The first part of this paper will start with an introduction of the general context of the education system in The Netherlands. This is followed by a presentation of the general characteristics of the teacher education system, of the balance between school autonomy and government control, and of the general policies concerning teacher quality. The second part will give an elaboration of the system of teacher education by introducing five major developments that have shaped teacher education in the past twenty years, and by giving a more detailed description of each type of teacher education. In the third part, I reflect on the role of the government in steering innovations and quality improvement in the area of teacher education
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Abstract Despite the numerous business benefits of data science, the number of data science models in production is limited. Data science model deployment presents many challenges and many organisations have little model deployment knowledge. This research studied five model deployments in a Dutch government organisation. The study revealed that as a result of model deployment a data science subprocess is added into the target business process, the model itself can be adapted, model maintenance is incorporated in the model development process and a feedback loop is established between the target business process and the model development process. These model deployment effects and the related deployment challenges are different in strategic and operational target business processes. Based on these findings, guidelines are formulated which can form a basis for future principles how to successfully deploy data science models. Organisations can use these guidelines as suggestions to solve their own model deployment challenges.
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Since an increasing amount of business decision/logic management solutions are utilized, organizations search for guidance to design such solutions. An important aspect of such a solution is the ability to guard the quality of the specified or modified business decisions and underlying business logic to ensure logical soundness. This particular capability is referred to as verification. As an increasing amount of organizations adopt the new Decision Management and Notation (DMN) standard, introduced in September 2015, it is essential that organizations are able to guard the logical soundness of their business decisions and business logic with the help of certain verification capabilities. However, the current knowledge base regarding verification as a capability is not yet researched in relation to the new DMN standard. In this paper, we re-address and - present our earlier work on the identification of 28 verification capabilities applied by the Dutch government [1]. Yet, we extended the previous research with more detailed descriptions of the related literature, findings, and results, which provide a grounded basis from which further, empirical, research on verification capabilities with regards to business decisions and business logic can be explored.
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The demand for sustainable colourants is gaining significant recognition across many industries, the UN, governments, and also among consumers. As awareness grows, the urgent need to develop eco-friendly alternatives to traditional pigments and dyes, often criticized for their energy-intensive processes and environmental impact, becomes apparent. The RAAK-PRO project proposal "ChromoFlavo" addresses this need by exploring the biomanufacturing of Structural Colour (SC) in a novel way using Flavobacteria. SC features microscopically structured particles that interact with light in a similar way to peacock feathers, offering vivid, non-toxic colours while reducing energy use and reliance on renewable resources. Although Bacterial-Derived Structural Colours (BDSC) show great promise, they are still in early development, particularly regarding scalability and the preservation and formulation of colourants. To tackle these challenges, the RAAK-PRO proposal aims to advance this technology to meet market needs. The project’s initial focus is on architectural coatings and design, areas where aesthetics and sustainability are paramount, and where designers are often eager to adopt new technologies. By demonstrating BDSC's potential in these sectors, the project seeks to underscore its broader applicability in other sectors. The colourant industry, with its diverse applications, presents challenges to adopting innovative technologies. To overcome these, the project will develop a business roadmap that integrates designer input to strategically position and promote BDSC. This important activity is designed to promote future product development. This project brings together a consortium of academic institutions, biotech SMEs, industrial designers, and industry partners to enhance the durability and consistency of structural colours produced by bacteria. The goals include establishing cost-effective production methods and developing paints and coatings incorporating SC derivatives. Through innovation in sustainable colourants, the "ChromoFlavo" project aspires to drive a transformative shift in the colour industry, ultimately scaling BDSC technology to meet the growing demand for environmentally friendly solutions.
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.
Exercise-friendly Environment Public SpacesOur physical and social environment have a great influence on how people move, whether they are aware of this or not. A public environment in which it is easy to move around can have a preventive effect on people’s health and this way it can make an important contribution to Healthy Ageing. An attractive park is an invitation for people to take a walk or go for a run. A beautiful cycle route through nature is an invitation to go cycling.The way a space that is easy to move around in can affect socialisation also contributes to the quality of life in a neighbourhood and its surroundings. By allowing people to exercise and meet each other, healthcare costs can be cut back and social problems can be reduced. In addition, a dynamic and exercise-friendly natural area makes for an attractive tourist destination, which can contribute positively to a region’s economy.The innovation lab ‘Exercise-friendly Environment Public Spaces’ is aimed at an optimal use of public spaces in order to stimulate an active lifestyle, and with this the economic and social impact on the environment of this space. In the innovation lab knowledge institutions, institutions for healthcare and wellbeing, governments (municipalities, provinces) and housing corporations together with various partners from sports, the catering industry and recreation.
Lectoraat, onderdeel van NHL Stenden Hogeschool
