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The Learning and Development family sits within the Human Resources practice area. An example career pathway could take you from Training Coordinator to Head of Learning and Development.
What is Learning and Development?
Whether based centrally or in departments, Learning and Development at UCL sets out to support sustainable organisational strategic priorities across the institution and in departments through developing capabilities, competencies and skills in staff, both as groups and as individuals.
The Learning and Development function within HR works with other areas to obtain data to understand people-related trends and patterns to best anticipate and support training and development needs. They then make budget and best practice-based decisions around how to best support staff through development activities and make plans for delivery – either commissioning suppliers or creating and delivering training themselves.
A crucial role of Learning and Development is to ensure compliance with essential/mandatory training (e.g. Health and Safety and General Data Protection Regulation (GDPR) and ensuring that staff receive appropriate training opportunities to support their needs as they grow at UCL.
Development activities are not limited to formal training, however, but also encompass blended learning approaches, learning through interactions with others and learning on the job (known as the 70/20/10 model).
Practitioners in Learning and Development at UCL model best practice and innovation and principles around inclusion and accessibility (e.g. location, content, mode of delivery and accounting for part- time working). This approach is reflected in the design, delivery and commissioning of learning opportunities, as part of a culture of learning, investing in people and supporting growth and mobility that applies to our diverse staff population at all stages of their careers.
Role Profiles
Case Studies
Jay Gerrans
HR Officer, UCL Innovation & Enterprise