Training Strategy
Peter Cocks
Student Number: D099912345
Assignment 2
14 January 2013
Introduction
The Catholic Education Office Melbourne (CEOM) is a leading provider of school education in Melbourne. It represents the sixth-largest education system in Australia, operating in the third-largest Catholic diocese in the world. In 2012 about 146,400 students are enrolled in 329 Catholic schools in the Archdiocese of Melbourne, supported by more than 16,700 teaching and non-teaching staff. The CEOM is the central bureaucracy supporting these Catholic schools and teachers with operational services, policy development and political advocacy. The CEOM more than 400 professional and administrative staff. The CEOM Mission is to support the schools to provide an outstanding Catholic education that integrates faith, life and culture.
The CEOM is organisational structure is based on a hierarchical management model similar in many organisations. The structure includes a Human Resources Group which has responsibility for the implementation of the organisations Professional Learning policy.
Overview of CEOM Training Initiative
Rather than focus on a specific CEOM training initiative, this assignment will consider the purpose of the CEOM professional learning policy. The defining feature of the CEOM professional learning policy is it has a learner centred approach and includes many of the characteristics of the employee led development schemes (ELD), mainly the ELD philosophy that employee learning is owned and driven by the employee him/herself (Holden et al).
Although the CEOM initiates numerous, targeted organisational wide training events including new employee induction and corporate initiatives such as managing performance, EEO and OHS the CEOM professional Learning policy specifically states “ultimately, responsibility for an individual staff member’s professional learning rests with the individual. Each member of staff is expected to take the initiative in developing their own
Student Number: D099912345
Assignment 2
14 January 2013
Introduction
The Catholic Education Office Melbourne (CEOM) is a leading provider of school education in Melbourne. It represents the sixth-largest education system in Australia, operating in the third-largest Catholic diocese in the world. In 2012 about 146,400 students are enrolled in 329 Catholic schools in the Archdiocese of Melbourne, supported by more than 16,700 teaching and non-teaching staff. The CEOM is the central bureaucracy supporting these Catholic schools and teachers with operational services, policy development and political advocacy. The CEOM more than 400 professional and administrative staff. The CEOM Mission is to support the schools to provide an outstanding Catholic education that integrates faith, life and culture.
The CEOM is organisational structure is based on a hierarchical management model similar in many organisations. The structure includes a Human Resources Group which has responsibility for the implementation of the organisations Professional Learning policy.
Overview of CEOM Training Initiative
Rather than focus on a specific CEOM training initiative, this assignment will consider the purpose of the CEOM professional learning policy. The defining feature of the CEOM professional learning policy is it has a learner centred approach and includes many of the characteristics of the employee led development schemes (ELD), mainly the ELD philosophy that employee learning is owned and driven by the employee him/herself (Holden et al).
Although the CEOM initiates numerous, targeted organisational wide training events including new employee induction and corporate initiatives such as managing performance, EEO and OHS the CEOM professional Learning policy specifically states “ultimately, responsibility for an individual staff member’s professional learning rests with the individual. Each member of staff is expected to take the initiative in developing their own