Training and Professional Development

As a consulting firm, where all we have to sell is knowledge, Arup understands that each person’s development is linked to our success in the industry, which then in turn creates more opportunity for all.

When you join Arup, we will work with you to develop a plan that takes advantage of our formal Training and Professional Development Program. The Program - a blend of technical, commercial, business and leadership skill development and leadership development - has been designed to increase your individual performance and maximize overall team success.

Program participation is cross-referenced to responsibility level. During your first years, you will participate in these training modules in addition to your on-the-job training. These include:

New Hire Orientation: An introduction to the basics of our business and the industry. Targeting our new joiners, courses continue over the first six months of employment.

Graduate Training: Training to develop the foundational knowledge and skills required to successfully operate in a chosen field of expertise, including technical skills training, professional skills training, multidisciplinary cross-training and sustainability training.

As you progress in your career and are accountable for greater levels of responsibility, Arup provides further training to help you make those transitions. This includes:

Continuing Professional Development: In-depth training based on your deepening interests and your supervisor’s identification of business needs. This will help you develop knowledge and skills throughout your career so you are conversant with current and emerging trends, technologies and practices in your field. This often consists of external training courses.

Design School: To develop team working, presentation skills, decision-making, client interaction, and collaborative design and problem-solving skills (for people poised to become project discipline leads).

Commercial and Business Skill Development: To increase staff members' commercial skill level and prepare for project management and/or leadership roles in the future. It is for people targeted to have increased financial and client care responsibilities.

Project Management: To provide multi-faceted tools for interfacing with internal/external clients, including understanding project management and contracts. This training is for project managers.

Leadership Development: To learn skills and tools needed to manage the day-to-day operations of the job. This is for people who will be supervising others and running our businesses.

A yearly appraisal meeting with your supervisor records your work of the last year, evaluates your current abilities, and acknowledges your contributions. More importantly, this discussion plans your training program for the upcoming year and identifies target areas where you may have increased responsibility and impact.

“Why should a really good man, a man - or woman - who can get a job anywhere or who could possibly start out on his own, why should he or she choose to stay with us? If there is a convincing and positive answer to that, then we are on the right way. Presumably a good man comes to us in the first instance because he likes the work we do, and shares or is converted to our philosophy. If he doesn’t, he is not much good to us anyhow. He is not mainly attracted by the salary we can offer, although that is of course an important point - but by the opportunity to do interesting and rewarding work, where he can use his creative ability, be fully extended, can grow and be given responsibility.... It is up to us, therefore, to create an organisation which will allow gifted individuals to unfold.”
Ove Arup, 1970
Founder, Philosopher, Engineer, Designer, Innovator