It is vital that the sector makes the most of the talent within our universities.
Our aim at NTU is to better understand, develop and utilise the talent that already exists in our organisation by making succession planning and the development of potential a core business process.
Our approach to talent management and Succession Planning in NTU has been to focus on our academic population as this is our core activity. We must make well-informed people decisions, so we ensure we have objective evidence available.
Staffing is a significant cost for all HEIs, and we need therefore to ensure we have a professional approach to making people decisions. Our work in this area has been crucial in underpinning both our development and recruitment activity over the last few years.
It is important to ensure that effective succession planning is in place for key roles in the university and we were interested in creating a systematic programme to this end.
NTU’s strategy has many strands that point to the need for the university to make best use of resources and have people ready for the jobs that will be needed.
The programme aims to identify high-potential staff and make an additional investment in them, and to have more credible internal candidates when vacancies occur.