| Job description (5) |  |
| Probationary period (23) | |
| Professional career (870) | |
| Recruitment (116) | |
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| Job description (5) | |
| Probationary period (23) | |
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as well as medical research survey for medical staff. Services such as telemedicine, including distance diagnosis and monitoring,
and the lab's staff is responsible for checking that it is implemented or not. 32 The Innovation Biosphere According to Gaelle Offranc Piret, a researcher at INSERM/CEA Leti:
It may involve changes in equipment, human resources, working methods or a combination of these. Many other definitions can be found on the Internet6,
a human resources strategy that is intended to foster and maintain a positive workplace environment and to encourage cooperation among workers with differing backgrounds.
such as collective experience worldwide, diagnosis, customer satisfaction, security, design, e-commerce, documents or human resources management and others.
Human Ressources Manager Managing human resources, training and layoff Talent miner and optimizer, manager of the Intellectual Capital Marketing Manager Market study and customer relation Opportunity
modernized and managed by the motivated staff, paid based on the result. The Europatriates initiative deals with young employment in Europe HAR 12.
regional disparities and shortage of staff must be adressed, and the increasingly stringent regulatory framework complied,
The people building block includes the staff of the FC which is one of its critical success factors.
The staff attempts to use the best of participant's capacities. The diversity of positions and age, internal/external, gives the better results.
in that creative staff were finding new solutions for products, display and service, and sometimes where appropriate willingly deviated from the standardized process.
and relaxing regulatory requirements for process execution, empowering bakery staff to make their own decisions.
Buller & Mcevoy, 2012) in management research explains that human resources play a considerable part in the achievement of a firm's strategy.
and human resources, like training and appraisals. They are considered in contemporary maturity models which focus on gradually improving specific business processes (Ahern, Clouse and Turner, 2004;
the human resources appraisals and rewards can support a certain way of doing business and the concretization of process-oriented values among business processes.
i e. limited to tools for tracking human resources activities or knowledge sharing databases. 4. 1 Learnings The process capability framework and the underlying maturity models illustrate that BPM can be approached from a technical perspective and/or a people perspective.
The nontechnical perspective gives a broader interpretation of BPM by also focusing on process roles and responsibilities, human resources rewards, organizational values, organization chart, governance bodies
Due to the fact that the approach provides both a top-down as well as a bottomup procedure, typical challenges like management resistance or staff rejection (Laumer & Eckhardt, 2010;
or provides financial support to the cluster management on a regular basis (this may also include inkind contributions or staff working time);
funding to finance staff and other resources, such as office space and equipment (see Figure 6). Sources of public funding include project-based grant funding, institutional funding or service contracts.
Participants in Total Geographical Concentration of the Cluster Participants TYPOLOGY, GOVERNANCE, COOPERATION Maturity of the Cluster Management Human resources Available for the Cluster Management Qualification of the Cluster Management Team
Life Long Learning Aspects for the Cluster Management Team Stability and Continuity of Human resources of the Cluster Management Team Stability of Cluster Participation Clarity of Roles Involvement of Stakeholders
GOVERNANCE, COOPERATION Maturity of the Cluster Management Human resources Available for the Cluster Management Qualification of the Cluster Management Team Life Long Learning Aspects for the Cluster Management Team
Stability and Continuity of Human resources of the Cluster Management Team Stability of Cluster Participation Clarity of Roles Involvement of Stakeholders in Decision making Processes Direct Personal Contacts Between the Cluster Management
DEVELOPMENT OF HUMAN RESOURCES Participation in the development and implementation of vocational training or study courses together with external partners such as universities Training courses for cluster members Recruitment of staff on behalf of cluster members
if it is equipped not with sufficient resources, particular in terms of numbers and experience of staff. The cluster programs of the younger EU member countries mostly support both the establishment of new cluster management organizations and the further development of already existing matured cluster management organizations.
(two project staff for each collaboration organization for 3 years) Consultancy (optional after completion of joint 3 years) 100%grant funding for core programme,
and staff funding of cluster management organizations. It is also about providing tailor-made technical assistance for cluster management organizations
approaches 17.95%20.89%22.74%24.70%15.92%24.02%14.01%15.07%Information system 9. 68%13.74%10.84%17.06%13.77%15.92%10.24%10.29%Human resources N
and human resources can contribute to the improvement of the efficiency of the firm's activity.
such as new ways of working and of organizing activities differently within the company (human resources, marketing) ways that do not necessarily involve large investments,
if needed, help round up teams of engineers and other key staff from other firms. Engineers and other key staff may shift as groups,
Examples of relevant policy approaches include creation of science parks and business incubators, encouraging mobility of staff between universities and industry,
Challenges and Key Issues for Future Actions, Commission Staff Working Document (2007) 1059, European commission DG Enterprise and Industry, Brussels. Galbraith, J. 1972), The New
Amazon has developed a world class capability for processing product information and customer preferences through its IT infrastructure and specialist staff.
and the expert staff which support it, are the key element of Amazon's business model.
including Strategy, Finance, Research & development, Marketing, Human resources and Production. Enterprise Ireland's funding contribution is primarily in the form of equity toward the implementation of a business plan9.
Strategy, Finance, Research & development, Marketing, Human resources and Production. Financial and nonfinancial supports are provided to companies with a business strategy that encompasses all elements required for business success. FORFÁS EVALUATION OF ENTERPRISE SUPPORTS FOR START-UPS
The calculation is based on the aggregation of salaries for all staff levels in the first instance.
Employment grants to meet part of the cost of taking on additional staff. At least 30 per cent of the grants given by a CEB have to be refundable by the recipient.
The total input costs (including related staff costs) were estimated as €1, 335,806 for 2008 and €1, 457,518 for 2009.122 For the purposes of this evaluation,
The total headcount for CEBS declined from a peak of 151 staff in 2006 to 136 staff in 2010 mainly
because CEBS are prohibited from replacing staff by the government moratorium. When account is taken of part-time working,
the total staffing of CEBS in 2011 was 132.1 whole time equivalent staff, an average of 3. 8 whole time equivalent staff per CEB136. 136 Source:
for instance, using Enterprise Ireland Technical staff to complete a Technical Assessment during Phase I of the programme.
Their limited financial and human resources and the lack of technological capabilities force them to look for different types of innovation partners.
Medical staff must care for more patients; patients stay for shorter hospitalisation periods; and the drive is strong to increase the medical staff's productivity.
PROF is an all-inclusive concept that tries to provide answers to these questions by focussing on the patient and his environment, with durability, functionality, usability,
and largely untapped approach to increasing value for the customer and enabling medical staff to deliver value by making their jobs more convenient using, for instance, smart and integrated information systems.
Further work on the report was undertaken by Intertradeireland staff Bernadette Mcgahon and Eoin Magennis. Disclaimer Intertradeireland is confident that the information
that innovation activity is not dependent upon the presence of R&d staff and that firms are engaging in many different types of innovation.
with partnering and long-term relationships being central to their business models as well as a focus on high calibre staff.
demand conditions and the degree of competition in the domestic market (including public procurement) and the availability of high quality human resources and infrastructure. 10 As in nature's ecosystems, no single actor in an innovation system functions
Finally, firms were asked to comment on their human resources, particularly if they had dedicated staff carrying out R&d and sales and marketing.
They were asked also about financial resources and whether dedicated budgets were set aside for business development activities.
The data on human resources help form a view on firms'absorptive capacity. A significant majority of past innovators (68%)said they possessed ambition to grow.
and a quarter (25%)have dedicated R&d staff. There were no significant differences found in leadership for innovation, culture and capabilities between past innovators in Ireland and in Northern ireland.
whereby staff are given time off to do volunteer work in local communities. An initiative for large companies could also be facilitated to provide advice to startups.
or others to work as buddy mentors to startup promoters. b. Agencies to facilitate an initiative among large companies to allow staff to volunteer to go into star tups,
Availability of Skilled Staff. Multinational companies incubated a pool of skilled staff keen to apply their experience to new challenges.
Many of these returned from working overseas or from the domestic branches of multinational companies.
and their staff, are the heart of any entrepreneurial ecosystem. Ireland already has that heart.
-34-recommendations recommendations-35-Modern successful entrepreneurs readily acknowledge that an engaged and talented staff is critical to their success. No single person can build thriving international businesses without having a high-quality team
in order to make employee share ownership a viable option for entrepreneurs and their staff. In Ireland, legal requirements make it impossible for companies to repurchase their own shares
and a significant barrier for entrepreneurs looking to provide share options to their staff. We recommend that the rules of share repurchase are amended to allow ESOPS to flourish in Ireland.
including jobs offered by public sector agencies that have no intent to hire staff at the conclusion of the programme.
We acknowledge the great work of the thousands of public sector staff who have only the best intentions to help business succeed in Ireland.
000 staff currently employed in agencies related to enterprise supports. There are 5 agencies under the Department of Jobs,
extend the scope of the cashreceipts basis of accounting for VAT to the maximum turnover threshold of €2. 5 million permissible under EU rules. 7. Enable those who set up corporations that employ staff to recommence claiming of their jobseeker
or others to work as buddy mentors to startup promoters. b. Agencies to facilitate an initiative among large companies to allow staff to volunteer to go into star tups,
the capability to absorb technology, the extent of staff training, and the dominance of powerful business groups.
and hire suitably skilled staff from the global talent pool. 2. 1. 4 Seed Capital Scheme & Employment and Investment Incentive The Seed Capital Scheme (SCS), in conjunction with its associated scheme,
In view of the significant inputs of financial and human resources from the State to support entrepreneurship, it is essential that the progress
051 staff. 167 centres have been approved for financial support (of which 117 have been completed)(*10 centres were supported not by EI for a capital build) €64m approved over 4 schemes
-Index Competition Competitors Market Dominance Human Capital Educational Level Staff Training Technology Absorption Technology Level Tech Absorption Gender Female Opportunity
Ensure the availability of skilled human resources for the innovation-driven renewal of the region's key industries The main obstacle of innovation-driven renewal is the scarcity of highly skilled human resources.
such as enhancement of regional economic actors'R&d-based upgrading and improvement of the supply of skilled human resources.
The second major challenge is to ensure the availability of skilled human resources for the innovation-driven renewal of the region's key industries.
One of the most important obstacles of an innovation-driven renewal is the scarcity of highly skilled human resources, especially of graduates in engineering, mathematics and natural sciences.
VÁTI Hungarian Public Nonprofit Company for Regional Development and Town planning (implementing the human resources related part of WT's Regional Development Programme),
and Ministry of Human resources. VÁTI was dissolved and merged into the Hungarian Economic Development Centre (MAG Zrt).
Responsibility for the administration and management of the human resources development projects of WT's regional operational programme,
frequent organisational restructuring steps that resulted in fluctuations in staff, and broken network linkages Regional Innovation Monitor Plus 19 3. Innovation Policy Instruments and Orientations 3. 1 The Regional Innovation Policy Mix Compared to the 2000s,
2). Some policy measures targeted human resources development:‘‘Support to cross-border collaboration in the field of vocational and adult education'(number of regional beneficiaries:
and the Human resources Development Operational Programme. GINOP contains all the innovation related priorities elaborated for the 2014 2020 programming period.
and the Human resources Development OP contains the priority of investment in higher education institutions'infrastructure and human resources development).
and collaboration and human resources development. 21 Earlier cluster promotion measures targeted only clustering and the development of the services portfolio of the newly formulated clusters.
Over a period of three years (between 2011 and 2013) the company gained support from three additional calls facilitating investment in new technology, development of human resources and development of new services based on new technology.
of the supply of skilled human resources. Despite a range of policy instruments and programmes targeting the improvement of the infrastructural conditions of higher education, especially in engineering and natural sciences,
new staff in EI and IDA Ireland overseas offices in high growth and emerging markets;
both in terms of the level of investment and the human resources engaged in RD&I activity. Business expenditure on RD&I and the number of indigenous and overseas firms that are RD&I active has continued to increase since 2011.
and commitment of additional staff in 2014, the focus has been on development of enhanced customer service (training, website, protocols with State bodies), seamless continuity of services (project supports/job creation, training
and 60 per cent expect they will need to recruit within 12 months of these companies the average expectation was need a to recruit 1. 5 staff.
Jobb libre of staff s. for example ician and jus oes doesn't e amme meant l relatively st he back bone lle Maye is t axassist:
The e could have d we've won'm very appr starting in Ja ntain staff of raction or ge reneur co ion 10,
N PLAN FOR s the beginni ung Entrepre ow, his comp d, with seedi 10 staff mem Here's Eamo about and h I'd ordered o ed the order,
t was a godse ork and Shan lltime staff th orms (Actions ccess the op 0,
The recent Staff Working Document (SWD) on Innovation Union (EC, 2014) takes stock of how it has been implemented and
Commission Staff Working Document Accompanying the European commission Communication‘Research and innovation as sources of renewed growth COM (2014) 339'.
CAPS representatives will describe the inputs of their project including the budget, the human resources available at project level,
and finally, CEPS staff for creating the conditions for a smooth and constructive sharing of experiences and expertise within the context of this very valuable initiative.
and IP management in universities and public research organisations The‘Third Mission'launched by the Lisbon Agenda for universities requires specialised human resources that universities should be able to form
various preparatory policy documents, communications and staff working documents in particular, the Communication Reviewing Community innovation policy in a changing world;
the number of staff examiners that each office has), or because of different propensities by firms and institutions to apply for patent protections,
75 9. 7 RESEARCH OUTPUT PER ACADEMIC STAFF...76 9. 8 NUMBER OF CO-PUBLICATIONS...
the two Rapporteurs and the European commission staff responsible for this activity, met prior to each meeting to prepare the work of the expert group. 22 A workshop with Commissioner Potocnik,
how much output vis-á-vis funding Quality of academic staff and Phd students Attraction capacity:
how much output vis-a-vis funding Quality of academic staff and Phd students Attraction capacity: recruitment of students, academics and researchers from outside region and internationally Identification of Partnerships (academic, public/private sector, NGOS, research organisations, etc.
quality and competence benchmarked against peer institutions Quality of academic staff and Phd students Attraction capacity:
recruitment of students, academics and researchers from outside region and internationally Quality of academic staff and Phd students Efficiency level:
recruitment of students, academics and researchers from outside region and internationally Quality of academic staff and Phd students Efficiency level:
nationally and worldwide Quality of academic staff and Phd students INDIVIDUALS Academics and Researchers Identify career opportunities Identify research partners Identify best research infrastructure and support for research Institutional and field data re level of intensity,
Staff/student ratio Institutional research support Students Inform choice of HEI Identify career opportunities Institutional and field data re level of intensity, expertise, quality,
and support Graduate career and employment trends Quality of the research infrastructure Staff/student ratio PEER HEIS Identify peer HEIS
quality and competence Competitive positioning of institution and researchers Trends in graduate employment and competence Quality of academic staff and Phd students SPONSORS AND PRIVATE INVESTORS Benefactors/Philanthropists
relevance and impact of research activity Quality of academic staff and Phd student Contributor to own brand image Institutional data re level of quality and international competitiveness
and worldwide Quality of academic staff and Phd students Alumni Determine institutional performance vis-a-vis national and international competitors Institutional data re level of quality and international competitiveness
sustainability, relevance and impact of research activity Quality of academic staff and Phd student Reflect pride
and worldwide Quality of academic staff and Phd students PUBLIC OPINION Determine institutional performance vis-a-vis national and international competitors Quality, sustainability, relevance and impact of research activity Student
Typical examples are the number of (academic) staff employed or revenues such as competitive, project funding for research.
A typical example is the total of human resources employed by university departments, offices or affiliated agencies to support
Research outputs per‘Research Academic'staff Number of publications and other research outputs per academic staff or full-time equivalent (FTE.
Comparable definition of‘Academic Staff'and‘Research Time'can be difficult. Agreement on definition of‘Research Academic'.
Number Prestigious Nat'l/int'l Awards and Prizes A count of the number of prestigious national and international prizes won either in total or per academic staff.
Research income per academic staff or FTE Research income per academic staff or FTE supports cross-institutional comparisons,
adjusted for scale of institution. Important measure of research activity. Comparability is dependent upon institutional mission, context and discipline.
SUSTAINABILITY AND SCALE Postgraduate Research Student Load The ratio of research students (or Phd students) per academic staff or per‘Research Active'staff.
'Percentage‘Research Active'per total academic staff Ratio of the number of‘Research Active'per total academic staff.
Research income‘research active'as percentage of total academic staff; libraries, equipment, etc. Drive Research Mission Differentiation Research output/bibliometric data Output per research academic Peer review Self evaluation Ratio of research income:
Data on Research Outputs, including output per academic staff Data on ratio of research income:
Data on research outputs, including output per academic staff; Peer review and/or citation data to determine scholarly impact;
representing the academic staff. Philippe Emplit is a member of the Interuniversity Council CIUF of the Belgian Communauté française CFB, the organism responsible for collecting in a coherent way the statistics for all CFB universities.
She is interested in the subject of mobility and knowledge flows focusing on the higher educated people, the human resources of S&t and the impact of foreign direct investments on mobility.
President of the Wollongong Women's Centre in the 1980s and Convener of the Richmond Education Centre, established by Labor's Schools Commission in the 1970s) and university bodies (i e. elected staff representative on the Councils of Prahran
Some universities could require staff to achieve 2 or 3 out of these 4 indicators.
Used as a proportion of total academic staff, this indicator can assist universities in building research capacity.
This approach to indicators can also be drilled down differentially to faculties and other units within universities. 9. 7 RESEARCH OUTPUT PER ACADEMIC STAFF Description:
Number of publications and other outputs per academic staff or Full Time Equivalent (FTE. The total research output is divided by the respective number of staff.
Who is counted depends on the type of output e g. the number of Phd graduates should be related to the number of professors
whereas the number of publications might be better related to the number of all research active staff.
not all academic staff may be research active. Therefore, it is may be difficult to determine the right denominator
which need to be taken into account. 9. 9. 2 RESEARCH INCOME PER ACADEMIC STAFF Description:
Research Income Divided by the Number of Academic Staff or FTE. Pro This indicator enables assessment adjusted to the size of the knowledge cluster,
e g. the number of academic staff or FTE because of the way different universities and countries consider this category.
Destabilisation and‘churn'in the system as the pressure to recruit talented staff results in rapid-paced mobility.
Increased differentiation amongst academic staff in terms of salaries and work-mix (teaching & research. Increased emphasis on effective performance management of academic units (faculties etc), research groups and individual academic staff.
Greater cohesion and organisation of discipline groupings, especially in professional fields such as creative arts, architecture, law, business and commerce,
of senior scientists (permanent academic staff), based on a common format; 1. 7. Representative publications authored by members of the team
. 1. Staff 3. 2. Teaching activities (incl. size of the classes) 3. 3. Financial data 3. 4. Third-mission activities the documents prepared by the disciplinary
"i e. internally available for ULB members of staff. The reports on discipline-specific teams are strictly"confidential,
research strategy, including human resources strategy and the focus of research, as well as issues such as the availability and quality of support services, research infrastructure, databanks, the teaching load of research-active staff,
and the staff-student ratio. Future Potential. While it is impossible to assess the future,
the panels were asked to focus on such indicators of future research potential as the Unit's vision and plans for the future,
issues such as the age and career profile of the research-active staff, the size of the unit,
list of research-active staff, description of the department's research profile (2 pages max.
complete list of publications, list of selected publications (2 per research-active staff) plus two copies of the publications selected, a short list of the best publications (three per permanent professorship
All the staff of the Evaluation Office were recruited through an open application procedure. Costs: Salary costs of the Evaluation Office:
"Impact"relative to human resources; publications/citations/third-stream funding/patents per full-time equivalent researcher. Promotion of young researchers:
The ranking team is comprised of six CHE members of staff; additional human resources are provided by Die Zeit for the publication and programming of the online-version.
There are additional costs for the poll conducted among students and for the analyses of publications.
CHE now takes all publications into consideration that were produced by members of staff holding a doctorate.
A measure of research efficiency which compares competitive research funding won in 2007 with the number full-time equivalent academic staff.
Student-staff ratio. Full-time and part-time undergraduate students (weighted), divided by full-time equivalent teaching staff. A ratio of 10:1 as a benchmark for excellence, worthy of 100pts in the league table.
Source: Calculated from: Universities HEA 2007 data; institutes 2006 Department of education and Science data. Completion rates.
Teaching staff Full-time equivalent number of staff engaged in teaching. Mature/overseas students Those over 23;
Staff and collaboration ca. 14 units. Duration 4 (four) years. First appointment (Minister Berlinguer) in 1999;
while complementary information on human resources, financial resources, other research outcomes, and evaluation practices were submitted by end of September 2004.
In addition, it stated that academic staff not producing scientific publications in the last two or three years will not receive full salary upgrade
20%use of internal academic staff for teaching 20%adoption of student satisfaction surveys for the evaluation of teaching activities.
A reflection on the leadership, strategy and policy of/for the research programme An assessment of the quality of the research staff,(human resources, funding policies and facilities An assessment of the quality and quantity of the publications and of the publication strategies An assessment of the academic
ARWU uses several comparative and seemingly objective indicators of academic or research performance, including alumni and staff winning Nobel prizes and fields medals,
Given the expansive range of stakeholders in higher education, including students and their families, academic staff, institutions, governments,
such as the academic and research performance of faculty, alumni, and staff. The measures evaluated include publications, citations,
or research performance, including alumni and staff winning Nobel prizes and field medals, highly cited researchers,
Staff of an institution winning Nobel prizes and field medals Highly cited researchers in 21 broad subject categories Award Hici 20%20%Research Output Articles published in Nature
and the scholarly capacity of academic staff works toward giving ARWU a relatively solid level of credibility among a broad array of higher education stakeholders, in particular, researchers and policymakers.
the WUR intends to meet the needs of consumers (students, academic staff, researchers, policy makers) seeking reliable information about universities around the world.
PRSP staff researchers identify manually the actual number of articles and citations within the SCI/SSCI to identify those produced by each individual campus. This staff-intensive approach is used also to ensure the‘highly cited ESI'calculations are representative of overall institutional quality and not an outlier.
Dissemination, incl. how much information is available regarding data and methods: Dissemination is through the website,
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