Rond 1980 werd personeelsontwikkeling in Nederland vooral geadopteerddoor een andere discipline, onderwijskunde, waardoor veel nadruk werd gelegd op bedrijfsopleidingen. Die werden gezien als ‘beroepsonderwijs in pocketformaat’: nascholing in cursusverband kreeg mede daardoor een dominante plaats binnen het geheel van HRD-praktijken(Thijssen, 2003). Sindsdien is er veel veranderd. De pas later ook in Nederland doorgebroken term Human Resource Development is daar een exponent van. De veelvormigheid van HRD-activiteiten is toegenomen net als het besef dat investeren in HRD noodzakelijk is. De meest ingrijpende contextuele verandering voor HRD-praktijken betreft de arbeidsmarktturbulentie die met name is ontstaan door de behoefte van organisaties aan personele flexibiliteit, waardoor lifetime employment een marginaal fenomeen is geworden. In verband daarmee is een omslag waar te nemen van een traditioneel naar een modern psychologisch contract, hetgeen met name inhoudt dat het initiatief en de verantwoordelijkheid voor ontwikkelingsinvesteringen niet meer zo zeer bij de arbeidsorganisatie ligt, maar primair bij het individu. Tegen deze achtergrond zal in het navolgende gedeelte worden ingegaan op drie HRD-deeldomeinen: loopbaanmanagement, talent management en management development. Daarbij wordt naast de betekenis van deze deeldomeinen aandacht besteed aan diverse ontwikkelingen in het recente verleden en aan enkele belangrijke agendapunten als verbinding naar de toekomst
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Although the attention for neurodiversity in human resource management (HRM) is growing, neurodivergent individuals are still primarily supported from a deficit-oriented paradigm, which points towards individuals' deviation from neurotypical norms. Following the HRM process model, our study explored to what extent a strengths-based HRM approach to the identification, use, and development of strengths of neurodivergent groups is intended, implemented, and perceived in organizations. Thirty participants were interviewed, including HRM professionals (n=15), supervisors of neurodivergent employees (n=4), and neurodivergent employees (n=11). Our findings show that there is significant potential in embracing the strengths-based approach to promote neurodiversity-inclusion, for instance with the use of job crafting practices or (awareness) training to promote strengths use. Still, the acknowledgement of neurodivergent individuals' strengths in the workplace depends on the integration of the strengths-based approach into a supportive framework of HR practices related to strengths identification, use, and development. Here, particular attention should be dedicated to strengths development for neurodivergent employees (e.g., optimally balancing strengths use). By adopting the strengths-based HRM approach to neurodiversity as a means of challenging the ableist norms of organizations, we add to the HRM literature by contributing to the discussion on how both research and organizations can optimally support an increasingly diverse workforce by focusing on individual strengths
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The change toward competence-based education has implications for teachers as well as school management. This study investigates which professional development activities teachers undertake related to this change and how these activities differ among schools with various human resource (HR) policies. Two types of HR policy were involved: (1) a government-enforced, national system of Integrated Personnel Management and (2) a voluntary, integrative approach of Schooling of teachers, Organizational development of schools and teacher training institutes, Action- and development-oriented research, and Professional development of teachers. Semi-structured interviews with 30 teachers in nine schools with different HR policies were held and analyzed both qualitatively and quantitatively. Findings show that teachers undertake professional development activities in five categories: maintaining knowledge base, applying and experimenting, reflection, collaboration, and activities indirectly related to teaching practice. Teachers' professional development activities were found to be relatively similar across schools with different HR policies. It is concluded that neither government-enforced nor voluntary HR policies seem to play much of a role in the participation by teachers in professional development activities. Implications for further research and school practice are discussed.
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Due to the existing pressure for a more rational use of the water, many public managers and industries have to re-think/adapt their processes towards a more circular approach. Such pressure is even more critical in the Rio Doce region, Minas Gerais, due to the large environmental accident occurred in 2015. Cenibra (pulp mill) is an example of such industries due to the fact that it is situated in the river basin and that it has a water demanding process. The current proposal is meant as an academic and engineering study to propose possible solutions to decrease the total water consumption of the mill and, thus, decrease the total stress on the Rio Doce basin. The work will be divided in three working packages, namely: (i) evaluation (modelling) of the mill process and water balance (ii) application and operation of a pilot scale wastewater treatment plant (iii) analysis of the impacts caused by the improvement of the process. The second work package will also be conducted (in parallel) with a lab scale setup in The Netherlands to allow fast adjustments and broaden evaluation of the setup/process performance. The actions will focus on reducing the mill total water consumption in 20%.
Today, embedded devices such as banking/transportation cards, car keys, and mobile phones use cryptographic techniques to protect personal information and communication. Such devices are increasingly becoming the targets of attacks trying to capture the underlying secret information, e.g., cryptographic keys. Attacks not targeting the cryptographic algorithm but its implementation are especially devastating and the best-known examples are so-called side-channel and fault injection attacks. Such attacks, often jointly coined as physical (implementation) attacks, are difficult to preclude and if the key (or other data) is recovered the device is useless. To mitigate such attacks, security evaluators use the same techniques as attackers and look for possible weaknesses in order to “fix” them before deployment. Unfortunately, the attackers’ resourcefulness on the one hand and usually a short amount of time the security evaluators have (and human errors factor) on the other hand, makes this not a fair race. Consequently, researchers are looking into possible ways of making security evaluations more reliable and faster. To that end, machine learning techniques showed to be a viable candidate although the challenge is far from solved. Our project aims at the development of automatic frameworks able to assess various potential side-channel and fault injection threats coming from diverse sources. Such systems will enable security evaluators, and above all companies producing chips for security applications, an option to find the potential weaknesses early and to assess the trade-off between making the product more secure versus making the product more implementation-friendly. To this end, we plan to use machine learning techniques coupled with novel techniques not explored before for side-channel and fault analysis. In addition, we will design new techniques specially tailored to improve the performance of this evaluation process. Our research fills the gap between what is known in academia on physical attacks and what is needed in the industry to prevent such attacks. In the end, once our frameworks become operational, they could be also a useful tool for mitigating other types of threats like ransomware or rootkits.
In 2017, renowned Prof Kate Raworth from Oxford University and Amsterdam University introduced Doughnut Economics, an economic model to enable humans to thrive within the planetary boundaries and resources. Several private and public actors, including the city of Amsterdam, adopted the model in their circular economy development's strategies. Doughnut-Architecture aims to develop further the AREA (Atelier for Resilient Environmental Architecture) Framework, a tool designed by graduating students Charlotte Uiterwaal, Isabella van der Griend, Ryan McGaffney, Karolina Bäckman, at the faculty of Architecture, Delft University of Technology (TU-Delft), under the supervision of Henri van Bennekom. AREA-Framework support architects to intervene in the built environment taking as a reference the Doughnut Economics model. The AREA-Framework is at an initial stage, and its categories and subcategories are only qualitative. TU-Delft, the architectural practices Space&Matter and SuperuseStudios, in collaboration with the interdepartmental research group Circular Built Environment Hub (CBEH) and architectural practices from the network of 400 construction companies belonging to the Ex'tax project, the advice from Kate Raworth and the Amsterdam-Donut-Coalitie will further develop the AREA-Framework primarily quantitatively and also qualitatively. TU-Delft, Space&Matter, SuperuseStudios, other architectural practices from the Ex'tax-network will test the framework on different phases of real projects, interdepartmental research and education. The ultimate goal is to develop the framework further, to increase the number of architectural practices successfully implementing the Doughnut Economics in the built environment at a national level. The framework will contribute to positioning the architectural practices concerning Doughnut Economics and the Circular Economy. The project results are firstly an online open-access publication about the further developed Framework to be applied by architects; secondly, the preparation and submission of a follow-up research proposal about the extended development and implementation of the Framework applicable to the built environment by all the Ex'tax construction sector companies.
