Twenty sixteen year old fourth-graders of the School for Young Talent (School voor Jong Talent) in The Royal Academy of Fine Arts, Design, Music and Dance (Hogeschool van Beeldende Kunsten, Muziek en Dans) participated in a pilot project that combined music, dance and visual arts in a creative process. A group of six teachers from three different disciplines guided the young artists. This report shows how this process took place and indicates some of the issues that were encountered along the way.
This book examines the much-debated question of how to unleash the potential of young people with promising intellectual abilities and motivation. It looks at the increasingly important topic of excellence in education, and the shift in focus towards the provision of programs to support talented students in higher education. It provides a systematic overview of programs for talented students at northern European higher education institutions (HEIs). Starting in the Netherlands, where nearly all HEIs have developed honors programs over the past two decades, the book explores three clusters of countries: the Benelux, the Nordic and the German-speaking countries. For each of these countries, it discusses the local culture towards excellence, the structure of the education system, and the presence of honors programs. In total, the book reviews the special talent provisions for nearly four million students at 303 higher education institutions in eleven countries. In addition, it offers an analysis of the reasons to develop such programs, a look into the future of honors education and a practical list of suggestions for further research.The Sirius Program assigned Marca Wolfensberger to carry out this research.
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Theatervoorstelling ‘Angry Young Men’ is een hip-hop voorstelling van theaterorganisatie WAT WE DOEN. De voorstelling vertelt het verhaal van twee jongens die opgroeien in een wereld waarin ze hun plek niet kunnen vinden. Die op straat hangen. Ze dromen van geld en aanzien, als het moet via de criminaliteit. Aan de hand van gesprekken (een combinatie van rap en spel) met hun moeders en verschillende professionals (docenten, jongerenwerkers, therapeuten, wetenschappers en politieagenten) kijkt het publiek terug op de levens van de jongens: de ene jongen komt om het leven bij een schietpartij. De andere jongen zit vast voor diezelfde schietpartij. Dader en slachtoffer. Ze proberen uit vinden of hun levens anders hadden kunnen lopen. En wie had het dan anders moeten doen?
The European creative visual industry is undergoing rapid technological development, demanding solid initiatives to maintain a competitive position in the marketplace. AVENUE, a pan-European network of Centres of Vocational Excellence, addresses this need through a collaboration of five independent significant ecosystems, each with a smart specialisation. AVENUE will conduct qualified industry-relevant research to assess, analyse, and conclude on the immediate need for professional training and educational development. The primary objective of AVENUE is to present opportunities for immediate professional and vocational training, while innovating teaching and learning methods in formal education, to empower students and professionals in content creation, entrepreneurship, and innovation, while supporting sustainability and healthy working environments. AVENUE will result in a systematised upgrade of workforce to address the demand for new skills arising from rapid technological development. Additionally, it will transform the formal education within the five participating VETs, making them able to transition from traditional artistic education to delivering skills, mindsets and technological competencies demanded by a commercial market. AVENUE facilitates mobility, networking and introduces a wide range of training formats that enable effective training within and across the five ecosystems. A significant portion of the online training is Open Access, allowing professionals from across Europe to upgrade their skills in various processes and disciplines. The result of AVENUE will be a deep-rooted partnership between five strong ecosystems, collaborating to elevate the European industry. More than 2000 professionals, employees, students, and young talents will benefit from relevant and immediate upgrading of competencies and skills, ensuring that the five European ecosystems remain at the forefront of innovation and competitiveness in the creative visual industry.
In 2021, Citython editions were held for the European cities of Eindhoven (Netherlands), Bilbao and Barcelona (Spain), Hamburg (Germany), and Lublin (Poland). Within this project, BUAS contributed to the organization of CITYTHON Eindhoven in cooperation with CARNET (an initiative by CIT UPC) and City of Eindhoven – an event which gives young talent the opportunity to work with mentors and experts for the development of innovative urban solutions. Participants of CITYTHON Eindhoven worked on three challenges:- Traffic safety in school zones - Travel to the campus- Make the city healthy The event took place between 18 May and 2 June 2021 with various experts, for example from ASML, City of Eindhoven and University of Amsterdam, giving inspirational talks and mentoring students throughout the ideation and solutions development process. The teams presented their solutions during the Dutch Technology Week and the winners were announced by Monique List-de Roos (Alderman Mobility and Transport, City of Eindhoven) on 2 June 2021. The role of BUAS within this project was to assist City of Eindhoven with the development of the challenges to be tackled by the participating teams, and find relevant speakers and mentors who would be supporting the students for the development of their solutions and jury members who would determine the winning teams. The project ended with a round table “Green and Safe Mobility for all: 5 Smart City(thon) Case studies” on November 17 organized as part of Smart City Expo World Congress 2021 in Barcelona. This project is funded by EIT Urban Mobility, an initiative of the European Institute of Innovation and Technology (EIT), a body of the European Union. EIT Urban Mobility acts to accelerate positive change on mobility to make urban spaces more livable. Learn more: eiturbanmobility.eu.Collaborating partnersCARNET (Lead organisation); Barcelona Institute of Technology for Habitat; Barcelona City Council; Bilbao City Hall; City of Hamburg; City of Eindhoven,; City of Lublin; Digital Hub Logistics Hamburg; Technical University of Catalonia, Tecnalia; UPC Technology Center.
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.
