New project: Adoption of Sustainable Accounting Practices for Reporting

A new project to help small and medium business report on their sustainability has just started.  The overall aim of the project is to provide the necessary training and tools for SMEs to adopt sustainable accounting and reporting practices in a cost-effective way.

The project is led by Dr Souad Moufty of the Business School and is funded under the EU ERASMUS Plus Strategic Partnership Programme. Dr Aisha Abuelmaati and Prof Jon Fairburn will also be working on the project.

The project will first carry out a needs analysis in the six partner countries to establish a knowledge gap framework. This consultation will launch early in 2018.

The partnership will then produce a training course, and online training tool and a trainers guide. These will be supported both by the ECVET skills framework and by an achievements recognition framework.

Project Lead

Dr Souad Moufty e: souad.moufty@staffs.ac.uk

Tel + 44 1782 294257

Partners

Staffordshire University, Business School –

Business School PAR, Croatia 

CIVIC Computing, Scotland

Eurocrea Merchant , Italy 

FGUGREM, Spain  

Ruse Chamber of Commerce and Industry, Bulgaria

AKNOW, Greece

Adoption of Sustainable Accounting Practices for Reporting -Report Asap

Funded under #ERASMUS PLUS and will run until Sept 2019.

Why do women still earn less than men?

In the nearly fifty years since the passing of the Equal Pay Act the gender pay gap in the UK has proved to be stubbornly resilient. What has changed is the way economists try to explain its existence and persistence. Fifty years ago economists used to explain differences in wages predominantly in terms of differences in experience, education and training, what collectively they termed ‘human capital’. Whilst they recognised that luck, nepotism and discrimination may be important, differences in human capital were thought to be the dominant determinant of wage differentials. It was, however, recognised that female workers were typically crowded into a narrower range of occupations and industries than males. Moreover, whilst glass-ceilings constrained many female employees’ ability to move up the job-ladder, it was also evident that employers tended to place a low premium on caring skills, which traditionally have been more associated with female workers.

More recently economists have established the importance of non-cognitive productivity-related characteristics, such as motivation, resilience and initiative, in explaining differences in wages. In terms of explaining the gender pay gap this opens up three intriguing possibilities. It may be that females are, on average, less endowed with those productivity-augmenting characteristics. This may be the result of nature or nurture and here the findings that single-sex schooling may be related to lower gender pay gaps is of interest. An alternative hypothesis is that females may have, on average, different preferences, placing a lower relative value on the monetary benefits from working. A third possibility is that employers do not reward males and females similarly for a given non-cognitive characteristic. Behaviour which is seen by employers as positive when undertaken by males, such a providing leadership in group discussion, may be viewed as indicative of a poor team-player when evident in a female employee.

If we are serious as a society about eliminating the 18 per cent gender pay gap then it may be time to pay less attention to altering the behaviour of female workers and spend more time creating more male homemakers.

Nick Adnett, Professor in Staffordshire Business School

The Economic and Social Impact of Stoke City FC

The English Premier League is a global brand. Stories abound of travellers from Stoke-on-Trent travelling to far flung corners of the earth, getting into a cab, pub, or conversation and being asked; “Where are you from?” the traveller responds; “I am from Stoke” only to be told; “I know Stoke FC!”, a list of players is usually reeled out including Peter Crouch and co, and from then onward, the conversation takes on a new dimension of familiarity and friendliness.

Peter Crouch Goal Celebration

 

English Premiership Clubs have fans in all corners of the world. Jerseys are sold in Africa, Asia, the Americas, Europe and Australia. Matches are watched on all sorts of devices and football players are household names with kids dreaming of growing up to be like their heroes or even just meeting them someday.

 

Beyond the pitch however, there is another dimension that is closer to home. Football clubs are generating huge revenues and investing these in a variety of ways with a huge impact to their local economies. For example, Stoke FC’s revenue was £11 million in the 2007/2008 football season and then Championship promotion boosted the Club’s revenue even more from commercial, match day and broadcast streams. In the 2015/2016 Stoke FC’s total revenues rose to £119 million, making them the 9th in the Premier League. The growth in the Club’s income since joining the Premier League has enabled it to significantly increase its investment in the region and grow the profile of the Club and the city at home and abroad.  Some key regional and social impact statistics for Stoke FC for the 2015/2016 season are shown in Table 1.

 

Table 1: Key Regional Economic and Social Impact of Stoke City FC Statistics (2015/2016 Season)
2,391 international visits
119,000+ domestic tourists
£7 million visitor spending
301 direct Club employees (FTEs)
£1.3 million spent on local community initiatives
£29 million spent on Club supply chains (some local)

 

In addition to the impact highlighted in Table 1, the Club has also expanded its stadium to boost match day attendance and attract more visitors to the region, invested in players from the UK and abroad to extend the reach of its fan base to other areas of the globe, invested around £4million into its academy providing local young people with opportunities to develop their football careers at the Club, and invested in the Community Trust to work with the wider community to target individuals who want to get back into education, employment or generally improve their health or mental well-being.

 

Not only does success on the pitch attract visitors to the region who spend on travel, accommodation and food and drink, there is the indirect effect from the supply chain and the induced impact from increased employee spending. Analysis from Ernst & Young LLP shows that Stoke City FC generated a total Gross Value Added contribution of 132 million to the region during the 2015/2016 season. £108 million was directly contributed via the club and its tourism, a further £13 million was generated via indirect effects in local supply chains and £10 million was generated via induced effects. This activity also attracts businesses to locate their operations within the area.

Staffordshire University students and staff with Tony Scholes (CEO of Stoke FC)

 

Granted that a lot of the players might not live in the region, the activities of Stoke City FC resulted in an estimated £66million total liability to the Exchequer in 2015/2016. The presence of Stoke City FC also supported many FTE jobs in the regional economy during that period. 301 people were directly employed by the club, 853 people were employed by relevant supply chains, 401 people were employed via tourism to watch Stoke FC, and a further 682 were employed because of induced effects.

 

Beyond these, the Club supports a variety of initiatives to improve the lives of individuals and communities, working with a number of stakeholders including schools, local government and wider supporting organisations (e.g. the premier league). Community activities are delivered by Stoke City FC’s Community Trust (SCCT) which was founded in 1989 and became a registered charity in 2004. Ernst & Young LLP estimate that around 10,900 people have participated in community and charitable programmes in 2015/2016. 119,600 day trips were organised and 304 people have gained at least one qualification as a result of the Clubs initiatives. During the period under review, 10,246 hours of volunteering community work was done with the result of £8.7 million savings for the local community on physical wellbeing and £2.9 million savings on mental well being from increased physical activity.

 

With these key statistics, it is not hard to cheer for our local team. The sporting and commercial success of the Club in recent years, which includes breaking their transfer record twice in the 2015/2016 season, has allowed Stoke FC to further embed itself as a key member of our local economy. We at Staffordshire University will continue to cheer for the club. You should do the same too 😊😊😊!!!

 

The Importance of Employability Skills – Get Ready for Employability Challenge!

Without a doubt, one of the main challenges for students today is that different employers look for different sets of employability skills. However, it can be difficult for students to think about their employability skills whilst at university given busy schedules and pressure to meet assignment deadlines.

At Staffordshire University we take employability promise seriously. We want all of our students to graduate with the right employability skills and experience to enable them to follow their chosen career path. We promise our students to equip them with relevant employment skills and we deliver on our promise. We are proud about the fact that 97% of our graduates are in employment after graduating. When it comes to employability of our graduates, we are proud to be No. 1* in England for graduate employability. To achieve this, we work in partnership with many industry-leading organisations to help them tap into our home-grown graduate talent as well as helping students develop their employability skills through various initiatives and practices such as mentoring and work-shadowing. Global Entrepreneurial Week (GEW) event held at Staffordshire University every year plays the key role in equipping graduates with relevant work-related skills.

At Staffordshire University, we are committed to helping students maximise their employability and ultimately finding their dream graduate job, by offering a range of career-related events. In particular, GEW is an annual event at Staffordshire University that brings together a range of industry leading employers on campus during which students can meet and network with employers to find out about employment opportunities. Organised specifically for students, GEW and FutureFest event is designed to inform students about the future world-of-work. The Staffordshire University is committed to helping students maximise their employability, therefore the program is centred on topics that can help students succeed in every step of their career development process.

However, whilst we are committed to bringing leading business experts to share their expertise with students, there is also an expectation from students to actively participate in this event in order to get the most out of this unique opportunity for their career development. How to make the most out of this event? Network, network, network. Forward thinking students always have their CVs on hand to give out to potential employers. If you have never written a CV, you could get a professional help from the Career Office, who would assist you in writing a professionally looking CV, highlighting your transferable skills, and any work experience you have to date.

GEW and FutureFest event will provide students with an excellent opportunity to meet employers, discuss job opportunities, better understand career opportunities across various industries, get industry insights from recruiters, network with Industry leaders or simply get inspired. So, if you’re looking for your dream job or just looking to further enhance your employability skills, come along to GEW and FutureFest event held at Staffordshire University on November 13. We look forward to active participation of students in GEW and FutureFest 2017!

Dr Katerina Thomas, Senior Lecturer at Staffordshire Business School

www.staffs.ac.uk

 

*Joint with Bishop Grosseteste University, excluding specialist institutions. Source: DLHE 2017

What Next After Graduation?

Now you have completed an important journey of your life! It is truly a milestone and whether you have done it for yourself or for parents’/partner’s sake, the dedication, commitments and challenges have been great and will live with you for a very long time to come. From now on, anything that you wish to set as a target or challenge is within your reach! Some of you will be looking for jobs and others will make a decision whether to set another educational goal. A master’s degree perhaps, a PGCE or professional qualifications? Any and all are within your sight and sky is the limit for you! Whatever you would like to do, you are now the expert to confirm to yourself, yes, I can and I will do it…

Just to let you know that Staffordshire Business School offers a wide range of Masters degrees, just to mention few: MSc Accounting and Finance, MSc Digital Marketing Management, MSc International Business Management, MA Human Resource Management and MA Strategic Human Resource Management. Most of which attract a student finance loan of £10,280 to pay for the fees and your living costs. Because the University wanted to make it easy for those who wish to further their study, it set the Masters fees so low! Therefore, the £10,280 student finance loan is more than enough to pay the fees and goes a long way to cover significant part of your living expenses. For example, the fees for the MSc Accounting and Finance is £6,200 (for Home and EU students). The recipients of £10,280 from student finance will be left with £4,080 after paying the fees which they can use towards their living expenses!

Remember, if you are still finding it difficult to make this strategic decision about your future, your ‘former’ personal tutor, course leader and all other staff who taught you are only too pleased to discuss this with you. Of course the Postgraduate course tutors are there too to provide further details about their particular course.

Being the Connected University, the message is simple, do not hesitate to get in touch!

Arshad Hussain, Senior Lecturer at Staffordshire Business School.

www.staffs.ac.uk

Sustainable Supply Chain

Operating ethically and operating profitably are no longer mutually exclusive concepts. Leading companies are “walking the walk,” balancing the goal of achieving profitability with gaining social and environmental advantages.

Companies stuck in a mind-set of “what’s the minimum I need to do” are missing out on opportunities to use ethical business practices as an integral part of what makes them unique.

Achieving responsible and profitable supply chains is about gaining a triple advantage creating a clear business case for organisations, as well as benefits for the environment and society. Those focused on this “triple advantage” is supply chain operations can increase competitiveness through increased revenue and brand reputation while decreasing cost and risk.

To sustain competitiveness, companies need to recalibrate their strategies towards ethical behaviour—moving from a focus on compliance to differentiation. Companies engaged in responsible supply chain efforts often refer to their “license to operate.” That implies they’ve established trust with local governments and society by complying with regulations and establishing health and safety programs that give them tacit permission to do business.

So you may think what is a supply chain?

Supply chains are present in every economic sector – they are made up of connections between suppliers of all the goods and services that go into the delivery of products to consumers.

A sustainable supply chain is one that involves the incorporation of socio-cultural, environmental and economically viable practices placed into the full lifecycle of the supply chain. The full lifecycle of the supply chain means all the steps from product design and development, to selection of appropriate materials, manufacturing, packaging, transportation, storage, supply, consumption, and recycling.

What are sustainable tourism supply chains?

In the context of the tourism sector, a sustainable supply chain includes all suppliers of goods and services;

–        either contracted straight from tour operators and associated ground handlers

–        or via suppliers including accommodation providers

A holiday is the end product most commonly purchased in a tourism supply chain.

Sustainable Supply Chain (SSC) encapsulates the trend to use purchasing policies and practices to facilitate sustainable development at the tourist destination. Most research has focused on environmental aspects of manufacturing, while other aspects of sustainability or the challenges for the service sector are largely ignored. Yet SSC is particularly important for tour operators, as the product depends on the activities of suppliers such as accommodation, transport and activities. Therefore, tour operators’ contribution to sustainable tourism will be more effective through the definition and implementation of policies that acknowledge responsibility for the impacts of suppliers.

Across tourism supply chains, research has suggested that the process of implementing sustainable practices is most challenging in the area of transport, and most straight forward in accommodation. Attempt to generate sustainability at the scale of a destination need the combined efforts of the widest partnership of stakeholders.

It is therefore important, when supporting and connecting to a local destination, for businesses to have a strong grasp of the whole holiday experience and the type of advice that will be useful for customers. Each destination has its specific setting, but a general summary of links looks like this:

© 2003 Richard Tapper, Environment Business & Development Group

The Benefits

So why might a business wish to apply a sustainable tourism supply approach – what are the principal benefits?

All supply chains can be optimised using sustainable practices. Sustainability in the supply chain encapsulates a number of different priorities:

  • Environmental stewardship
  • Conservation of resources
  • Reduction of carbon footprint
  • Financial savings and viability
  • Social responsibility

Managing supply chains in a sustainable manner can help businesses in not only reducing their total carbon footprint, but also in optimising their end-to-end operations to achieve:

  • Improved credibility, visibility and brand reputation
  • Improved access to markets
  • Greater operational effectiveness leading to cost savings and profitability

We have created a free online tool to help you develop. Our training tool was developed by and with the tourism industry. This free online training covers 11 modules to complete with short quizzes at the end of each module. This tool helps you to design your own strategy in relation to your individual business needs.  All you need is an internet connection.

Click here to register and start your free online training today:  http://smartour.dcnet.eu/

Marzena Reszka, Staffordshire Business School


Reference

Accenture Consulting (2017). Walking the Walk Driving Competitiveness Through Ethical Supply Chains. [Online] Available from: www.accenture.com

Useful links

https://blogs.staffs.ac.uk/business/2017/04/10/service-quality-in-tourism-the-road-less-travelled/

SMARTOUR logo

19 great events for Autumn 2017

There’s always lots going on in the region, music, comedy, food and drink festivals. Here’s my personal pick

September

October

November

December

Keep up to date with events by following our twitter feed @tourismsu

You might like our guide to Key visitor information and recommended markets

Details of our Tourism and Events courses are here 

jon.fairburn@staffs.ac.uk  01782 294094

 

So you’ve graduated – now what?

5 top tips for new graduates from Senior Lecturer Angela Lawrence

Three years of study have come to an end, exams are over, the university board has sat, results announced and graduation is looming. It can be a worrying and scary time for many graduates as the intensity of those final assessments has been all-consuming for weeks and months. All of a sudden everything is over. There’s quite a gap in your life that you need to fill and you may be floundering and wondering what’s next. If you were smart, you began applying for graduate jobs at the beginning of the year, but even so, you may not yet have bagged the job of your dreams.

Here are a few tips to help you to stay focused on securing the graduate employment that you deserve:

  1. It’s a numbers game

Statistics suggest that 39 graduates apply for every advertised graduate position. So you are up against around 38 ex-students who are applying for the same jobs as you. Don’t be too hard on yourself if it takes a while and you feel like you spend half of every week filling in applications – it’s a numbers game, the more jobs you apply for the better chance you will have of securing the role that’s right for you. Keep believing in yourself and keep on searching through the jobs sites; sooner or later your time will come.

  1. Perseverance is key

Don’t give up – NEVER give up! You have worked hard to earn your degree and you deserve to get a graduate position. Okay, you may have to accept a job that is less than what you want in the first instance, to make ends meet, but do not stop seeking out and applying for graduate positions.  It took three years to get your degree so it may take three months or more to secure that job that you are after.

  1. Keep in work

Work, work, work…and keep working! You may only be working part-time, working to help out a family member’s business or working as a volunteer, but you must keep working. Having that evidence on your CV that you have a strong working ethic speaks volumes to potential employers. Furthermore, you are probably practising a multitude of transferable skills, whatever the role. Skills that employers want to hear about, such as good timekeeping, the ability to work independently or as part of a team, the ability to be trusted, accuracy and attention to detail.

  1. Ask for feedback

If you have applied for a job and had no response within indicated timescales, then ring the company up and ask them if they have shortlisted applications yet. If they have and you are not on the list, ask them if they would mind telling you what the criteria for shortlisting was, so that you know for next time. If you actually got to an assessment board or had an interview, but were not successful in being offered the job, you must ask for feedback. It may simply be that another candidate had more relevant experience, or it may be that you find out it was something that you were lacking, that you could work on before your next interview. It may be the way you interviewed, possibly nerves were showing. So practise makes perfect and you now have that knowledge to help you to prepare yourself better for your next interview.

  1. Network

The saying goes “It’s not what you know, it’s who you know”. This is never more true than in the game of job hunting. It is stated that ninety-three percent of recruiters use LinkedIn for recruitment. So if you haven’t got a professional LinkedIn profile, you’re missing a trick. Join your alumni LinkedIn group and network with alumni who know only too well how hard it is to find that all-important break in the job hunting market. But offline networking can be equally important. Check out the local networking opportunities with your local Chamber of Commerce, and seek out recruitment fairs in your local area or in the region in which you would like to work.

A final tip for Staffordshire University graduates – don’t forget that you have access to our online careers portal, eCoach following graduation. Our Careers Network services are available to you for as long as you need them. Your lecturers and personal tutors will be happy to provide you with references, so good luck and we know you’ll do us proud!

Seasonality pressures and the tourism industry

During the high season, service inconsistency and reduced levels of customer satisfaction can be experienced.

Getting the right products in the right place at the right time is crucial in the holiday season. Holiday stress can be felt by the accommodation industry as the holiday season places pressure on getting it right where a large proportion of revenue is earned in a very short time.

The tourism industry is characterised by tight capacity in the high season, affected by competition from favourable commissions and loyalty discounts offered to customers by the large chains, rising fuel prices, rising import prices in general, a shortage of quality seasonal workers and currently inflation rising above earnings growth. All of these factors place pressure on profitability and sustainability.

During the seasons, the industry is impacted by competition from favourable commissions and loyalty discounts offered to customers by the large quality standardised chains such as Marriott, Starwood and Intercontinental.  These large scale providers agree commissions with popular travel websites such as Expedia to favourably promote their services. In addition, the large scale accommodation providers retain customers by the use of attractive loyalty schemes across the world. This competition can make it difficult for Small and Medium size Enterprises (SMEs) to survive.

However, it is believed that SMEs have better scope for creativity and have a special identity where there is no need for standardisation of brand guidelines that lack local relevance. Customers are savvy and are often willing to shop around for a unique experience.  Knowledge of and adoption of the role of points of local interest in tourism can provide a personal experience. Additional extras that do not focus on price such as local excursions, local food and drink, complimentary services such as spa facilities and free wi fi can help to satisfy customers and retain them.  In order to combat fierce competition from the large scale accommodation providers, a number of SMEs have joined forces with consortiums like for example the Leading Hotels of the World and the Small Luxury Hotels of the World groups to benefit from marketing economies of scale where search engine optimisation plays a role in sustainability of bookings.

Brexit has heightened the problem of obtaining quality seasonal workers as the number of people entering employment in the UK faces decline. This in turn puts pressure on the demand for higher wages and sinks into profit margins. The fall in the value of the pound following the announcement of Brexit is a factor which has led to inflationary pressures due to increased import prices and we now face a situation where price rises are above earnings growth; thus resulting in a turbulent business environment.

So, how can capacity challenges be met during the holiday season and during such an uneasy economic period?

  • Forecast key events and seasonal events and how to resource them.
  • Start online promotions early as this will attract customers in advance, create positive cash flow, enable the business to invest and enable the business to accurately anticipate demand.
  • Recruit staff with the ability to multi task as this will lower overall staff costs and enable customer needs to be more effectively met during the peak season.
  • Invest in staff by training them so waste is keep to a minimum, cost savings are made and customers remain satisfied. Encourage staff to take holiday during the low season.
  • Invest in facilities so that customers are not disappointed by out of date or poorly maintained provision. Refurbish in the low season when there is less demand on resources and during the low season take idle accommodation out of use to conserve.
  • Make use of lean production management principles to include developing long term strategies with suppliers. Just In Time (JIT) techniques gained momentum in businesses over the past decade based on having close relationships with suppliers where supplies are delivered at the moment they are needed, reducing waste and adding value.  Reducing the levels of stock can prevent waste if items are not needed or if tastes change. It also helps cash flow and limits the cost of warehousing and insurance.

Unneeded staff, unneeded processing steps, non-value adding activity should be removed to ensure maximum efficiency. In advocating lean production principles, a focus on quality and continuous improvement is needed; increased responsibility in employee roles in involving staff in decision making is integral.  If products are quality assured before reaching the customer by dedicated employees, then customer satisfaction should be fulfilled. Employees can also be encouraged to take a full part in evaluating the need for improvement whilst tasks are completed.

  • Be energy efficient – see energy training module: www.smartourproject.eu
  • Make use of market segmentation with identification of niche markets including markets with local relevance to maximise revenue where concentration on the needs of such a market can bring competitive gains. Promoting the benefits of low season which include promotional pricing, reduced congestion and quieter relaxation to target markets such as the older generation or empty nesters that are not limited to taking a break during school holidays can be beneficial in controlling demand.
  • Concentration on customer relationship marketing by actively listening to customers, closely meeting their needs and taking action where there is customer dissatisfaction should lead to repeat business.

Coping with seasonal fluctuations in demand presents challenging decision making. Smartour has been developed to provide an insight into these challenges with training modules and an opportunity to share in developing sustainable tourism:  www.smartourproject.eu

By Vicki Disley, Newcastle under Lyme College

UPDATE – The SMARTOUR Tool is now online and covers this topic if you want to learn more 

Useful links

Project website – http://www.smartourproject.eu/ and links to our online training tool and events across England and Italy

Twitter @tourismsu   #SMARTOUR

Facebook page – https://www.facebook.com/smartourproject/

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Teaching and Learning: International Cooperation

The Business School has been working with a number of international partners to support their efforts to upgrade the curricula and enhance the teaching and learning experience of their students for many years now. We have had partners in most Central and South East European countries as well as the Middle East. The Teaching and Learning Conference on 20 June provides an opportunity to invite some of our current partners to join us for a day of activities to consolidate the work we have been doing over the year.

Teaching and Learning has always been the focus of attention of our partners mainly because of the contrast between the traditional ‘talk and chalk’ approach, which had been common in almost all our partner universities, and the modern student centred learning or other alternative approaches. The idea of having students sit on different tables in one classroom, doing different activities baffled some of our visiting colleagues (I am sure it still baffles some colleagues in this country). Assessment in any form other than oral exams was dismissed as not sufficiently rigorous and not appropriate at university level.  Group work, presentation, poster making and other methods of assessing students’ work was treated as not serious.

However, over the years, as the relationship with Western universities developed and EU funded programmes aimed at reforming, restructuring and upgrading the higher education systems and studies were implemented, the university environment and attitudes changed too. The change agents were the younger, Western educated lecturers who gradually entered the higher education sector and began to use methods which they had been exposed to during their time at Western universities. In the meantime, the student numbers had soared too. Students had become very choosy and, being technologically more savvy than their teachers, they could access advanced knowledge and information easier than their professors.  Professors, therefore, had to change their attitudes and raise their games to meet the challenges of a larger number of demanding students and modern technology.

Staffordshire University played an important part in the transformation of the teaching and learning approaches in many partner universities, especially in Albania, Croatia, Kosovo and Macedonia. While working with universities in these countries to upgrade their study programmes and enhance the capabilities of their teaching staff, we also trained a large number of their younger staff on our MBA and MSc/PhD in Economics. Almost all of these young graduates have returned to their universities and are contributing to the training of the next generation of economics and business students. Over the years, around 150 young scholars completed Masters and PhDs at SU, constituting a critical mass of knowledge and skill in the region and in some universities. They have been instrumental in bringing new teaching and learning methods to their universities, something that has been particularly appreciated by students.

Currently we have two EU-funded projects working with 11 universities in Kosovo and Albania. Both projects involve supporting their teaching and learning practices and improving their curricula with the aim of embedding employability skills in the syllabi of different courses. We have hosted a range of staff (from Rectors and Deans to senior professors and new lecturers) and introduced them to the Staffordshire Graduate programme and how it is evolving in different schools – and they are very interested in this programme particularly because they face high levels of graduate unemployment in their countries. Some of our colleagues have also participated in either teaching or running seminars for staff on curriculum development activities. Dr Jana Fiserova from the School of Business, Leadership and Economics, Dr Mohammad Hasan from the School of Computing and Digital Technologies, and myself, for example, were recently engaged in these activities in Kosovo.

In the week beginning 19 June, we will be hosting young lecturers from three universities in Kosovo (University of Prishtina, Riinvest College, University of Business and Technology) and two universities in Albania (University of Tirana and Agricultural University of Tirana). Among other activities, they will be participating in the Teaching and Learning Conference on 20 June. They will be interested to learn about our efforts to improve students’ learning experience by using innovative methods, new technology and a variety of assessment methods that encourage student engagement with the subject and with the graduate attributes. They will also share with us their experience of a different group of students and different teaching environment. In some of these universities, staff have to deal with hundreds of students on their modules and, therefore, are eager to find out how we deal with large classes and how they can adopt some of these methods in their settings. At the same time, their experience of working in universities (and countries) with greater resource constraints would also be of interest to our colleagues.

We look forward to the exchange of ideas on 20 June.

Professor Iraj Hashi

School of Business, Leadership and Economics

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