comprising internal executives and external experts from the medical, academic and business communities to provide ongoing advice on the exploitation potential of Healthcare IT.
Consultants and clinicians across the country are frustrated by this lack of technology and its impact on day to day operations,
The claims office were constantly fielding calls from consultants seeking updates on claims relevant to their patients.
share ideas and quickly call upon the advice of experts in different fields. Consequently, SMSA-BH patients who needed to seek consultation with specialists had to wait
comprising internal executives and external experts from the medical, academic and business communities to provide ongoing advice on the exploitation potential of Healthcare IT.
it should have in-house technological competence in the form of technically qualified and motivated entrepreneurs or managers with innovative ideas and technically skilled employees.
discussions held with industry experts and representatives of SME associations. Further based on a pilot study covering about 10 enterprises each in the three sectors, we did an item analysis for the questions excluding those
The Expert Group provided technical input and feedback on the work at three meetings convened during the course of the project.
An additional expert meeting was organised by the BIAC at OECD Headquarters in 2007 under the OECD Labour Management Programme.
The authors would like to express particular thanks to country experts who aided in the implementation of case studies,
Bill Pattinson (Australia) assisted the Secretariat as an outside expert consultant on background work for the chapter on monitoring
experts in Massachusetts (United states) reported huge administrative cost savings as a result of introducing electronic claim processing through the New england Healthcare Electronic Data Interchange Network (NEHEN),
experts in Massachusetts reported staggering administrative cost savings as a result of introducing electronic claims processing through the New england Healthcare Electronic Data Interchange Network (NEHEN),
and performance experts to develop standardised and nationally-recognised metrics that can be used to monitor impacts on quality and cost of care.
pragmatic progress and promising potential, Powerpoint presentation to OECD Expert Meeting on ICT in the Health Sector, Paris. Riksrevisjonen (Office of the Auditor General of Norway)( 2008), Riksrevisjonens
and experts in quality and safety to help set the agenda and facilitate the process.
and sharing with the stroke unit experts at Son Dureta. Integrated picture archiving and communications system (PACS) for the management of radiological images from community hospitals.
THE ROLE OF INFORMATION AND COMMUNICATION TECHNOLOGIES OECD 2010 independent expert organisation providing guidance on infrastructure and standards related to the national EHR effort.
A group of OECD experts in health information technology was established to help guide the work, the development of a framework for the selection and analysis of case studies and interpretation of results.
The number of interviews conducted was determined together with experts of the host country and by an assessment of the characteristics of the proposed case studies, including the variables under investigation,
IPF has invited also experts from European innovation support agencies to participate in peer review panels and as hosts for peer reviews.
and to attract reviewers/experts. The open calls were used also to get support schemes submitted.
like the Swedish regulatory changes that allowed employers to provide their employees with cheap PCS which in turn drove demand of broadband and Internet services.
and knowledge and quality is often based on the quality of individual advisers). However, personal meetings are valued highly by their clients.
leading to efficiency savings and increased consistency but a side effect is the loss of ability of the human expert to innovate
The unique aspect of the IPF is the profile, the membership and the access to leading experts.
In this approach external experts can be included when needed. However, the ones that apply for participating in projects need to be committed to these processes.
The Agenda has drawn on the insights of my Business Advisory Council and other experts. The Agenda sets out four ambitions that Australia must pursue:
Key Initiatives Encourage employee share ownership (Proposal 15, page 76) Establish Industry Growth Centres (Proposal 13, page 72) Reform the vocational education and training sector (Proposal 10,
The Government will improve the tax treatment of Employee Share Schemes (more detail under Ambition 4). The Government will deliver a White paper on the Reform of Australia's Tax system,
and employees to negotiate individual flexibility arrangements is limited not unduly; reform rules governing union right of entry;
The Government will improve the tax treatment of Employee Share Schemes from 1 july 2015, at a cost of $200 million over four years, with particular benefits for start-ups,
-200 0200 400 600-2000 200 400 6002008 2010 2011 2013 Non-market*Market No. of employed persons('000) Chart 9:
and 85 per cent have fewer than five employees (Connolly et al, 2012). The need to keep up-to date with so many regulatory requirements is an additional burden for the local newsagent, drycleaner, baker and butcher,
and removing the requirement for employers to re-offer choice to their employees when superannuation funds merge.
Improve taxation arrangements for Employee Share Schemes TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness The Reform Agenda:
and excellence as well as improve employees'skills to retain good employees. Initiatives to increase international competition and improve market access In the 1980s, 1990s and early 2000s,
A survey of employers by the National Centre for Vocational education Research (2013b) indicated that satisfaction in the ability of the system to deliver job ready employees declined 6 percentage points, to 78 per cent, between 2011 and 2013.
and provide employers the skilled employees they need to grow their business. Training for Employment Scholarships:
and be reimbursed for the cost of up to 26 weeks of training once their employee completes their training.
Improving workplace flexibility by enhancing the scope for employees to make individual flexibility arrangements that meet their genuine needs Under the Fair Work Act employees
This means that employees covered by an enterprise agreement may be denied the opportunity for more suitable workplace arrangements
We will also require employees and employers to consider productivity improvements when bargaining for an enterprise agreement.
the Government aims to ease the administrative burden on employers by taking responsibility for making payments to eligible employees.
including business management advice from experienced private sector experts; help small and medium businesses become more competitive by working with the research sector to develop new ideas with commercial potential,
The Fund will assist automotive employees to have recognised their skills and provide training for new jobs,
and assist automotive employees to secure new jobs; assist automotive supply chain firms capable of diversifying to enter new markets;
Improve taxation arrangements for Employee Share Schemes Job creation and productivity growth don't just happen in a vacuum,
which employees have an ownership interest are more productive than those that do not (Employee ownership Australia and New zealand, 2014).
An Employee Share Scheme Where an employer provides a financial interest in their company (usually through shares or options) to their employee (s) in relation to their employment.
Ambition 4 77 Employee Share Schemes (ESS) are used in many countries to attract and retain high quality staff to innovative start-up companies by providing them with a financial share of the potential upside of success of the company.
if an employee is provided with shares or options through an ESS, any discount that the employee receives by acquiring the shares or options,
relative to the market price, is a benefit relating to employment and so would usually be considered income of the employee.
Prior to 2009, employees could choose to have qualifying ESS shares or options taxed up-front or at a deferred taxing point (subject to certain conditions).
In 2009, changes were made to how the ESS arrangements are taxed. Shares provided under an ESS are taxed currently up-front
(when provided to the employee) unless there is a risk that the employee will forfeit the shares, in
which case taxation is deferred until the shares‘vest'(that is, are provided unconditionally to the employee). Options provided under an ESS are taxed generally
when they‘vest, 'rather than when the employee decides to exercise the options to purchase shares in the company,
as was previously the case. The tax treatment of options is particularly problematic because it taxes employees before they have the opportunity to convert their options to shares
and realise any actual gain by selling the underlying shares. The 2009 changes effectively ended the provision of ESS options to employees, particularly by start-ups,
and stakeholders have noted that the changes detracted from the goal of commercialising good ideas in Australia.
rather than when the employee receives the options. This will defer the taxing point to a point at
which most employees can take some practical action to realise the benefits of the underlying share.
eligible start-ups will be able to offer ESS shares and options to their employees at a small discount,
as long as the shares or options are held by the employee for at least three years. Tax on the discount provided by the employer may be deferred
whether the employee receives options or shares. Criteria will define eligibility for this concessional treatment
000 up-front tax concession for employees who earn less than $180, 000 per year will be retained. This initiative will cost $200 million over four years.
Making it easier for employees to have a stake in a business The owner of start-up XYZ Pty Ltd wants to give his six employees a stake in the future growth of the business,
He wants to do this so the employees have a strong incentive to help the business grow.
if the employees accept the options then they will have to pay tax on the free options in the income year they are provided the options,
This means the employees would have to pay tax before they have the ability to get a cash return by selling shares.
This situation has discouraged the provision of options under employee share schemes, to the detriment of productivity growth and innovation.
the employees of eligible small start-up businesses will not pay tax on any discount when the options are provided to them they will only pay tax on any discount
For employees of businesses that are not eligible for the start-up concession the tax can
start-up businesses to offer shares at a small discount to employees and that discount would be tax-free.
More details and examples are available in the Employee Share Schemes fact sheet attached to the related joint press release.
subject to certain conditions, the employee could choose between up-front and deferred taxation. For options, a deferred taxation point occurred
when the employee exercised the options by converting the options into shares. Default position is up-front taxation for both shares and options.
Deferral of tax is limited to schemes where there is a risk of the employee forfeiting the shares or options,
when the employee exercises the options. Going forward-start-ups only Options and shares that are provided at a small discount by eligible start-ups will not be subject to up-front taxation.*
(or employer's holding company) and that the employee not hold more than a 5 per cent interest (or 5 per cent of voting rights) in the company.
and retain talented employees, and compliance burdens generally have a larger proportionate impact on small businesses.
Improve taxation arrangements for Employee Share Schemes The Department of the treasury will conduct stakeholder engagement to refine legislation prior to introduction.
Export Finance and Insurance Corporation ESS Employee Share Schemes FWBC Fair Work Building and Construction GDP Gross domestic product IFA Individual Flexibility Arrangements IIASA
) Employee Share Schemes Their Importance to the Economy. Employee ownership Australia and New zealand. Farquhar, S. 2014, February 18.
The Government believes that it also concerns issues such as employees trust and participation, as well as low wage dispersion.
and a more up-to-date statutory framework Strengthen the use of design as an innovation tool by setting up a design-driven innovation programme Focus on the employees,
We do not address experienced R&d experts but staff in SMES (managers, employees and trainees) who have to develop innovative products
and services to suit their own circumstances and look for some tools that may assist them.
Business consultants might wish to use it as an additional tool to support their clients
but for a more accurate and less biased diagnosis, an external specialised consultant is proposed. Example Questionnaire for Technology Audit (at the end of the article:
At this point, the participation of experts for recommendations and solutions was necessary. So the district used the help of Wright
The new budget realities were met with the least amount of employee disruption and service level degradation as possible.
the organisation can discover it is much more efficient to find solutions using its own employees than asking for consultancy elsewhere);
and the relations between the employees of an organisation (for example, creating a relaxed open to communication atmosphere,
the new employees as well as the regular people can be valuable sources of alternative ways of using the technologies of the providers or of the competition, of new ideas;
and cultivates employees'self respect; he/she encourages the employees to seek solutions, to get involved,
to take upon the consequences of their decisions; he/she avoids critics and humiliations; he/she creates an atmosphere of openness,
only if he/she has talented very and motivated employees. We have to make an important statement:
Mini guide for creating a creative environment Ask for each employee's opinion in order to produce a large number of ideas.
it is a public company founded in 1930 with over 28,000 employees worldwide. Context: the company fights its capacity to serve its clients,
3. a special place with a large board or paper that can be see by all participants. 4. an expert called facilitator,
if experts in different fields of knowledge and levels of qualification participate in the session. 4. 3. 1
The innovative potentials of a group can be used (experts in different fields of knowledge. All participants are active (not necessarily achieved by a brainstorming session.
Therefore, for the composition of a work group, experts from different fields are useful (technicians, doctors, biologists etc.
Clear definition of the problem Available knowledge in different levels/expertise of different fields of knowledge (natural science, technical expertise, medicine) group work with experts from distant fields can be very useful
experts-and abilities to use them"Innosupport: Supporting Innovation in SMES"-4. 4. Analogical Reasoning page 62 of 271 From the point of view of patent protection analogies should be found in fields which are farther away
mainly existed in people (employees) minds, firstly you have to manage people specific behavior regarding knowledge.
We train our employees but we don't let them use their knowledge We learn mostly in projects
but we don't pass on our expertise We have an expert for every question but few people know how to locate him/her We document everything thoroughly
and the participation of each employee to the firm cognitive capital is recognized also. KM alignment with the firm strategic aims KM is not an end in itself.
Knowledge gaps might arise from missing people (special know-how or experts) or missing technology or a combination of the two.
Implement a culture change policy In today's very competitive work environment many employees don't feel safe in their work position and usually‘'hide''knowledge,
make mistakes or ask other employees if they don't know something. People at work also shouldn't be afraid to have small conversations at work (water cooler discussions),
Specific knowledge might exist in every employee due to his/her past experience, first degree, etc. 4. 6. 5. Case study Golden West Foods Improved site management methods help meet growing demand Brief Golden West Foods operates the UK warehousing and delivery
and accurately communicated to employees. Solution To help the company maintain and improve the quality of their working methods,
and provide incentives based on sharing Lack of absorptive capacity in recipients Educate employees for flexibility,
They will not waste the innovative potential of their employees (practically the most valuable asset of a company.
They will create among employees the sentiment of participation, the sentiment that their ideas are taken into account.
This will result in a strong bond between the company and the employees, which is in itself beneficial. 4. 7. 1. Why
Better stimulation of employees and a proper way to motivate them in terms of performance and com-New organizational culture based on responsibility of each employee, teamwork, good communication
awareness of the innovation importance for the company's performance, excellent work relations Proper capitalization of innovative potential of employees, adequate reward for each important innovative proposal,
Nurturing an environment that encourage the creativity of employees (blue sky thinking that use toys to stimulate creativity are to be considered-see links) Setting up organizational structures/mechanisms that support,
using tools that will make the most of the creative potential of the employees. Details on that subject will be given later in the module.
Supporting Innovation in SMES"-4. 7. Systemic Management of internal innovative proposals page 83 of 271 Gather information about employees'The management asks for the innovativegeneration of information inside the organization
Basically, the success of the quality circles is based on the feeling the employees get that they are taken into account, that their opinion counts.
Suggestion boxes http://www. its. qut. edu. au/cip/qmf/section1/1 2 4/The method implies the creation of a number of boxes where the employees deposited ideas, suggestions,
a Mexican cement company, regularly uses all its employees and its customers for ideas. These firms understand that corporations cannot have out-of-the-box thinking
and employees may see, at a glance, for instance, what kind of innovations are under development in the pipeline.
Appointment to fellow does not change an employee's work function or business unit. But, in exchange for the honour, fellows assume an ambassadorial role in the company.
One has to mention that every employee has the right to participate to the program.
According to a business consultant helped ENERGEX, "We were surprised initially by the call from ENERGEX-energy retailing is a long way from our usual customers in manufacturing".
According to business consultant the results of the ENERGEX Retail review were positive.""We found high-energy teams passionate about their industry,
With the help of the business consultant we have tailored the Stage Gate product development system to suit our managerial needs.
ENERGEX chose business consultants to help them develop its new process and tackle the shortcomings identified.
New employees should also be trained in the process. The Results During the implementation of RAPID, existing projects were mapped to the process
Solution The tyre company with the help of external consultants built a solution to monitor
Solution The engine manufacturer with the help of external consultants designed a solution with a multi-tiered software architecture that abstracts the functionality according to the business requirements.
In addition there are many technologies available for recycling purposes as well as expert consultants in several recycling areas.
business partners and professional advisers would normally be regarded as implicitly confidential and would not prejudice a subsequent patent application.
The Scottish company with the help of Marks & Clerk Scotland, IP experts initiated proceedings in South korea for infringement of their South korean design registration and succeeded immediately in stopping further manufacture
to new employees, independent contractors, venture capitalists or bankers. But they want to make sure the information stays relatively secret.
From employees to potential partners, every business needs a Non-Disclosure Agreement to protect itself.
Current and former employees are responsible for most breaches of confidentiality. Employees are implied under an duty not to use trade secrets in a manner that will harm your business.
But it is best to get this in writing and to specify to the employee exactly what is confidential,
and to make provisions for when the employee leaves your business. They can be used to:
share intellectual property share commercial or trading information formalise a relationship, eg between an employer and employee 7. 3. 2. What are the main types of NDAS
and where they are used? A precedent confidentiality agreement is used for mergers and acquisitions. If a company wants to buy your business,
and requiring the other side to obtain similar NDAS from employees, principals or agents of theirs who will come into contact with the information. 2) Second,
So he began to seek information about how to best protect them, by consulting IP experts.
So the company owner protects his know-how by concluding non-disclosure agreements with future employees,
IP questions are dealt with as problems arise by seeking help from IP experts. Planning to diversify his business activities,
Use clear and simple language the person that will read the Business plan may not be an expert on the area of your project,
and proof read the document Reference others by referencing experts in the area of your project,
It is an innovative structure created to promote self learning among employees of the car manufacturer. The first of its kind in Italy, it has thirty-five multimedia computers, two telematic workstations and a room for videoconferences. 100 electronic programmes, CD-ROMS, encyclopedias and web sites,
. i-define living (www. i-define. co. uk) Dawn Winder is a Personal Branding Consultant (first of a new breed?).
what constitutes the requirements for the qualification of the employees?..209 10.1.2. Why: The role of human resources in the company's ability for innovation...
and organisationally etc. in other words to be innovative depends to a high degree on their employees, their competence and knowledge.
what constitutes the requirements for the qualification of the employees? Changing market conditions such as: Increasing internationalisation and globalisation of the markets, high competition pressure, Decreasing product life cycles, increasing innovation speed, Growing market segmentation and customer orientation, Increasing demands
on quality, Increasing complexity, dynamics and technology etc. are great challenges for innovation strategies of the enterprises which in turn lead to complex qualification requirements of the employees.
Faster decline of the knowledge and the need for lifelong learning High demands on the specific subject skills but also on the methodical and social competence of the employees communicative and language competence need for more responsibility and self-control etc.
The role of human resources in the company's ability for innovation The qualification of the employees are, on the one hand, a prerequisite for innovation,
when technological, organisational and social innovation changes in the qualification profile are taking place among the employees.
The CEO of Eloxal Heuberger (an anodising institution with 22 employees) has an interview with the staff member before this person is sent to an external further training course.
Here the expectations of the enterprise and the employee from this training measure are made clear before the event.
and which supporting measures the employees would need to apply them. In addition, a summarising report is written after each seminar
and a short oral report is given in front of other employees. All training material is deposited in the company-owned library where it is readily accessible by all staff members.
Tips and Tricks If required, the company Winkelbauer (engineering enterprise with 46 employees) organises events under the title EDP:
Each staff member has the possibility to talk for two hours with an EDP expert about his EDP questions on the basis of a catalogue of questions prepared in advance
These minutes then serve the employees as reference books for further questions. Example Database Market place of experience The Gosch Consulting company (Consulting enterprise with 30 employees) has compiled a database with the title Market place of experience.
It is accessible via intranet and serves as an active knowledge management. Here any problems and their solutions that crop up during the work are entered by the employees.
If there is a problem during their daily work they then can access the Market place of experience
and check whether a colleague came across the same or a similar problem in the past. 10.1.5 Resource Bibliography Training and Qualification-Handbook for Consultants, Karl-Franzens-Universität Graz, Institut für Organisations-und Personalmanagement GRAZ,
Graz 2003 Links http://www. evfh-nuernberg. de/data/dbfiles/entwickl. doc Employees are the basis of social organisations.
For workers to comply with their tasks the company has to plan the volume of need for employees and their qualification level and competence.
Furthermore, labour conditions have to be organised in such a way that the employees become motivated. http://www. hrtoday. ch/Artikel detail de. cfm?
A flexible human resources development, grants the employees labour market ability, and opens up new business fields for the enterprise. http://www. innovation-aktuell. de/kv0409. htm Systematic and continuous human resources development safeguards the innovation ability and the compatibility of the enterprise.
However, whereas big companies have their own departments for preparing their employees for future requirements,
It is true to say that typically businesses will deal with these challenges by engaging support services such as consultants, lawyers,
If you company does not have an HR department or an HR expert, you will most likely work with an external consultant or advisor."
"Innosupport: Supporting Innovation in SMES"-10.2. Identifying training needs for Innovation in SMES page 218 of 271 So a good TNA ask appropriate questions around:
because the employees of the different areas are the ones that will be involved in the training later on.
Critical opportunities may cause training needs of your employees; we give you a few examples: Introducing new technologies;
Hiring employees from specific target groups (e g. immigrants; or the mix of some of these factors."
If necessary, ask for the support of an external expert to help you structure the measures to improve your organisation's performance.
Training Needs Symptom Cause Proces s Functional Area Desired Output Employee Proposed Solution Solution Details Bad quality control Production Quality control Production
and shift quality manager High rate of returned products from customers Large delays in deliveries to customers Distribution Logistics Delivery time rate 98%Packaging employees Delivery workers Defining
and take prompt corrective actions. 1 day training for packaging and delivery employees about this new system.
The project is working with four main audiences, across the built environment, focusing on Contractors, Specialist Subcontractors, Consultants,
www. trainingzone. co. uk Trainers'Library is an international online resource pool for trainers, HR managers and consultants,
Once embraced by employees, innovation becomes a way of life. It ensures that all the human capital is in step
which employees are motivated and confident enough to continually try new things Out to this end, employees would be equipped with the right types of knowledge,
skills and abilities to both effectively generate and implement new ideas. A company culture is the values
it is shared the values and practices of the company's employees. This tool can help companies in creating a culture in
which every employee has the opportunity to learn and grow in order to improve themselves and their business.
This includes a work environment striving to meet the needs of all employees. Why and where creating a company culture for continuous innovation is applied?
Act with competitive urgency and decisive action Use knowledge of employees and data to make decisions in a timely manner Tolerate mistakes of employees in pursuit of continuous improvement Act with swift resolve
but you must gradually bring about modified employee behavior, leading from the top. But once a company sets out on the innovation journey
give employees a set of rights, responsibilities and rewards that make them accountable for their own actions. 2. Encourage Employee Innovations,
and Reward Them Accordingly Companies are often fast to turn to outside help, when in fact they already have the capabilities within their organisation to do the job. 3. Replace Rigid Processes With Clear Business Objectives Too often innovation is stifled
then hand those designs to the line that is expected to execute them from memory. 4. Challenge Employees to Compete
Koch gave this responsibility to all employees, with rewards both for uncovering unsafe conditions, and for discovering new ways to conduct business more safely.
A team of company employees decided that they could do the job themselves better and cheaper,
Now imagine that the company has only two employees. This is Universal Leven, a Netherlands-based subsidiary of Allianz, focused on large, professional broker organisations.
The two employees are in charge of corporate strategy, network expansion and product development. Everything else, including product branding, product design,
and processes), played by good jazz musicians (employees), playing high quality instruments (technology) in the right way, so that the audience (customer) enjoys the performance.
and customer satisfaction is involved directly in the selection of key personnel The employees: are competent and confident in their jobs are aware of their strengths
of innovation in the enterprises Efficient research institutions of international format inside and outside universities Sufficient potential of highly qualified employees Attractive frame conditions for scientists and researchers from home
or will contact directly some expert in the field; nevertheless, the Internet could be used more often as the most comprehensive and operational means of finding information. 12.1.1.1.
and detailed comments provided by an expert in the field. Depending on the type of the required information or specificity of data,
and contracting foreign experts Finding and using international sources for financing Marketing and sales (ads website,
1. Employing people who are professional experts and speak foreign languages e g . because they come from
employees sometimes arrive late or leave during the course due to work commitments (Mrs Y, there is a phone call for you).
Case studies A manufacturing company realised that they needed to develop the language skills of their employees.
The employee can assess skill and needs him or herself. The results speak for themselves and help both the management and the employees.
Key: Capabilities Needs 1 Fully competent 1 Essential 2 Can get by 2 Useful 3 No knowledge 3 Irrelevant"Innosupport:
Company employees: It is important to know the cultural characteristics of your employees, so if you have a workforce comprising members of different cultural backgrounds,
then it is important that you know to what extend this will influence the way that they work,
He suggested using the extra money from higher prices for the payment of employers'social contributions for the employees.
Language skills needed A manufacturing company realised that they needed to develop the language skills of their employees.
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