a single intervention, and is not a short term approach. It’s about building a distinctive brand with an engaged workforce.
[Values, total reward, engagement, employer branding, R&S, ‘healthy, happy and here’, etc].
So how does this fit with CPD - well it is important that all staff are encouraged and actively engaged with their continuous development. To be successful it is necessary to build a strong learning culture where individuals take ownership and responsibility for their development – they are the ones best placed to define and action this.
It’s about actively planning, applying and critically reflecting on their development – as an ongoing activity. Should be a real win: win scenario - Enhancing individual skills and knowledge develops their employability and raises individual and overall performance.
Not a deficiency model – but about getting even better in work role (and beyond) . Consider strengths, future challenges, role and carer aspirations and aligning development to help an individual to achieve own and organisational goals. About balance and focus; the individual at the heart of their development, aligned with strategic priorities of the University – recognising and developing individual talent and so ensuring we are fit for the future.
