From the article The paradigm shift towards competency-based education in the Netherlands has a logical counterpart: the need for more flexibility in the curricula. After all, in competency-based education it is recognized that learning not only takes place in designated places (school, university), but may happen every time when the learner is confronted with a challenge. This observation leads to the necessity to incorporate the learning outcomes of formal and informal education in one curriculum. As a result, the educational process becomes more complex and must be better structured to control the individual learning outcomes. In this paper we discuss this paradox: how more flexibility in the program creates the need for more control in the process. We also discuss what kind of IT-tools are helpful in controlling flexibility in curricula for higher professional education.
MULTIFILE
This research presents a case study exploring the potential for demand side flexibility at a cluster of university buildings. The study investigates the potential of a collection of various electrical devices, excluding heating and cooling systems. With increasing penetration of renewable electricity sources and the phasing out of dispatchable fossil sources, matching grid generation with grid demand will become difficult using traditional grid management methods alone. Additionally, grid congestion is a pressing problem. Demand side management in buildings may contribute to a solution to these problems. Currently demand response is, however, not yet exploited at scale. In part, this is because it is unclear how this flexibility can be translated into successful business models, or whether this is possible under the current market regime. This research gives insight into the potential value of energy demand flexibility in reducing energy costs and increasing the match between electricity demand and purchased renewable electricity. An inventory is made of on-site electrical devices that offer load flexibility and the magnitude and duration of load shifting is estimated for each group of devices. A demand response simulation model is then developed that represents the complete collection of flexible devices. This model, addresses demand response as a ‘distribute candy’ problem and finds the optimal time-of-use for shiftable electricity demand whilst respecting the flexibility constraints of the electrical devices. The value of demand flexibility at the building cluster is then assessed using this simulation model, measured electricity consumption, and data regarding the availability of purchased renewables and day-ahead spot prices. This research concludes that coordinated demand response of large variety of devices at the building cluster level can improve energy matching by 0.6-1.5% and reduce spot market energy cost by 0.4-3.2%.
BACKGROUND: Dissatisfaction is being voiced with the generally used way joint flexibility problems are defined (operationalised), i.e. as a range of motion (ROM) one or more degrees lower than normative ROM of healthy subjects. Other, specifically more function-related operationalisations have been proposed. The current study evaluated the effect of applying different operationalisations of joint flexibility problems on its prevalence.METHOD: ROM data of 95 joints affected by burns of 23 children were used, and data on 18 functional activities (Burn Outcome Questionnaire (BOQ)). Five methods were used to operationalise joint flexibility problems: (1) ROM below normative ROM, (2) ROM below normative ROM minus 1SD, (3) ROM below normative ROM minus 2SD, (4) ROM below functional ROM, and (5) a score of 2 or more on the Likert Scale (BOQ).RESULTS: Prevalence of joint flexibility problems on a group level ranged from 13 to 100% depending on the operationalisation used. Per joint and movement direction, prevalence ranged from 40% to 100% (Method 1) and 0% to 80% (Methods 2-4). 18% of the children received '2' on the Likert Scale (Method 5).CONCLUSION: The operationalisation of joint flexibility problems substantially influences prevalence, both on group and joint level. Changing to a function-related operationalisation seems valuable; however, international consensus is required regarding its adoption.TRIAL REGISTRATION: The study is registered in the National Academic Research and Collaborations Information System of the Netherlands (OND1348800).
Dit project richt zich op de ontwikkeling van de biotechnologische en chemische procesvoering om op basis van mycelium een alternatief voor leer te produceren. In vergelijking met leer is het voordeel van mycelium dat geen runderen nodig zijn, de productie kan plaatsvinden onder industriële condities en met gebruik van reststromen, de CO2 uitstoot alsook hoeveelheid afval verlaagd wordt, en het gebruik van toxische stoffen zoals chroom wordt vervangen door biobased alternatieven. In het project zullen de procescondities worden bepaald die leiden tot de vorming van optimaal mycelium. Daartoe zullen twee verschillende schimmels worden gekweekt in bioreactoren bij de Hogeschool Arnhem Nijmegen (HAN), waarbij specifiek de effecten van de procescondities (temperatuur, pH, shear, beluchting) en de samenstelling van het kweekmedium op groei van het mycelium en materiaal eigenschappen zullen worden onderzocht. De meest optimale condities zullen vervolgens worden opgeschaald. Op het op deze wijze verkregen materiaal zal Mylium BV een aantal nabehandelingsstappen uitvoeren om de sterkte, elasticiteit, en duurzaamheid van het product te vergroten. Daartoe worden biobased plasticizers, cross-linkers en/of flexibility agents gebruikt. Het resulterende eindproduct zal middels specifiek fysieke testen vergeleken worden met leer alsook worden voorgelegd aan mogelijke klanten. Indien beide resultaten positief zijn kan het betreffende proces na het project verder worden opgeschaald voor toepassing naar de markt.
With increasing penetration rates of driver assistance systems in road vehicles, powerful sensing and processing solutions enable further automation of on-road as well as off-road vehicles. In this maturing environment, SMEs are stepping in and education needs to align with this trend. By the input of student teams, HAN developed a first prototype robot platform to test automated vehicle technology in dynamic road scenarios that include VRUs (Vulnerable Road Users). These robot platforms can make complex manoeuvres while carrying dummies of typical VRUs, such as pedestrians and bicyclists. This is used to test the ability of automated vehicles to detect VRUs in realistic traffic scenarios and exhibit safe behaviour in environments that include VRUs, on public roads as well as in restricted areas. Commercially available VRU-robot platforms are conforming to standards, making them inflexible with respect to VRU-dummy design, and pricewise they are far out of reach for SMEs, education and research. CORDS-VTS aims to create a first, open version of an integrated solution to physically emulate traffic scenarios including VRUs. While analysing desired applications and scenarios, the consortium partners will define prioritized requirements (e.g. robot platform performance, dummy types and behaviour, desired software functionality, etc.). Multiple robots and dummies will be created and practically integrated and demonstrated in a multi-VRU scenario. The aim is to create a flexible, upgradeable solution, published fully in open source: The hardware (robot platform and dummies) will be published as well-documented DIY (do-it-yourself) projects and the accompanying software will be published as open-source projects. With the CORDS-VTS solution, SME companies, researchers and educators can test vehicle automation technology at a reachable price point and with the necessary flexibility, enabling higher innovation rates.
In our increasingly global society, organizations face many opportunities in innovation, improved productivity and easy access to talent. At the same time, one of the greatest challenges, businesses experience nowadays, is the importance of social and/or human capital for their effectiveness and success (Backhaus and Tikoo, 2004; Mosley, 2007; Theurer et al., 2018; Tumasjan et al., 2020). High-quality employees are crucial to the competitive strength of an organization in the global economy, as these employees have a major influence on organizational reputation (Dowling at al., 2012). An important question is how, under these global circumstances, organizations and companies in the Netherlands can best be stimulated to attract and preserve social capital.Several studies have suggested the scarcity of talent and the crucial importance of gaining competitive advantage with recruitment communication to find the fit between personal and fundamental organizational characteristics and values for employees (Cable and Edwards, 2004; Bhatnagar and Srivastava, 2008; ManPower Group, 2014; European Communication Monitor (ECM), 2018). In order to become an employer of choice, organizations have to not only stand out from the crowd during the recruitment process but work on developing loyalty and a culture of trust in their relationship with employees (ECM, 2018). Employer Branding focuses on the process of promoting an organization, as the “employer of choice” to a desired target group, which an organization aims to attract and retain. This process encompasses building an identifiable and unique employer identity or, more specifically, “the promotion of a unique and attractive image” as an employer (Backhaus 2004, p. 117; Backhaus and Tikoo 2004, p. 502).One of the biggest challenges in the North of the Netherlands at the moment is the urgent need for qualified labor in the IT, energy and healthcare sectors and the excess supply of international graduates who are able to find a job in the North of the Netherlands (AWVN, 2019). Talent development, as part of the regional labor market and education policy, has been an important part of government programs and strategies in the region (VNO-NCW Noord, 2018). For instance, North Netherlands Alliance (SNN) signed a Northern Innovation Agenda for the 2014-2020 period. SNN encourages, facilitates and connects ambitions focused on the development of the Northern Netherlands. Also, the Social Economic council North Netherlands issued an advice on the labour market in the North Netherlands (SER Noord Nederland, 2017). Knowledge institutions also contribute through employability programs. Another example is the Regional Talent Agreement (Talent Akkoord) framework issued by the Groningen educational institutions, employers and employees’ organizations and regional authorities in which they jointly commit to recruiting, training, retaining and developing talent for the Northern labor market. Most of the hires with a maximum of five year of experience at companies are represented by millennials. To learn what values make an attractive brand for employees in the of the North of the Netherlands, we conducted a first study. When ranking the most important values of corporate culture which matter to young employees, they mention creative freedom, purposeful work, flexibility, work-life balance as well as personal development. Whereas attractive workplace and job security do not matter to such a degree. A positive work environment and a good relationship with colleagues are valued highly (Hein, 2019).To date, as far as we know, no other employer branding studies have been carried out for the North of the Netherlands. Further insight is needed into the role of employer branding as a powerful tool to retain talent in Northern industry in particular.The goal of this study is to provide a detailed analysis of the regional industry in the Northern Netherlands and contribute to: 1) the scientific body of knowledge about whether and how employer branding can strengthen the attractiveness of a regional industry in the labor market; 2) the application of this knowledge and insights by companies and governments in local policy development in the North of the Netherlands.
