Within PREMIUM_EU we have co-responsibility for developing the Regional Development Effects Module (RDEM). This module will map the impact of migration on regional development seen on different variables. To construct the RDEM we have to:1. develop a typology of regions, based on the impact that mobility has on its economic, social and cultural development; and2. detect the causal linkages between regional mobility on the one hand and regional development on the other.In our presentation we will focus on the process to determine relevant regional development indicators that will help in the collection and analysis of relevant data for the period 2010-2022 on NUTS 2 and 3 level. Partners in our project will additionally focus on:1. Analysis of regional networks estimated from Facebook2. Building typology regional development3. Longitudinal causal analysis of mobility4. Integration of case studiesFinally, this will result in:• Online atlas of mobility & development typologies• Report Causal Analysis of mobility development
Both connectivity and accessibility are important for regional development. Places and communities need to be connected in order to be part of the wider economy, and people need to have access to places, other communities and labour markets to fully participate in society. In contemporary society, not only physical connectivity and accessibility but also digital connectivity plays an important role in the economic and social potential of regions. The relationship between them is also an important issue. This report discusses and assesses the role of physical and digital connectivity in the socioeconomic development of rural regions. In particular, we discuss issues concerning digital connectivity and rural development in remote rural areas within the North Sea Region.
As the first order of business in the RIGHT project, each region produced and published its own regional report, using an underlying format developed in work package 3 in this project (Manickam & van Lieshout, 2018). The format and the regional work consisted of three parts. Part 1 is the Regional Innovation Ecosystems (RIE) mapping to provide a qualitative understanding of the region’s innovation ecosystem with regards to its Smart Specialisation Strategies (S3). This part is divided into a socio-economic and R&D profile mapping and a SWOT analysis. The RIE is an adaptation of a methodology and tool used by the eDIGIREGION Project. This part is to be filled in by desk research and consulting regional experts (through interviews and/or focus groups). This part is used for mapping the own regional ecosystems, information for the partners to get to know the other regions and to be able to identify relevant similarities and differences across the regions, which in turn, will be reported in part 1 of this trans-regional report. Regions themselves chose their own sector focus. One could focus on either energy of the blue sector, or both. Part 2 focuses on the innovation capacity and needs of SMEs from the chosen sector(s). The questions are adapted from a systemic study on cluster developments, in which an analysis model was developed (Manickam, 2018). It is based on (on average) six face-to-face interviews with SMEs from the sector. The outputs of these interviews were summarised into one template, in English, by each partner region to allow for joint analysis and comparison that is in turn reported in part 2 of this report Part 3 introduced the Job Forecasting and Skills Gaps mapping using the JOES templates as developed by van Lieshout et al. (2017). To gain an appreciation of the extent and nature of skills gap, each region was asked to analyse current and potential future labour demand, workforce, and discrepancies between the two, in up to 2 businesses. For obvious reasons (confidentiality and privacy), the JOEs will not be published separately, nor will their information be used in the report in a way that would be traceable to specific businesses. We will use exemplary information from them for illustrative purposes in Parts 1 and 2 of this report where relevant.
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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.
JEWELS TOUR is a 4-year project funded by Interreg Europe and dealing with the valorisation of Jewish Cultural Heritage (JCH) in some European cities (Ferrara in Italy, Coimbra in Portugal, Erfurt in Germany, Lublin in Poland, Riga in Latvia, Ośrodek in Poland). Jewish cultural heritage is an integral part of the shared cultural heritage in Europe, and initiatives such as this project bring local stakeholders from different parts of Europe together to investigate the common responsibility of protecting tangible and intangible Jewish heritage. Across Europe, municipalities and local organizations recognize a need to make Jewish heritage accessible, and to do so in a sustainable way, that is in a way that benefit locals as well as visitors, with attention to economic as well as cultural and social benefits. The project aims is to devise policy instruments to promote Jewish cultural heritage, hereby including also digital ones, when possible. Technology is seen as an instrument to collect and share stories with equity, hereby also exploiting the emerging Collaborative Cloud for Cultural Heritage that is promoted at European level.Societal IssueCultural heritage has been increasingly recognised as a strategic asset for an inclusive and sustainable development across Europe, due to its capacity to promote diversity and intercultural dialogue, while contributing to a stronger sense of belonging and mutual respect. The JEWELS TOUR project addresses the challenge of Jewish Cultural Heritage (JCH) discontinuity, reflecting both in a low level of investments and connection between heritage resources and local/regional productive sectors, as well as in the attractiveness regarding the promotion of JC assets as drivers for sustainable tourism and regional development.Benefit to societyIn recent years, Cultural Heritage has been increasingly recognised as a strategic resource for a sustainable and peaceful Europe, due to its capacity to promote diversity and intercultural dialogue, while contributing to a stronger sense of belonging and mutual respect . At EU level, cultural investments are considered as key drivers of territorial development and social cohesion, and as essential elements leading to the promotion of social innovation. JEWELS TOUR contributes to sustainable tourism and social innovation by revaluing Europe’s JCH, reinforcing the sense of belonging and cultural diversity in Europe.Collaborating partnersFerrara Municipality Italy, Breda University of Applied Sciences Advisory Partner Netherlands, Ośrodek "Brama Grodzka - Teatr NN" Partner Poland, Coimbra Municipality Partner Portugal, City of Erfurt Partner Germany, Riga Investment and Tourism Agency Partner Latvia, Lublin Municipality Partner Poland.
Introduction The research group Biobased Resources & Energy (BRE) of Avans focusses on recovery of valuable building blocks from low-value solid and liquid residual streams from agriculture, households and industries. For the valorisation of these residual streams, BRE looks into different biological, chemical and mechanical processes. One of the main issues in the utilisation of residual streams is economic feasibility and the recovery of multiple resources from one residual stream. Using membrane technologies in combination with biological, chemical and/or mechanical processes could offer great opportunities. Central Research Question What is the applicability of membrane technologies for valorisation of different residual streams and is it possible to integrate membrane technology in current and new biorefining projects of research group BRE: Set-up In order to reach the goal of this postdoc, 4 research questions will be answered using literature search, experimentation and modelling: 1) What membrane methods are currently (commercially) available to enhance the results of current projects in research group BRE? 2) What are the essential technical parameters for membrane separation and how can these be optimized? 3) What is the economic impact of using membrane technology in recovery of valuable building blocks from residual streams? 4) What are the effects of using membranes instead of or complementary to currently used methods on the sustainability of valorisation of residual streams? Cooperation The postdoc and the research group BRE want to extend the contact and research cooperation with (regional) businesses and (applied) universities and support and facilitate the introduction and further development of membrane technologies in the curriculum of different Avans study programmes. This will be done via internships, minor projects (together with businesses) and development of study material for courses and trainings.
