Attracting and retaining international faculty The globalisation of business has led to an increased demand for faculty with international experience and expertise. Business schools have responded by recruiting more international faculty. However, the growing popularity of hybrid programmes is making it harder for schools to attract and retain international faculty, other than for occasional online work. Many schools are now offering hybrid programmes that combine online and in-person learning. The online component allows students to learn at their own pace, while the in-person element provides the opportunity for face-to-face interaction with professors and classmates. This combination has proved popular among students, who appreciate the flexibility and convenience that online learning offers. However, the trend is also causing problems for business schools. International faculty are less likely to want to teach in a hybrid programne because it does not allow them to spend enough time with their students. Hybrid working may also lead to burnout and exhaustion as many schools try to be all things to all people – to all their studentss and all clients. People strategy for business schools There is no doubt that the pandemic has disrupted the way business is conducted around the globe. For business schools, this has raised questions about how best to manage their people strategies. The question is: are HR strategies lagging behind in the wake of Covid-19? Many business school deans see themselves as academics first and managers second. This can lead to a lack of focus on HR strategy, which may impact issues such as staff retention and recruitment. A lag may have been caused by the fact that many deans are currently preoccupied with dealing with Covid-19 fallout. What is clear is that business schools need to take a closer look at their HR strategies in light of Covid-19. Faculty and staff should be managed together as a collective serving one another, as well as the school’s community. They cannot operate in silos. A focus on people – rather than products, courses, sales or numbers – should be the priority. If you treat people like machines, they will break down. Business schools cannot afford for that to happen; without their staff, they cannot do a good job for their students and clients. In short, there needs to be a revolution and evolution when it comes to people strategy. Business school leaders must consider a number of things when it comes to developing and retaining high-performing talent. One is ensuring that their school has a clear vision and mission that its employees can buy into; another is creating a positive environment where employees feel appreciated and supported. In addition, it is important to provide people with opportunities for growth and development, and to ensure that they have the resources they need to be successful. Performance reviews should take the form of more regular conversations, where leaders actively
People will no longer put up with unpleasant bosses, long commutes, or hectic lives
An employee exodus in business education Business schools around the world have been expressing concerns about the career prospects of their graduates – but what about the careers of the staff and faculty? There have been media reports of a staff exodus in the higher education sector. The University and College Union warned that demoralised and burned-out academics are leaving UK universities. According to Inside Higher Ed’s 2022 Survey of College and University Chief Academic Officers , 19% of provosts say that faculty members are leaving at significantly higher rates than in the past. The pandemic has also had a major impact on business school faculty. Many professors have lost their jobs due to budget cuts, or because they are unable to teach online classes. A ‘Great Switch’ is also evident in many schools. Faculty are switching to portfolio careers, preferring freedom to working solely for one organisation. Others have decided to retire early due to the uncertain future of academia. This leaves business schools with a shortage of qualified instructors.
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