Employee Development at U of T
An inclusive culture anchored in employee development. That’s the goal.
We need to rethink how managers and employees work together to build talent for our future. Employees are responsible for their career, but they cannot achieve their goals without the support of their managers. We believe everyone wins when employees plot their path, and managers support the opportunities to build the skills necessary using our growing catalogue of development opportunities.
Leveraging our Experience, Exposure and Education approach, managers can discuss options with employees who strive to realize their career aspirations.
Research shows that learning occurs in three ways, and that orchestrating them together leads to the better development for employees
Education is learning by instruction from an expert, in the physical classroom, a virtual classroom, and through self-paced online courseware.
Every idea on this list is set up as a learning activity in the Learning Management System (LMS). To add an exposure activity to your learning record, you can register for it in the LMS. Your manager will need to approve it once it’s been completed.
Experience is learning by doing, through new roles or on-the-job “stretch” situations with real performance consequences. Experience, with reflection and feedback, provides the greatest opportunity for acquiring and refining knowledge, skills, and behavior. These are just a few ideas for on-the-job experience you can use.
Every idea on this list is set-up as a learning activity in the Learning Management System (LMS). To add an experience activity to your learning record, you can register for it in the LMS. Your manager will need to approve it once it is completed.
Frequent & Informal Conversations
We see a future with more frequent, and informal conversations, so that managers are in touch with not only what their employees’ career aspirations, but also able to refine and adjust development goals and plans as necessary. It is these regular interactions, understood, valued and repeated by everyone for that actually make it a culture.
A culture of development: Everybody wins.
Developing your team is great for them, for you, and the University of Toronto. Doors open to opportunities for employees who have strong development plans and outcomes. They move on to the next stage of their careers, bringing with them the rich experiences and institutional knowledge they have accumulated in previous roles. The University as a whole benefits by the increase in talent retention and the creation of pipelines to fill future gaps. When managers take an institutional view of development, not only do they experience the genuine satisfaction of supporting someone’s career, they are supporting the future of the University.