The municipality of Apeldoorn had polled the interest among its private home-owners to turn their homes energy neutral. Based on the enthusiastic response, Apeldoorn saw the launch of the Energy Apeldoorn (#ENEXAP) in 2011. Its goal was to convert to it technically and financially possible for privately owned homes to be refurbished and to energy neutral, taking the residential needs and wishes from occupants as the starting point. The project was called an Expedition, because although the goal was clear, the road to get there wasn’t. The Expedition team comprised businesses, civil-society organisations, the local university of applied sciences, the municipality of Apeldoorn, and of course, residents in a central role. The project was supported by Platform31, as part of the Dutch government’s Energy Leap programme. The #ENEXAP involved 38 homes, spread out through Apeldoorn and surrounding villages. Even though the houses were very diverse, the group of residents was quite similar: mostly middle- aged, affluent people who highly value the environment and sustainability. An important aspect of the project was the independent and active role residents played. In collaboration with businesses and professionals, through meetings, excursions, workshops and by filling in a step- by-step plan on the website, the residents gathered information about their personal situation, the energy performance of their home and the possibilities available for them to save and generate energy themselves. Businesses were encouraged to develop an integrated approach for home-owners, and consortia were set up by businesses to develop the strategy, products and services needed to meet this demand. On top of making minimal twenty from the thirty-eight houses in the project energy neutral, the ultimate goal was to boost the local demand for energy- neutral refurbishment and encourage an appropriate supply of services, opening up the (local) market for energy neutral refurbishment. This paper will reflect on the outcomes of this collective in the period 2011-2015.
Third chapter of the English version of the book 'Energieke Arbeid' published by the Centre of Applied Labour Market Research and Innovation (Dutch abbreviation: KCA) to celebrate the 10th anniversary of applied labour market research at Hanze University of Applied Sciences. This chapter discusses the second line of research of KCA: The Labour Market in the EnergyPort Groningen Region.
The SynergyS project aims to develop and assess a smart control system for multi-commodity energy systems (SMCES). The consortium, including a broad range of partners from different sectors, believes a SMCES is better able to incorporate new energy sources in the energy system. The partners are Hanze, TU Delft, University of Groningen, TNO, D4, Groningen Seaports, Emerson, Gain Automation Technology, Energy21, and Enshore. The project is supported by a Energy Innovation NL (topsector energie) subsidy by the Ministry of Economic Affairs.Groningen Seaports (Eemshaven, Chemical Park Delfzijl) and Leeuwarden are used as case studies for respectively an industrial and residential cluster. Using a market-based approach new local energy markets have been developed complementing the existing national wholesale markets. Agents exchange energy using optimized bidding strategies, resulting in better utilization of the assets in their portfolio. Using a combination of digital twins and physical assets from two field labs (ENTRANCE, The Green Village) performance of the SMCES is assessed. In this talk the smart multi-commodity energy system is presented, as well as some first results of the assessment. Finally an outlook is given how the market-based approach can benefit the development of energy hubs.
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Climate change is one of the most critical global challenges nowadays. Increasing atmospheric CO2 concentration brought by anthropogenic emissions has been recognized as the primary driver of global warming. Therefore, currently, there is a strong demand within the chemical and chemical technology industry for systems that can covert, capture and reuse/recover CO2. Few examples can be seen in the literature: Hamelers et al (2013) presented systems that can use CO2 aqueous solutions to produce energy using electrochemical cells with porous electrodes; Legrand et al (2018) has proven that CDI can be used to capture CO2 without solvents; Shu et al (2020) have used electrochemical systems to desorb (recover) CO2 from an alkaline absorbent with low energy demand. Even though many efforts have been done, there is still demand for efficient and market-ready systems, especially related to solvent-free CO2 capturing systems. This project intends to assess a relatively efficient technology, with low-energy costs which can change the CO2 capturing market. This technology is called whorlpipe. The whorlpipe, developed by Viktor Schauberger, has shown already promising results in reducing the energy and CO2 emissions for water pumping. Recently, studies conducted by Wetsus and NHL Stenden (under submission), in combination with different companies (also members in this proposal) have shown that vortices like systems, like the Schauberger funnel, and thus “whorlpipe”, can be fluid dynamically represented using Taylor-Couette flows. This means that such systems have a strong tendency to form vortices like fluid-patterns close to their air-water interface. Such flow system drastically increase advection. Combined with their higher area to volume ratio, which increases diffusion, these systems can greatly enhance gas capturing (in liquids), and are, thus, a unique opportunity for CO2 uptake from the air, i.e. competing with systems like conventional scrubbers or bubble-based aeration.
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.
