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TALENT MANAGEMENT >> Dr Richard Howarth

Corporate Education Team, Nottingham Business schools


The benefits of working in partnership with training and development providers are widely acknowledged and promoted, and it is an approach which is also identified and supported, particularly for higher level skills, by the Confederation of British Industry (CBI). Added to this are not only the recruitment and/or talent development needs of businesses, but also the needs, motivations and aspirations of that talent. Dr Richard Howarth from the Corporate Education Team at Nottingham Business schools sees employer, student and business school benefits from such a perspective and talks about the value of the University’s sponsored Barclays degree programme.


ot unusually, Nottingham Business School (NBS) works in partnership with clients (and

other providers) to ensure recruitment and/or talent development needs are met (be it for new or existing talent, degree level or otherwise). Such an approach requires fl exibility and clarity in terms of the ‘pieces of the jigsaw’ and issues of content, approach to delivery and who delivers and where for example.

In its work, NBS seeks to blend understanding with experience and, along with clear refl ections on theory and practice, this leads to work-focussed outcomes for both employers and graduates alike. As Shaun Meekins, Head of Early Careers at Barclays, identifi es ‘We continue to see some fantastic talent coming through Nottingham

Trent to join our Award-Winning ‘Barclays Degree Programme’.” Importantly he also recognises that, “Since its introduction fi ve years ago, we have seen a steady growth in undergraduate demand and recruitment across our business and, to date, we have celebrated 100 per cent retention of NBS students.”

He makes an important point. Not only is it imperative to have clear development opportunities, experiences and structures during a programme, it is also necessary to recognise, and focus on, retention and meeting the needs of graduates of these programmes. This is even more relevant when the reasons for graduates leaving are recognised − considering that many employers don’t appear to track graduates on exit from graduate schemes

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