Training-induced adaptations in muscle morphology, including their magnitude and individual variation, remain relatively unknown in elite athletes. We reported changes in rowing performance and muscle morphology during the general and competitive preparation phases in elite rowers. Nineteen female rowers completed 8 weeks of general preparation, including concurrent endurance and high-load resistance training (HLRT). Seven rowers were monitored during a subsequent 16 weeks of competitive preparation, including concurrent endurance and resistance training with additional plyometric loading (APL). Vastus lateralis muscle volume, physiological cross-sectional area (PCSA), fascicle length, and pennation angle were measured using 3D ultrasonography. Rowing ergometer power output was measured as mean power in the final 4 minutes of an incremental test. Rowing ergometer power output improved during general preparation [+2 ± 2%, effect size (ES) = 0.22, P = 0.004], while fascicle length decreased (−5 ± 8%, ES = −0.47, P = 0.020). Rowing power output further improved during competitive preparation (+5 ± 3%, ES = 0.52, P = 0.010). Here, morphological adaptations were not significant, but demonstrated large ESs for fascicle length (+13 ± 19%, ES = 0.93), medium for pennation angle (−9 ± 15%, ES = −0.71), and small for muscle volume (+8 ± 13%, ES = 0.32). Importantly, rowers showed large individual differences in their training-induced muscle adaptations. In conclusion, vastus lateralis muscles of elite female athletes are highly adaptive to specific training stimuli, and adaptations largely differ between individual athletes. Therefore, coaches are encouraged to closely monitor their athletes' individual (muscle) adaptations to better evaluate the effectiveness of their training programs and finetune them to the athlete's individual needs.
Proefschrift. Het onderzoek gaat in op de vraag hoe westerse onderwijsinstellingen een strategie kunnen ontwikkelen voor het aangaan van winstgevende en duurzame relaties met buitenlandse onderwijsinstellingen. De focus van haar onderzoek zijn de internationale aspecten van governance in het hoger onderwijs.
BCLivinglab combines the supply chain and logistics physical infrastructure of training centres (ROCs), research institutes and companies throughout the Netherlands, with the expertise and virtual infrastructure of blockchain specialists from BlockLab. Companies, especially SMEs, in supply chain and logistics will use this unique combination of physical facilities and the expert network to experiment with and develop blockchain applications. BCLivinglab is easily accessible for companies, due to its close proximity (distributed facilities) and low threshold procedures. It will make blockchain technology accessible for companies, thus supporting innovation and improving the competitive advantage of the Dutch supply chain and logistics sector.
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.
Digitalisation has enabled businesses to access and utilise vast amounts of data. Business data analytics allows companies to employ the most recent and relevant data to comprehend situations and enhance decision-making. While the value of data itself is limited, substantial value can be directly or indirectly uncovered from data. This process is referred to as data monetisation. The most successful stories of data monetisation often originate from large corporations, as they have adequate resources to monetise their data. Notably, many such cases arise from prominent Big Tech companies in North America. In contrast, small and medium-sized enterprises (SMEs) have lagged behind in utilising their digital data assets effectively. They are frequently constrained by limited resources to build up capabilities and fully exploit their data. This places them at a strategic disadvantage, particularly as digitalisation is progressively reshaping markets and competitive relationships. Furthermore, the use of digital technologies and data are important in addressing societal challenges such as energy conservation, circularity, and the ageing of the population. This lag has been highlighted by SMEs we have engaged with, where managing directors have indicated their desire to operate based on data, but their companies lack the know-how and are unsure of ‘where to start’. Together with eight SMEs and other partners, we have defined a research project to gain insight into the potential and obstacles of data monetisation in SMEs. More specifically, we will explore how SMEs can transform data into strategic assets and create value. We attempt to demonstrate the journey of data monetisation and illustrate different possibilities to create value from data in SMEs. We will take a holistic approach to examine different aspects of data monetisation and their associations. The outcomes of this project are both practical and academic, such as an SME handbook, academic papers, and case studies.
