Human Resources

Career Development - Who can help?

Things you can do to help yourself

  • Build a portfolio of evidence to demonstrate your skills and professional experience
  • Identify your skills and strengths
  • Be aware of available resources to support you eg Learning & Development Toolkit,  AUA etc
  • Be involved in work opportunities -work shadowing, working groups, events etc
  • Look for opportunities - Volunteer to do things – people like someone who is helpful – if you do basic things well you are more likely to  be offered  work with more responsibility
  • Take time to reflect on events or work experiences – what you have gained / learnt/ where does it add value and impact
  • Write up summaries, reports, papers, publications- discuss  and share with others
  • Discuss your personal development as part of PDR or interim discussion


Things your Manager can do to help

Developing individuals is part of a line managers role. Discuss the following type of opportunities with your line manager:

  • On-the job training. Where learning is achieved through performing new tasks and activities, normally under the supervision of an experienced colleague.
  • Job-shadowing. This involves spending time with another member of staff to learn about their role and what it involves.
  • Delegation. Where individuals are given a development opportunity to deliver a short term task. Depending on the activity that is delegated, this can be an excellent way to develop planning, decision-making, problem-solving and leadership skills.
  • Reading materials (e.g. books, journals). Reading about a subject matter is often the best way of finding out about it, but this is probably not suitable for more practical subjects.
  • E-learning. Many topics can now be studied online, which offers convenience as the resources are normally available 24/7.
  • Coaching. A form of one-to-one support aimed at developing a person’s skills and knowledge so that their job performance improves.
  • Mentoring. Similar to coaching, but takes a longer-term approach to facilitating personal and career development.
  • Secondments to other departments/ Work Shadowing Involves sending individuals to different areas of the organisation for a period of time to perform a job role relevant to that department. Gives them the opportunity to learn how other departments work, and to acquire skills and knowledge they wouldn’t get from working in your team.
  • Project working. Gives individuals the opportunity to work with other departments on defined objectives and outcomes. Can encourage learning about other aspects of the organisation, and develop skills such as planning, strategy, communication and team working.
  • Blended learning. When the focus is not just on one development activity, but on a variety, e.g. a mix of different activities are used to develop skills and abilities. This can cater for different learning styles and circumstances, and can prevent the learning process from becoming stagnant.


Things the University can do to help

  • Provide resources to help support staff in their roles – Learning & Development Toolkit, HEaTED, Employee Assistant Programme , other resources etc
  • Signpost AUA support for administration professionalism
  • Promote UoP opportunities that are available – work shadowing, working groups, summer events etc, NVQ etc
  • Consider  professional work shadows/swaps
  • Provide a range of learning and development events to improve personal effectiveness