The strength of the University, like any other organisation, is determined by people, their talents, ideas, and ability to work together. It is the participation and creativity that shape an environment in which new ideas are born, mutual trust is strengthened, and the courage to embrace change is cultivated. However, it is important that engagement and creativity remain more than just declared values but become a living everyday practice that is revealed in the study process, research activities, a culture of collaboration, and interpersonal relationships. This strategic direction reflects the University’s commitment to creating conditions that allow employees to strengthen their general and professional competencies, encourage active community participation in activities and change, foster their overall well-being, and consistently strengthen the employer’s image. At the same time, this direction is focused on creating a value-based culture and environment in which everyone feels seen, heard, and valued.
The strategic direction Engaging and Creative Community commits the University to strengthening community spirit, fostering an open and supportive organisational culture, upholding the principles of equal opportunities, promoting psychological well-being, and creating conditions for every member of the University to grow, create, and act responsibly in shaping the University’s future.
Assoc. Prof. Dr. Evelina Meilienė
Vice-Rector for Community Affairs
By implementing the priorities of this strategic direction, KTU strengthens an organisational culture based on trust, collaboration and open dialogue, enhances staff well-being and competence development, and fosters an environment in which every community member can create, grow and contribute to the University’s progress.
B1 |
Ensuring Employee Well-Being and Strengthening Organisational Culture |
1.1. Improve the employee experience in the organisation.
1.2. Implement the employee well-being programme.
1.3. Strengthen organisational culture and embed values in practice.
1.4. Strengthen the community spirit.
Objective
To foster employee well-being and strengthen organisational culture as the foundation for the activities of a sustainable university.
B2 |
Strengthening the Competitive Employer Identity |
2.1. Strengthen the University’s employer image and communication.
2.2. Develop and implement a model for attracting and onboarding new employees, including international staff.
Objective
To strengthen the employer’s image by emphasising the University’s courage to lead and create in areas where people are valued above all else, and technology becomes a means for their progress and prosperity.
B3 |
Improvement of General and Professional Competencies |
3.1. Integrate professional competencies (didactic, subject-specific, and research) into the employee competency model and refine the assessment system.
3.2. Develop and implement the concept of an academy for employee competency development.
Objective
To strengthen the competencies of the University community members necessary for academic, research, and administrative activities and to increase international competitiveness.
The implementation of the initiatives of this strategic direction of activities will strengthen the University’s value-based, engaging, and open organisational culture, encouraging active involvement of the members of the University community in the life of the organisation, increasing mutual trust, community spirit, and cooperation, and strengthening the organisational identity. The working environment at the University will become even more flexible and emotionally secure, responding to the various needs of employees and ensuring their well-being, inclusion, and diversity.
These results will ensure long-term employee satisfaction, lower staff turnover, and organisational sustainability. The strategic activities will strengthen the University’s image as an attractive, responsible, and contemporary employer at the national and international level, increase the visibility of the institution, and improve the effectiveness of the employer communication. Professional competencies will be integrated into the overall KTU employee competency model, strengthening a systematic approach to competency assessment, development, and applicability.
The created and implemented concept of an employee development academy will ensure targeted competency development in line with the strategic needs of the organisation and the individual growth potential of employees. This will create long-term value for the University by strengthening employee engagement, organisational resilience, and the ability to sustainably pursue strategic goals.
Vice-Rector for Community Affairs
Assoc. Prof. Dr. Evelina Meilienė
K. Donelaičio St. 73, LT-44249 Kaunas
email evelina.meiliene@ktu.lt
