Renewable energy sources have an intermittent character that does not necessarily match energy demand. Such imbalances tend to increase system cost as they require mitigation measures and this is undesirable when available resources should be focused on increasing renewable energy supply. Matching supply and demand should therefore be inherent to early stages of system design, to avoid mismatch costs to the greatest extent possible and we need guidelines for that. This paper delivers such guidelines by exploring design of hybrid wind and solar energy and unusual large solar installation angles. The hybrid wind and solar energy supply and energy demand is studied with an analytical analysis of average monthly energy yields in The Netherlands, Spain and Britain, capacity factor statistics and a dynamic energy supply simulation. The analytical focus in this paper differs from that found in literature, where analyses entirely rely on simulations. Additionally, the seasonal energy yield profile of solar energy at large installation angles is studied with the web application PVGIS and an hourly simulation of the energy yield, based on the Perez model. In Europe, the energy yield of solar PV peaks during the summer months and the energy yield of wind turbines is highest during the winter months. As a consequence, three basic hybrid supply profiles, based on three different mix ratios of wind to solar PV, can be differentiated: a heating profile with high monthly energy yield during the winter months, a flat or baseload profile and a cooling profile with high monthly energy yield during the summer months. It is shown that the baseload profile in The Netherlands is achieved at a ratio of wind to solar energy yield and power of respectively Ew/Es = 1.7 and Pw/Ps = 0.6. The baseload ratio for Spain and Britain is comparable because of similar seasonal weather patterns, so that this baseload ratio is likely comparable for other European countries too. In addition to the seasonal benefits, the hybrid mix is also ideal for the short-term as wind and solar PV adds up to a total that has fewer energy supply flaws and peaks than with each energy source individually and it is shown that they are seldom (3%) both at rated power. This allows them to share one cable, allowing “cable pooling”, with curtailment to -for example-manage cable capacity. A dynamic simulation with the baseload mix supply and a flat demand reveals that a 100% and 75% yearly energy match cause a curtailment loss of respectively 6% and 1%. Curtailment losses of the baseload mix are thereby shown to be small. Tuning of the energy supply of solar panels separately is also possible. Compared to standard 40◦ slope in The Netherlands, facade panels have smaller yield during the summer months, but almost equal yield during the rest of the year, so that the total yield adds up to 72% of standard 40◦ slope panels. Additionally, an hourly energy yield simulation reveals that: façade (90◦) and 60◦ slope panels with an inverter rated at respectively 50% and 65% Wp, produce 95% of the maximum energy yield at that slope. The flatter seasonal yield profile of “large slope panels” together with decreased peak power fits Dutch demand and grid capacity more effectively.
To achieve the “well below 2 degrees” targets, a new ecosystem needs to be defined where citizens become more active, co-managing with relevant stakeholders, the government, and third parties. This means moving from the traditional concept of citizens-as-consumers towards energy citizenship. Positive Energy Districts (PEDs) will be the test-bed area where this transformation will take place through social, technological, and governance innovation. This paper focuses on benefits and barriers towards energy citizenships and gathers a diverse set of experiences for the definition of PEDs and Local Energy Markets from the Horizon2020 Smart Cities and Communities projects: Making City, Pocityf, and Atelier.
This paper focuses on utilizing the Celciushouse as an escape room in energy education. In a broader context, it also addresses the incorporation of serious gaming in education. The project is part of COVE SEED. SEED - Sustainable Energy Education, aims to develop innovative vocational education and training, working with experts from five different European regions to phase out fossil fuels and contributing to Europe becoming a fossil free energy continent. SEED is a CoVE (Centres of Vocational Excellence) programme. CoVE’s are part of the Erasmus+ program aiming to establish transnational platforms on, among others, regional development, innovation and inclusion. SEED combines education on various international levels including level 2,3,4, and 6. At this moment, the project ESCAPEROOM IN ENERGY EDUCATION is still in its initial phase. With this paper and the accompanying workshop, we aim to gather insights from other international regions involved in the SEED project collaboration. The acceleration of technological developments means that what is learned today may be outdated tomorrow. Therefore, it is essential for educational institutions to focus on developing general skills such as critical thinking, problem-solving, and the ability to quickly absorb new information. The market demands professionals with modern knowledge and skills. Techniques taught to students today may become outdated tomorrow. Therefore, the ability to learn how to learn is becoming increasingly crucial. Analytical and research skills are therefore gaining importance. It is also essential for students to utilize various learning methods. Not just learning from books but particularly learning from practical experience. Practice-oriented learning, where students gain direct experience in real situations, not only reinforces theoretical knowledge but also develops practical skills that are valuable in the job market. To tackle these problems, serious gaming or the establishment of escape rooms can be a solution.
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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.
