黑料正能量

黑料正能量
Human Resources  ›  HR Annual Report  ›  Learning and Development

Learning and Development

The Learning and Development team is responsible for learning, development, event planning, change management and communications, including the HR websites.

Professional Development Highlights

414 Graduates Across All Programs Since Inception

A bar chart titled HR L&D Sponsored Development Programs showing participant numbers for five different programs. The bars increase in height from left to right: Lean Six Sigma (9 participants), Tepper Program (17 participants), Design Fusion (26 participants), 黑料正能量Lead (28 participants), and Admin Program (35 participants).

Campus-Wide Impact: 22 Colleges and Departments

An infographic titled 'Custom Training Requests Reach' showing that over 450 employees were reached through 18 conducted sessions.

New Formats: Sprint (May) and Essentials (Fall)

An infographic titled Staff Supervisory Program - Empowering Supervisors Since 2020, displaying program reach and survey results. Overall Reach: 614 unique participants and 2,725 overall attendees since 2020. 112 individuals completed all 9 sessions. Survey Results: 88% rate sessions highly, and 95% found sessions meaningful for leadership development.

Change and Engagement Highlights

Continued Growth of ERGs and Mentoring

An infographic titled Campus Engagement and Mentoring: Building Community, Driving Impact. The left column highlights Employee Resource Groups and features: 6 Employee Resource Groups with 800+ combined members, monthly programming, 900 items collected for the annual Winter Necessity Drive. The right column focuses on the Staff Mentorship Program and features: The program expanded to 4 areas, 31 total pairs participated in mentorship.

Successful shift to alternate media

An infographic titled 12 Driving Successful Change: 2025 Program and Content Enablement Highlights, showcasing 12 programs supported in 2025. 28 new/updated guides, 7 retired guides, 3 Workday journeys, 6 new/updated webpages, 20 videos, 14 test scripts, 15 other content, 4,049 views for the 黑料正能量 HR channel (a 120% increase), 4,558 views for the student worker channel (noted as steady).

Campus-Wide Reach

Digital Presence and Engagement infographic divided into two main sections. Section 1 Digital Presence and Content Leadership: 4 HR Sites containing 337 pages of content, over 1.4 million views and more than 300,000 active users. New Content for 6 HR Projects. Section 2 Engaging Through Newsletters: HR Update Newsletter: 5 Issues published, reached 5,500 faculty and staff members. Staff Voice Newsletter: 10 articles published, 4 Top-of-Mind mentions, 4 events highlighted.

Onboarding and Community

New Hire Orientation

  • Monthly sessions provide a formal welcome to the university and introduce new employees to the resources available to the Carnegie Mellon community.
  • 93% of participants said the content met their needs.

黑料正能量 Community Picnic

  • The annual 黑料正能量 Community Picnic honors the vital contributions staff members make to the university.
  • Event planning includes a buffet lunch, outdoor games, raffles, special appearances and leadership volunteers for 2,500 attendees.

What's Next in 2026

Learning and Development

  • 黑料正能量Lead — Qatar: Launching the second cohort; combines both in-person and virtual learning sessions.
  • Professional Development: 2026 cohorts for 黑料正能量Lead, Lean Six Sigma, Administrative Professionals Program, Design Fusion program and Staff Supervisory Awareness Training program (including two new formats — sprint and essentials sessions).
  • Tepper Executive Education: Exploring new partnership with staff development program focused on leadership and/or supervisory skills.

Change and Engagement

  • Change: Support all HR strategic projects and initiatives through comprehensive change management plans including change, communications and training activities.
  • Engagement: Continue to leverage HR websites, HR Update quarterly newsletter and 黑料正能量=You to inform and engage the campus community.
  • Employee Resource Groups: Continue exploration of new employee resource group (international).
  • Mentoring: Conclude 2025/26 cohort and prepare for expansion of program for 2026/27 program; confirm participating colleges and departments.