STRATEGY
always implement these policies themselves). There needs to be a revolution in schools’ HR practices – not simply an evolution – and the pandemic has proven that we can do radical things. Given the current hybrid working model and staff shortages, many employees will be working remotely – and potentially for longer hours than is typical. The culture within many business schools has been one where face-time has been prized over productivity. This will need to change if employees are going to be able to work effectively from home. Additionally, it is more important than ever for business schools to focus on recruiting and retaining top talent. This will require schools to offer competitive salaries and benefits, as well as better job security. It will also be important for schools to create a positive culture where employees feel appreciated and supported. Meanwhile, both business school leaders and students must develop and display human skills such as empathy and employ critical and linear thinking. As author Randall Stross shows in his research, reading novels helps to build empathy and linear thinking because the reader is following a narrative about a world that doesn’t exist. Perhaps more fiction should therefore be added to reading lists at business schools?
help staff to achieve their objectives. Allowing people to shape their role and choose their job titles can also be motivating. Business schools are now also recognising the importance of managing a multi-generational workforce. However, there are still a lot of misunderstandings between generations. We need to recongise the different motivations and preferences of each generation in order to create a more inclusive and effective workplace. For example, a common consensus is that while many millennials place greater emphasis on their work-life balance, generation X tends to be more focused on job security and stability. Baby boomers are often thought to be looking for opportunities to learn and grow, while gen Z may be motivated by money and recognition. As recruiters, we need to be aware of these differences and target our recruitment efforts accordingly. With life spans increasing, business education needs to be more creative and flexible, and schools must become exciting places to work in for employees from different generations. Finally, leaders need to be willing to invest in their employees and recognise their contributions. When leaders treat people well and employees are excited about their jobs, and have opportunities for remote working, productivity is likely to increase. Flexible and remote working arrangements Since the pandemic, Business Schools have been receiving an increase in requests for flexible and remote working from staff and faculty. While many schools are still figuring out how best to respond to these, some have already put measures in place. For example, Cass Business School in London has offered its employees the option to work part-time or remotely since the outbreak of the pandemic. This is a change from its previous policy which only allowed employees to work remotely under special circumstances. Flexible working is also widely adopted at Hult International Business School. In this way, Covid-19 has forced business schools to re-evaluate how they operate, and has led to a number of changes in terms of staffing and teaching methods. A cultural revolution in HR There is a general consensus that schools’ HR departments need to focus on creating and cultivating cultures that better align with the values of top talent. To do this, HR professionals must be willing to make significant changes. Business schools should follow the example of top employers, and learn about best practice (after all, they encourage and teach best practice – but do not
The growing popularity of hybrid programmes is making it harder for schools to attract and retain international faculty
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Ambition | BE IN BRILLIANT COMPANY
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