With increase in awareness of the risks posed by climate change and increasingly severe weather events, attention has turned to the need for urgent action. While strategies to respond to flooding and drought are well-established, the effects - and effective response - to heat waves is much less understood. As heat waves become more frequent, longer-lasting and more intense, the Cool Towns project provides cities and municipalities with the knowledge and tools to become heat resilient. The first step to developing effective heat adaptation strategies is identifying which areas in the city experience the most heat stress and who are the residents most affected. This enables decision-makers to prioritise heat adaptation measures and develop a city-wide strategy.The Urban Heat Atlas is the result of four years of research. It contains a collection of heat related maps covering more than 40,000 hectares of urban areas in ten municipalities in England, Belgium, The Netherlands, and France. The maps demonstrate how to conduct a Thermal Comfort Assessment (TCA) systematically to identify heat vulnerabilities and cooling capacity in cities to enable decision-makers to set priorities for action. The comparative analyses of the collated maps also provide a first overview of the current heat resilience state of cities in North-Western Europe.
With increase in awareness of the risks posed by climate change and increasingly severe weather events, attention has turned to the need for urgent action. While strategies to respond to flooding and drought are well-established, the effects - and effective response - to heat waves is much less understood. As heat waves become more frequent, longer-lasting and more intense, the Cool Towns project provides cities and municipalities with the knowledge and tools to become heat resilient. The first step to developing effective heat adaptation strategies is identifying which areas in the city experience the most heat stress and who are the residents most affected. This enables decision-makers to prioritise heat adaptation measures and develop a city-wide strategy.The Urban Heat Atlas is the result of four years of research. It contains a collection of heat related maps covering more than 40,000 hectares of urban areas in ten municipalities in England, Belgium, The Netherlands, and France. The maps demonstrate how to conduct a Thermal Comfort Assessment (TCA) systematically to identify heat vulnerabilities and cooling capacity in cities to enable decision-makers to set priorities for action. The comparative analyses of the collated maps also provide a first overview of the current heat resilience state of cities in North-Western Europe.
The biomass demand for the use as both renewable energy source and raw material for the biotechnology industry is increasing. Simultaneously, the supply of biomass is requested to become more costcompetitive. Innovative solutions for cost-effective biomass production should also avoid indirect land use changes and direct negative environmental effects. The main aim of this study is to identify the most promising innovative lignocellulosic cropping systems regarding environmental sustainability as well as social acceptance for different cost scenarios and different regions in Europe. To gather innovative cropping knowledge from around Europe ADVANCEFUEL organized a workshop. Participating Horizon 2020 projects presenting innovative approaches onlignocellulosic cropping systems included: FORBIO, MAGIC, BECOOL, LIBBIO, GRACE, and SEEMLA. Data was collected from field studies of the participating projects prior to the workshop and later presented in an aggregated way as a basis for discussions. This approach incorporates the knowledge gained in over 60 study cases conducted in 12 different countries. Under these study cases, 16 different lignocellulosic crops were covered. This field based knowledge can be used to validate spatial assessments of sustainable biomass production potentials in Europe.
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.
The Northern Netherlands (NN) finds itself at the junction of all the big transitions. Digitalisation is essential to follow through with these. Considering this, our region has the potential to make sizeable progress if it can successfully roll out widespread digitalisation. As a hardcore transition economy, the NN may even join the European frontrunners and act as an example for other regions. It is from this challenge that the NN will start with the European Digital Innovation Hub (EDIH NN). We have chosen to specialise in the area of Autonomous Systems, which includes multiple digital technologies that are relevant for the four transitions in the NN: (1) Smart Agro, (2) Smart Manufacturing, (3) Life Science and Health and (4) Utilities, Built Environment and Mobility. In the first three-year EDIH NN wants to support more than 750 companies and lay the foundation for long-term support of all companies. The following building blocks for EDIH NN are: • A Brokerage network that will identify issues regarding digitalisation and relay these to Solution Providers (high TRL) and knowledge providers (low TRL). • A Test Before Invest network (test and demo facilities) comprising 20+ organisations that will invest in Autonomous Systems within their domain, and collaborate towards becoming a European testing ground. • A Smart Factory Accelerator to strengthen the digital maturity of companies. • An Empowerment programme to strengthen companies in the areas of DEP Technologies: Cyber Security and Artificial Intelligence. • An approach based on High Performance Computing to make digitalisation more accessible. • The Smart Makers Academy: A programme aimed at matching supply and demand around digital skills, based on individual learning outcomes. • A Funding Readiness programme to help companies that need to invest for their digitalisation strategy, in finding funding opportunities. • A network to stimulate supply and demand around Autonomous Systems
Het Hanze Innovation Traineeship Pilot project is geïnitieerd op de Hanzehogeschool Groningen door drie onderzoeksgroepen (lectoraten) die zijn ingebed in het Marian van Os Centre of Expertise Ondernemen (CoEO). De trainees worden gecoacht in een Community of Learners en begeleid door een diverse groep van onderzoekers van de volgende onderzoeksgroepen van de Hanzehogeschool Groningen: (1) International Business, (2) Marketing/Marktgericht Ondernemen en (3) User-Centered Design. Het doel van het programma is om regionale MKBs in Noord-Nederland te ondersteunen om duurzaam te innoveren met de hulp en ondersteuning van trainees en onderzoekers van de drie onderzoeksgroepen. De trainees worden begeleid bij het ontwikkelen en implementeren van een door onderzoek ondersteunde innovatie tijdens een afstudeerproject en een 12-maanden durende traineeship bij het bedrijf. Bij de start van het programma ondergaan de MKBs een innovatie-gezondheids-check die wordt herhaald nadat de traineeship is afgerond. Over het algemeen zouden de bedrijven hun bedrijfsprestaties en innovatiecapaciteit moeten kunnen verbeteren door middel van het programma. Verder zal de onderzoekssamenwerking tussen de onderzoeksgroepen van de Hanzehogeschool en de MKBs leiden tot een beter inzicht in innovatiebarrières en succesfactoren. De opgedane kennis over regionale MKB-innovatie zal in alle sectoren en industrieën worden geprojecteerd. De uiteindelijke projectresultaten zullen dienen voor het besluitvormingsproces van toekomstige innovatie traineeship programma's
