Learning opportunities

The vision of learning at UNDP is to strengthen our knowledge-based organization so it is consistently recognized for excellence as world-class in development advocacy and advisory services.  The results of our learning efforts enhance the capacity of our global development network as it advocates for change and connects countries, partners and clients to knowledge, experience and resources, offering a global perspective and local insight to help empower lives and build resilient nations.

Education Programme Assistance (EAP):

EAP provides a means for self-motivated staff to seek funding assistance towards an academic qualification leading to a Certificate, Diploma, Bachelors, Masters or Doctoral degree which is beneficial towards their work and future career. UNDP funds 50% of the costs. Staff members apply for the funding before enrolling to the programme.

Leadership Development and Management Skills Programme (LDMSP):

The LDMSP is an on-line self-paced virtual learning program conducted in English.  Participants will be enrolled in the LDMSP “virtual learning programme” site created in Teamworks, and they will have the opportunity to select from pre-determined online e-courses.  

o The entry-level manager programme aims to develop requisite managerial skills and competencies for first-time supervisors in order to enable them to effectively contribute to the positioning of UNDP as a world-class knowledge-based organization, and to help them acquire the skills and competencies they would need to achieve UNDP’s strategic results.

 o The Mid-level manager programme is a four-month blended learning program mid-level managers, in complex team leadership roles.  The overarching goal of LDMSP is to foster a cadre of individuals who are able to understand their role, as managers and leaders, in creating enabling environments where all team members can contribute to UNDP’s development work towards the achievement of the MDGs. 

 o Senior managers and leaders at UNDP are being provided with appropriate learning opportunities to enhance their leadership and managerial competencies and to stay abreast of global issues and trends. 

 Learning Management System (LMS):

The Learning Management System (LMS) is UNDP’s online corporate learning platform providing universal access to learning services to all UNDP Staff, partners and stakeholders. The LMS online learning environment enables the management, delivery and tracking online courses, certifications, online facilitated learning, assessments, surveys, blended learning curriculum (online and face-to-face) via the Virtual Classroom and traditional face-to-face workshop registration. The LMS provides UNDP management with reporting and analytics of learning data in the organization as well as integration to corporate systems.

The LMS houses a library of more than 100 internally developed, UNDP-specific courses, and it also contains well over 2,000 off-the-shelf online courses  (SkillSoft)  - several hundred of which are available in French and Spanish – which cover subjects such as management skills, communication and IT skills. 

The LMS also gives an opportunity to read thousands of e-books on different topics such as: Business topics, IT and Technical topics, Office topic and well-being topics.


Teamworks is a globally available, secure Web 2.0 social networking platform that enables development practitioners to leverage the collective knowledge of communities, individuals, programmes and projects.

By using Teamworks, you are joining thousands of colleagues across the globe and across the United Nations family to share knowledge and expertise and collaborate in ways never previously possible. We look forward to your knowledge sharing contributions.

Management Practice Network:

The Management Practice Network (MPN) is UNDP’s internal forum for discussions on proposed and ongoing specific UNDP policies, procedures, and cross-cutting management issues.

The MPN is a moderated network, largely subscribed to by senior, middle level managers and operational staff and serves to promote an essential exchange of common management professional interests and concerns. The discussions often lead to concrete changes in corporate policies.

In addition to the MPN Management, there are four sub networks for discussing issues specific to Finance (MPN-Finance), Human Resources (MPN-HR), Procurement (MPN-Procure), and Project Management (MPN-Project). These sub networks, subscribed to by specialized staff in these areas, are used by and large as “problem-solving” networks, and as such, topics discussed in them tend to focus on operational issues.

Annual Country Office Learning Plan:

Each year, we conduct a staff learning needs assessment. From its findings, we compile a learning plan to fill any identified gaps. Staff members have opportunity to express their learning needs through the process of Performance Management and Development, and learning needs analysis surveys.

As part of the Performance Management and Development process (PMD), staff members have the opportunities to discuss with their managers their needs in terms of professional development and learning. These are also considered when compiling the County Office Learning Plan.

A considerable percentage of our Management budget goes to staff training through regular face-face sessions and staff participation in different regional workshops.

5% Learning time:

UNDP staff members pursuing a learning programme may request to use 5% of their time for this purpose.

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