Organisational Development

Our Focus

• A shift in orientation from identifying individual needs to developing and implementing training strategies (overall organisational effectiveness)
• The application and transfer of knowledge and skills rather than merely their acquisition
• Development of a learning culture
  • Emphasis on continuous development and lifelong learning
  • Expectation that individuals assume responsiblity for their own learning
• Advancement of skills capability to determine long-term competitive performance
• Enhanced commitment to training from senior management
  • Recognition of the strategic role and integrating function training and development plays in organisational effectiveness
  • Recognition of the contribution training makes to corporate strategy, and that investment in training pays
  • Increasing interest in how people learn differently
• Development in IT
  • Increasing investment in learning media and resources
• Continuous Improvement
  • Teamwork, flexibility and positive attitudes
  • Greater involvement of line managers in training activities, particularly in the role of coach
• Organisational learning

Staff development is recognised as integral to the Performance Development Framework (PDF) process. The planning stage of PDF is the means by which our staff and their managers discuss the goals that will help them achieve their performance and career development objectives.