This research concerning the experience and future of zoos was carried out from 2011-2012 and takes regional ideas concerning Zoo Emmen as well as global visions into account. The research focuses partly on Zoo Emmen, its present attractions and visitors while also comparing and contrasting visions on the future in relationship to other international zoos in the world. In this way, remarkable experiences and ideas will be identified and in the light of them, it can serve as inspiration for stakeholders of zoos at large. The main research subject is a look at the future zoos in view of: The Zoo Experience – an international experience benchmark; The Zoo of the Future – a Scenario Planning approach towards the future; The virtual zoo - zoo’s in the internet domain.
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This document combines four reports on existing regional business support programmes for inclusion or understanding of circular economy (CE) objectives, deliverable DT3.1.2 from the transform-CE project. Besides a general overview on national and regional level, the focus is on a selection of national and regional programmes aimed at the plastics industry. After explaining the format to structure the programmes, the results for the four regions are presented: Greater Manchester (UK), Rhineland Palatinate and North-Rhine Westphalia (DE), Wallonia (BE), Central Netherlands (NL).
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IntroRegional development and regional resilience, often described as the capacity of a region to for example bounce back in terms of employment after a crisis (see for example have often been described in economic terms, using economic indicators such as growth in GDP or demographic indicators such as net migration or employment.Some researchers argued that regional development should be understood broader, by including for example social indicators and living environment indicators . In addition, in recent years researchers have shown that policies directed towards regional development have broadened as well , but are also still evaluated within specific narratives or frameworks that often constitute the goals of the policy, for example the Keynesian framework favours increasing demand and favoursthe evaluation of policies aimed at exactly this .By using the broader framework from Pike in combination with sifting through numerous data sources from EUROSTAT and OECD, researchers in the PREMIUM_EU project developed a new framework that is measuring Regional Development using 15 economic, 13 social and 5 living environment indicators.This new innovative interpretation of Regional Development also opens up discussions on the efficiency of developed implemented and evaluated public policies.MethodBy regarding regional development (and individual indicators) as an outcome of public policies on the local, regional, national and international level and by analysing regional development policies on different levels from 2010 and onwards we believe it is possible to understand the impact of these policies in a more evidenced based sense, regardless of the above mentioned different types of narratives or frameworks.We started our research with an analysis from the OECD on the different types of regional development policies and the relations between different levels of government within countries. Based on this and literature research, we developed a framework with relevant topics for regional development policies and different levels of government.Based on the work of Moritz Schütz presented during the ERSA 2024 conference, we developed and employed an webcrawler to automatically download and analyse policies and also manually tested the results of this exercise.Findings/resultsThe webmining exercise in combination with the new set of indicators will offer a much broader and more comprehensive view of the use and necessity of regional development policies. The findings will be discussed in dedicated policy labs with policymakers and researchers from the respective regions.Discussion/conclusionsBoth the new set of indicators and the analysis of the policies are not only innovative, but will also be viewed as speculative. Although we believe that a direct causal relationship between policies and the regional development will be hard to uncover, we do believe that this research will move the field of policy analysis forward, because it is more focused on evidence-based indicators and is based on larger sets of policies.
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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.
