Cranfield University’s VC visits Australia and New Zealand
Sir Peter Gregson, Chief Executive and Vice Chancellor of Cranfield University in the UK, is visiting Australia and New
Zealand this month.
During the visit Sir Peter will meet with business leaders and alumni of the University in Melbourne, Sydney, Wellington
and Auckland, as well as attending the ninth Cranfield Australian Alumni Scholarship Award dinner at The Hotel Windsor
in Melbourne.
This is Sir Peter’s first trip to both countries since he joined Cranfield in 2013. Sir Peter commented: “Cranfield has
a long and strong history with Australia and New Zealand and they are important to our future. Australia is without
doubt one of our most active alumni groups and we are always impressed by the calibre of students that come to
Cranfield.”
The visit coincides with the launch of new research from the University’s School of Management that reveals that many
organisations across Australia, New Zealand and the UK lack a cohesive talent management strategy, especially when it
comes to the departure of senior leaders.
The research conducted by Dr Emma Parry on behalf of Halogen Software (TSX: HGN) presents key findings about current
investment priorities, policies and practices for managing talent.
Dr Emma Parry, a Reader in Human Resource Management at Cranfield, said: "The research shows the critical issue of
succession planning and the development of a pipeline of talent for key roles is still taking a back seat - this is why
so many organisations are not prepared for the departure of senior leaders. Key employees such as leaders and those with
specialist skills can leave at any time, with potentially devastating results if a succession plan is not in place.
"The results suggest that rather than taking a long-term, strategic approach to managing talent, employers are still
being reactive and not developing joined-up strategies to ensure that they have the skills and competencies that their
organisation needs."
Key findings from the report show:
• Less than half of organisations have a talent management strategy and over a third of respondents think their
strategy is not working well.
• Only 19 per cent of respondents are prepared for the departure of senior leaders.
• Only 17 per cent of employers are making effective use of HR technology to support talent management.
Sir Peter went on to say: “Evidence suggests that many organisations are only just beginning to realise the benefits of
a holistic talent management strategy. We know from previous research that organisations must adopt an integrated
approach to talent management in order to support the longer term needs of the business.”
Whilst in Melbourne Sir Peter will meet with Martin Bean CBE, Vice-Chancellor and President of RMIT University and in
Sydney he will open a seminar on Water and Risk at the University of New South Wales. In New Zealand he will visit
Massey University and host a reception at the University of Auckland Business School.
Ends