ABSTRACT: Local homebuyers in the Groningen earthquake regionIr. Hieke T. van der KloetHanze University of Applied Sciences GroningenResearch Centre for Built Environment NoorderRuimteh.t.van.der.kloet@pl.hanze.nl0031-50-595-2015The earthquakes after the natural gas extraction in the Groningen region of the Netherlands have a significant impact on the housing market and sustainability of the communities in this region. Since the strongest earthquake around the community of Huizinge in August 2012, with an magnitude of 3.6 on the Richter scale, it became clear there is a relation between natural gas extraction and earthquakes due to soil subsidence. As a consequence houses in the region get damaged and after research it gets obvious housing prices decline and the region will become unattractive to potential buyers of houses, damaged or not. Therefore the Dutch Petroleum Company (NAM) since April 29th 2014 offers a compensation for the loss of the housing price before and after the earthquake of Huizinge to property owners who want to sell their home. They only get the compensation after a sales deal and only if they agree with the proposed compensation. Since the compensation for the decrease in house prices has been introduced, the number of participants of the regulation is lacking behind the actual sales of houses. Our study aims to contribute to the research on the consequences of earthquakes by natural gas mining on the real estate market in the northern part of the Netherlands, especially the Groningen region. First of all we want to declare why relatively a large part of the property owners (about 60% until 2015) don’t request for the compensation regulation. Our second question concerns the buyers of the (damaged) houses in the earthquake area. Why would they buy a home in a region full of risks? Who are these buyers? We use a mixed-method approach for data collection which leads to an analysis of a unique dataset on notarial deeds of house sales in nine municipalities in the Groningen earthquake region according to The Land Registry of the Netherlands during the period 2013 until the end of 2015 as well as discovering common patterns of interview results with residents and experts. First results show that the majority of the homebuyers originate from the local earthquake area in the Province of Groningen. Reasons why property sellers after the house sale don’t opt for the compensation regulation concerns the complexity of the regulation, the used valuation model and the expected long control time afterwards.From the first results we conclude that the Groningen earthquake region still has its attractiveness for local residents and buyers. Otherwise the regulation for compensation doesn’t reach enough property sellers in the nine municipalities of the Groningen earthquake region. Advise to the Dutch government should be to generously compensate the residents of the Groningen earthquake regions for the loss of value of their dwellings, damaged or not. This will help to improve the regional development and attractiveness of areas that are effected by earthquakes.
The Northern Netherlands is like many delta’s prone to a wide range of climate change effects. Given the region its long history with floods and adaptation, there are numerous initiatives to be found that tried to battle these effects. As part of the Climate Adaptation Week Groningen, an inventory was made of these initiatives. The most inspiring ones were coined ‘best practices’, and analysed in order to learn lessons. A distinction was made between 4 regional landscape types. The first consists of the coastline itself, where the effects of the rising sea level begin to show. The second covers the farmlands near the coastlines, where challenges such as salinisation and the loss of biodiversity prevail. A third landscape covers the historically compact cities, which have to deal with rising temperatures and heavy rainfall in increasingly limited spaces. The fourth and final landscape comprises the wetlands surrounding the cities, where the natural capacity to retain and store rainwater is undermined by its agriculture usage. Most of these challenges form a risk for maintaining a liveable region. The best practices that were collected show a diverse set of innovations and experiments, both on small and large scales. Three main characteristics could be distinguished that illustrate trends in climate adaptation practices. First, many best practices were aimed at restoring and embracing the natural capacity of the different landscapes, giving more and more room for the building with nature concept as part of building resilience. Second, climate adaptation is seldomly focussed on as the sole function of a spatial intervention, and is almost always part of integrated plans in which biodiversity, agriculture, recreation or other themes are prolonged with it. A third and last characteristic shows that many projects embed a strong focus on the historical context of places as a source of inspiration and cultural identity. The best practices show how different ways of adapting are emerging and can inspire planners across the world.
The European Commission has selected the Northern Netherlands to become the leading European hydrogen region and supports establishment of a complete local (green) hydrogen ecosystem covering production, storage, distribution, refueling and final use of hydrogen (Cordis, H2Valley, 2019). In line with the European recognition, the Dutch government has set the goal to establish a hydrogen ecosystem by 2025 that would further expand to Western Europe by 2030. Yet before the European Union nominated the Northern Netherlands as European Hydrogen Valley, the key stakeholders in the Northern Netherlands – industry, SMEs, knowledge institutions and government – committed to the long-term cooperation in development of the green hydrogen market. Subsequently, the three regional governments of the Northern Netherlands, - Groningen, Friesland and Drenthe, - prepared the common Hydrogen Investment Agenda (2019), which was further elaborated in the common Hydrogen Investment Plan (2020). The latter includes investments amounting to over 9 billion euro, which is believed will secure some 66.000 existing jobs and help create between 25 thousands (in 2030) and 41 thousands (in 2050) new jobs.However, implementation of these ambitious plans to establish a hydrogen ecosystem of this scale will require not only investments into development of a new infrastructure or technological adaptation of present energy systems, e.g., pipelines, but also facilitation of economic transformation and securing the social support and acceptance. What are the prospects for the social support for the developing European Hydrogen Valley in the Northern Netherlands and its acceptance by inhabitants? The paper discusses the social support and acceptance aspects for a hydrogen ecosystem in the context of regional experiences of energy transition, including the concerns of energy justice, safety, and public trust that were raised in the recent past.
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The Hanze Hogeschool Groningen, the Authoridad Nacional del Agua, and Waterschap Noorderzijlvest, together with several other Dutch and Peruvian universities, co-organise an annual ClimateCafé in the northern Peruvian areas Piura and Tumbes, as part of the Blue Deal project. The ClimateCafé methodology is a multiple-day participatory workshop composed by an international community and powered by individual, corporate, public, and academic climate change adaptation influencers. The aim is to educate and inspire tech and non-tech people, focusing on young professionals in a “learning by doing” interaction.
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.
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
