UA Library > Intranet Home   This University of Arizona Library site is archived and is not maintained.

HR
Announcements/Updates
Development of  “list” of modules for training

Welcome to Linda Hefferman from HR

Open House  in good shape expect +/-17
Carla, Guillermo, Jim speaking
Laptop there with Barb

Packet from Heather (Calgary)
Competencies etc. Laura will make copies of relevant materials after passing around.

Limell the matrix – it’s just survey of current training.
Spotlight is doable, just need notice.

2nd Team Report is Nov. 11 (Library)
Latest re: construction – still uncertain
Jim hopes to more  after 10/12 meeting
It is finally getting on people’s radar screen (which is a really good thing)

-Described to Linda what our team’ responsibility is and what we are doing.
-Hoping to we can tap into HR as well.
-In addition to materials and training  looking for ways to track competencies and effectiveness in the long run, both tech /info and behavioral and accountability.  Maybe a coach???
-Who will address the performance issues which will be a high priority?  What’s a reasonable period of time to expect this?  Will a “coach” work with trainee in meantime?

Linda – what do you expect of HR?
Perhaps in developing some of the behavioral modules (e.g. Dealing with difficult people).
Also proactive in HR looking to see that we’re not over looking  important issues.
HR customizes their programs to meet needs.  They’ll help us in anyway possible (e.g. Mediation feedback).

HR – helps people gain tools and skills to help us solve problems.  A behavioral “subteam” of our team could work with HR as a “developmental partner” to determine and develop behavioral modules.  Define competencies at HR.

Negotiate organizational effectivess for how we’ll work together after the training weekend (Nov. 7).

Also get materials from Langevin to HR.

Joe will be the contact.

Module Discussion

“Mega” areas that could connect later.
Behavioral
Operational – policies
Technical
Information

What things weave together well and what need to be separate.

For student employees – what are the 5 most critical areas they need (as posed to everything else).
Reference already  does 40 hours of training, very difficult to narrow down.

Issue of when (how) to train.  Hope for new ideas of how to train from Langevn.

New people might want to be tapped as trainers in specific areas of expertise.

Subteams to figure out competencies in each of  4 mega modules and based on” determine units which would then be assigned out for writing.

Limit the modules.

Competencies
Something measurable
Standard Preferred
Refer to Calgary document

AR – Joe will send list of our names to Linda.

Next week agenda
Langevin update
Update on Open House
Point people for  4 modules and flesh out details.