The development of the World Wide Web, the emergence of social media and Big Data have led to a rising amount of data. Infor¬mation and Communication Technol¬ogies (ICTs) affect the environment in various ways. Their energy consumption is growing exponentially, with and without the use of ‘green’ energy. Increasing envi¬ronmental aware¬ness has led to discussions on sustainable development. The data deluge makes it not only necessary to pay attention to the hard‑ and software di¬mensions of ICTs but also to the ‘value’ of the data stored. In this paper, we study the possibility to methodically reduce the amount of stored data and records in organizations based on the ‘value’ of informa¬tion, using the Green Archiving Model we have developed. Reducing the amount of data and records in organizations helps in allowing organizations to fight the data deluge and to realize the objectives of both Digital Archiving and Green IT. At the same time, methodi¬cally deleting data and records should reduce the con¬sumption of electricity for data storage. As a consequencs, the organizational cost for electricity use should be reduced. Our research showed that the model can be used to reduce [1] the amount of data (45 percent, using Archival Retention Levels and Retention Schedules) and [2] the electricity con¬sumption for data storage (resulting in a cost reduction of 35 percent). Our research indicates that the Green Ar¬chiving Model is a viable model to reduce the amount of stored data and records and to curb electricity use for storage in organi¬zations. This paper is the result of the first stage of a research project that is aimed at devel¬oping low power ICTs that will automa¬tically appraise, select, preserve or permanently delete data based on their ‘value’. Such an ICT will automatically reduce storage capacity and reduce electricity con¬sumption used for data storage. At the same time, data dispos¬al will reduce overload caused by storing the sa¬me data in different for¬mats, it will lower costs and it reduces the po¬tential for liability.
The development of the World Wide Web, the emergence of social media and Big Data have led to a rising amount of data. Information and Communication Technologies (ICTs) affect the environment in various ways. Their energyconsumption is growing exponentially, with and without the use of ‘green’ energy. Increasing environmental awareness has led to discussions on sustainable development. The data deluge makes it not only necessary to pay attention to the hard- and software dimensions of ICTs but also to the ‘value’ of the data stored. In this paper, we study the possibility to methodically reduce the amount of stored data and records in organizations based on the ‘value’ of information, using the Green Archiving Model we have developed. Reducing the amount of data and records in organizations helps in allowing organizations to fight the data deluge and to realize the objectives of both Digital Archiving and Green IT. At the same time, methodically deleting data and records should reduce the consumption of electricity for data storage. As a consequence, the organizational cost for electricity use should be reduced. Our research showed that the model can be used to reduce [1] the amount of data (45 percent, using Archival Retention Levels and Retention Schedules) and [2] the electricity consumption for data storage (resulting in a cost reduction of 35 percent). Our research indicates that the Green Archiving Model is a viable model to reduce the amount of stored data and records and to curb electricity use for storage in organizations. This paper is the result of the first stage of a research project that is aimed at developing low power ICTs that will automatically appraise, select, preserve or permanently delete data based on their ‘value’. Such an ICT will automatically reduce storage capacity and reduce electricity consumption used for data storage. At the same time, data disposal will reduce overload caused by storing the same data in different formats, it will lower costs and it reduces the potential forliability.
Despite Dutch Hospitality industry’s significant economic value, employers struggle to attract and retain early career professionals at a time when tourism is forecasted to grow exponentially (Ruël, 2018). Universally, hospitality management graduates are shunning hospitality careers preferring other career paths; stimulating the Dutch Hospitality to find innovative ways of attracting and retaining early career professionals. Following calls from the Human Resource Management (HRM) community (Ehnert, 2009), we attribute this trend to personnel being depicted as rentable resources, driving profit’’ often at personal expense. For example, hotels primarily employ immigrants and students for a minimum wage suppressing salaries of local talent (Kusluvan, et al 2010, O’Relly and Pfeffer, 2010). Similarly, flattening organizational structures have eliminated management positions, placing responsibility on inexperienced shoulders, with vacancies commonly filled by pressured employees accepting unpaid overtime jeopardizing their work life balance (Davidson, et al 2010,). These HRM practices fuel attrition by exposing early career professionals to burnout (Baum et al, 2016, Goh et al, 2015, Deery and Jog, 2009). Collectively this has eroded the industry’s employer brand, now characterized by unsocial working hours, poor compensation, limited career opportunities, low professional standing, high turnover and substance abuse (Mooney et al, 2016, Gehrels and de Looij, 2011). In contrast, Sustainable HRM “enables an organizational goal achievement while simultaneously reproducing the human resource base over a long-lasting calendar time (Ehnert, 2009, p. 74).” Hence, to overcome this barrier we suggest embracing the ROC framework (Prins et al, 2014), which (R)espects internal stakeholders, embraces an (O)pen HRM approach while ensuring (C)ontinuity of economic and societal sustainability which could overcome this barrier. Accordingly, we will employ field research, narrative discourse, survey analysis and quarterly workshops with industry partners, employees, union representatives, hotel school students to develop sustainable HRM practices attracting and retaining career professionals to pursue Dutch hospitality careers.
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.
Since the 1970s, Caribbean reefs have transitioned from coral-dominated to algal-dominated ecosystems. The prevalence of algae reduces coral recruitment, rendering the reefs unable to recover from additional disturbances and jeopardizing crucial ecosystem services, including coastal protection, fisheries, and tourism. One of the main factors to the proliferation of algae is the scarcity of grazers, which is a result of overfishing and disease outbreaks. While fishing supports livelihoods, enhances local food security, and is an integral part of the Caribbean communities' culture, it remains a significant threat to coral reefs. Consequently, the Nature and Environmental Policy Plan (NEPP) 2020-2030, outlining conservation and restoration priorities in the Caribbean Netherlands, underscores the necessity of an integrated approach to tackle the complex challenges of coral reef restoration and fisheries development. The Saba government, and nature management organizations of Bonaire, St. Eustatius, and Saba are implementing the NEPP. Together with University of Applied Sciences Van Hall Larenstein, Wageningen University and WWF, they aim to identify novel species of native invertebrate grazers with the dual purpose of reef restoration and fisheries diversification. The Caribbean king crab (Maguimithrax spinosissimus), the West Indian sea egg (Tripneustes ventricosus), and the West Indian top shell (Cittarium pica) have been identified as potential candidates. Despite their preference to graze on macroalgae, their current densities are inadequate. Population enhancement of these species holds promise for reducing algae, promoting biodiversity, and simultaneously supporting small-scale fisheries. However, there is limited knowledge regarding the ecological effects and socio-economic potential of these grazers. The ReefGrazers project aims to assess the current densities of these herbivores around the BES islands, analyze their impacts on the reef, and evaluate their retention post-restocking. Socio-economic research will quantify current small-scale fishing practices, while market analysis will help assess the potential for the development of these novel resources as sustainable fisheries.
