executives and external experts from the medical, academic and business communities to provide ongoing advice on the exploitation potential of
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.
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 as long
executives and external experts from the medical, academic and business communities to provide ongoing advice on the exploitation potential of
with innovative ideas and technically skilled employees. Similarly, there must be a market demand for the innovated products in the form of an explicit customer demand or
knowledge and experience of the authors, discussions held with industry experts and representatives of SME associations.
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,
assisted the Secretariat as an outside expert consultant on background work for the chapter on monitoring
here, experts in Massachusetts (United states) reported huge administrative cost savings as a result of introducing electronic claim processing through
Among the case studies, experts in Massachusetts reported staggering administrative cost savings as a result of introducing electronic claims
and performance experts to develop standardised and nationally-recognised metrics that can be used to monitor impacts on quality and cost of
leaders and experts in quality and safety to help set the agenda and facilitate the process
as well instant access and sharing with the stroke unit experts at Son Dureta •Integrated picture archiving and communications system (PACS) for
independent expert organisation providing guidance on infrastructure and standards related to the national EHR effort. It is funded by the Ministry of
A group of OECD experts in health information technology was established to help guide the work, the development of a framework for the
included expert delegations from 18 OECD member countries, the Business Industry Advisory Committee to the OECD, the European commission and
determined together with experts of the host country and by an assessment of the characteristics of the proposed case studies, including the variables
invited experts from European innovation support agencies to participate in peer review panels and as hosts for peer reviews.
Council and to attract reviewers/experts. The open calls were used also to get support schemes
provide their employees with cheap PCS which in turn drove demand of broadband and Internet
on the quality of individual advisers. However personal meetings are valued highly by their clients. It seems that human interfaces may be
effect is the loss of ability of the human expert to innovate and to adapt to new circumstances
membership and the access to leading experts IPF is a platform where meetings take place and
this approach external experts can be included when needed. However, the ones that apply for participating in projects need to be committed to
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
•Encourage employee share ownership (Proposal 15, page 76 •Establish Industry Growth Centres (Proposal 13, page 72
•The Government will improve the tax treatment of Employee Share Schemes (more detail under Ambition 4
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
traders and 85 per cent have fewer than five employees (Connolly et al, 2012. The need to
•removing the requirement for employers to re-offer choice to their employees when superannuation funds merge
arrangements for Employee Share Schemes TPO00007 An action plan for a stronger Australia Industry Innovation and C
excellence as well as improve employees†skills to retain good employees Initiatives to increase international competition and improve market
to deliver job ready employees declined 6 percentage points, to 78 per cent, between 2011 and 2013.
a job and provide employers the skilled employees they need to grow their business •training for Employment Scholarships:
of training once their employee completes their training •Youth employment Pathways: This will provide support for training 3,
•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 and employers should be able to achieve flexibility in the workplace through individual flexibility arrangements (IFAS.
This means that employees covered by an enterprise agreement may be denied the opportunity for more suitable workplace
also require employees and employers to consider productivity improvements when bargaining for an enterprise agreement
to eligible employees The Productivity Commission†s review is examining the contribution that affordable, quality child
experienced private sector experts •help small and medium businesses become more competitive by working with the research
employees to have recognised their skills and provide training for new jobs, while they are still
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,
and international research suggests that companies in which employees have an ownership interest are more productive than those that do not
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 TPO00007 An action plan for a stronger Australia
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
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 †vestâ€, rather than when the
employee decides to exercise the options to purchase shares in the company, as was previously the case.
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,
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 TPO00007
to offer ESS shares and options to their employees at a small discount, and have that
the employee for at least three years. Tax on the discount provided by the employer may be deferred or exempt depending on
whether the employee receives options or shares. Criteria will define eligibility for this concessional treatment,
provisions introduced in 2009 and the $1, 000 up-front tax concession for employees who earn less than $180,
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, so he offers them free options to buy shares in his company at a future date, at a set price
He wants to do this so the employees have a strong incentive to help the business grow.
and assuming there is no risk of forfeiting the options, if the employees accept the options then they will have to pay tax on the free options in the income year they are provided
This means the employees would have to pay tax before they have the ability to get a
This situation has discouraged the provision of options under employee share schemes, to the detriment of productivity growth and innovation
certain conditions, the employees of eligible small start-up businesses will not pay tax on any discount
For employees of businesses that are not eligible for the start-up concession, the tax can instead be
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 TPO00007 An action plan for a stronger Australia Industry Innovation and C
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
the employee forfeiting the shares or options, and schemes provided through salary sacrifice (up to $5, 000, and subject to conditions
moved back to when the employee exercises the options Going forward -start-ups only Options and shares that are
(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
talented employees, and compliance burdens generally have a larger proportionate impact on small businesses. This is partly because small businesses have limited
arrangements for Employee Share Schemes The Department of the treasury will conduct stakeholder engagement to refine legislation prior to introduction
ESS Employee Share Schemes FWBC Fair Work Building and Construction GDP Gross domestic product IFA Individual Flexibility Arrangements
) Employee Share Schemes †Their Importance to the Economy. Employee ownership Australia and New zealand Farquhar, S. 2014, February 18.
government believes that it also concerns issues such as employees trust and participation as well as low wage dispersion.
focus on the employees, and consider new measures for promoting staff-driven innovation in collaboration with the norwegian Confederation of trade unions
experienced R&d experts but staff in SMES (managers, employees and trainees) who have to develop innovative products
consultants might wish to use it as an additional tool to support their clients or to give their
diagnosis, an external specialised consultant is proposed Example Questionnaire for Technology Audit (at the end of the article http://www. adi. pt/docs/innoregio techn audits. pdf
this point, the participation of experts for recommendations and solutions was necessary. So the dis
employee disruption and service level degradation as possible. The Wright & Hunter recom -mendations for improvements in the physical plant were implemented and the probability of
own employees than asking for consultancy elsewhere ï it improves the mood and the relations between the employees of an organisation (for exam
-ple, creating a relaxed open to communication atmosphere, employers can discover potential problems of the organisation †no matter the level of their occurrence †before the situation
employees We have to make an important statement: the managing styles do not exist in a pure state.
it is a public company founded in 1930 with over 28,000 employees worldwide Context: the company fights its capacity to serve its clients,
4. an expert called facilitator, which can acts as a leader to maintain the order and the focus of
if experts in different fields of knowledge and levels of qualification participate in the session
be used (experts in different fields of knowledge ï 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
-ence, technical expertise, medicineâ€) †group work with experts from â€oedistant†fields can be very useful
We train our employees †but we don†t let them use their knowledge We learn mostly in projects â€
We have an expert for every question †but few people know how to locate him/her
and the participation of each employee to the firm cognitive capital is also rec -ognized
know-how or experts) or missing technology or a combination of the two. Knowledge gaps must be filled in with several policies such us
In today†s very competitive work environment many employees don†t feel safe in their work position
mistakes or ask other employees if they don†t know something. People at work also shouldn†t be
Specific knowledge might exist in every employee due to his/her past experience, first degree, etc
and accurately communicated to employees Solution To help the company maintain and improve the quality of their working methods, Information Transfer
Lack of absorptive capacity in recipients Educate employees for flexibility, provide time for learning, hire for openness to ideas
ï They will not waste the innovative potential of their employees (practically the most valuable asset of a company
ï They will create among employees the sentiment of participation, the sentiment that their ideas are taken into account.
employees, which is in itself beneficial 4. 7. 1. Why and where is used it?..79
employees and a proper way to motivate them in terms of per -formance and com-New organizational culture
employee, teamwork, good communication, awareness of the innovation importance for the company†s performance excellent work relations
ï Nurturing an environment that encourage the creativity of employees (blue sky thinking that use toys to stimulate creativity are to be considered-see links
the creative potential of the employees. Details on that subject will be given later in the module Risk taking
feeling the employees get, that they are taken into account, that their opinion counts. When imple
/The method implies the creation of a number of boxes where the employees deposited ideas, sugges
Mexican cement company, regularly uses all its employees and its customers for ideas. These firms
-ency †management and employees may see, at a glance, for instance, what kind of innovations are
One has to mention that every employee has the right to participate to the program.
According to a business consultant helped ENERGEX, "We were ini -tially surprised by the call from ENERGEX-energy retailing is a long way from our usual customers in
According to business consultant the results of the ENERGEX Retail review were positive.""We found high-energy teams passionate about their industry, their business and the need to move at lightning
With the help of the business consultant we have tailored the Stage Gate product development system to suit our managerial needsâ€
ENERGEX chose business consultants to help them develop its new process and tackle the short
New employees should also be trained in the process The Results During the implementation of RAPID, existing projects were mapped to the process and a number of
The tyre company with the help of external consultants built a solution to monitor and manage the
The engine manufacturer with the help of external consultants designed a solution with a multi-tiered
addition there are many technologies available for recycling purposes as well as expert consultants in several recycling areas.
-tion with your immediate fellow researchers, business partners and professional advisers would nor -mally be regarded as implicitly confidential
-land, IP experts initiated proceedings in South korea for infringement of their South korean design registration and succeeded immedi
Many businesses often need to reveal some of their confidential information to new employees, inde -pendent contractors, venture capitalists or bankers.
employees to potential partners, every business needs a Non-Disclosure Agreement to protect itself Once you have your own Non-Disclosure Agreement at your disposal,
Current and former employees are responsible for most breaches of confidentiality. Employees are under an implied 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 provi -sions for when the employee leaves your business They can be used to
ï share intellectual property ï share commercial or trading information ï 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.
from employees, principals or agents of theirs who will come into contact with the information 2) Second, there must be a recitation of confidential relationship between the disclosing party (the one
them, by consulting IP experts As some IP protection tools require financial resources that a start-up company may not necessarily
employees, clients and partners before any information is exchanged. He also ensures that all the company's documents have a confidential notice.
by seeking help from IP experts Planning to diversify his business activities, the company owner plans to develop a new innovative
ï Reference others †by referencing experts in the area of your project, studies/forecasts from
-ture created to promote self learning among employees of the car manufacturer. The first of its kind in
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...
high degree on their employees, their competence and knowledge The great importance of training, further training, learning, human resource development etc. should
the employees Changing market conditions such as ï Increasing internationalisation and globalisation of the markets, high competition pressure
qualification requirements of the employees ï Faster decline of the knowledge and the need for lifelong learning
of the employees ï communicative and language competence ï need for more responsibility and self-control etc
The qualification of the employees are, on the one hand, a prerequisite for innovation, because it is indispensable for the start and the permanent further development of innovation.
-tion changes in the qualification profile are taking place among the employees Lacking qualification can turn out to be a bottleneck in the innovation process in an enterprise
The CEO of Eloxal Heuberger (an anodising institution with 22 employees) has an interview with the
the enterprise and the employee from this training measure are made clear before the event After attending the seminar a follow-up interview takes place where the participants jointly find out how
-rectly, and which supporting measures the employees would need to apply them. In addition, a sum
If required, the company Winkelbauer (engineering enterprise with 46 employees) organises events under the title â€oeedp:
possibility to talk for two hours with an EDP expert about his EDP questions on the basis of a cata
The Gosch Consulting company (Consulting enterprise with 30 employees) has compiled a database with the title â€oemarket place of experienceâ€oe.
by the employees. If there is a problem during their daily work they then can access the â€oemarket place
ï Training and Qualification-Handbook for Consultants Karl-Franzens-Universitã¤t Graz, Institut fã r Organisations-und Personalmanagement †GRAZ
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 com
grants the employees labour market ability, and opens up new business fields for the enter -prise
-partments for preparing their employees for future requirements, professional human re -sources development is looked often vainly for in medium-sized and small enterprises.
with these challenges by engaging support services such as consultants, lawyers, bank or government sponsored business advisors in order to tackle any perceived gaps
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
because the employees of the different areas are the ones that will be involved in the training later on
-ing needs of your employees; we give you a few examples ï Introducing new technologies ï Entering a new market
ï 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
Employee Proposed Solution Solution De -tails Bad quality control Production Quality Control Production Quality 95%pro
employees Delivery wor -kers Defining and moni -toring of perform -ance indi -cators for delivery
employees about this new system Bad cash-flow management Budgeting Financial Existence of enough cash in
environment, focusing on Contractors, Specialist Subcontractors, Consultants, and Local Au -thorities, where the departments work as SMES.
Once embraced by employees, innovation becomes a way of life. It ensures that all the human capital is in step
-ployees are motivated and confident enough to continually try new things Out to this end, employees would be equipped with the right types of knowledge,
shared 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.
striving to meet the needs of all employees Why and where creating a company culture for continuous innovation is applied
ï Use knowledge of employees and data to make decisions in a timely manner ï Tolerate mistakes of employees in pursuit of continuous improvement
ï Act with swift resolve to maintain the highest customer satisfaction ï Never rest with the customer†s status
about modified employee behavior, leading from the top. But once a company sets out on the innova
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,
4. Challenge Employees to Compete When challenged by external (or sometimes internal) organisations, groups are kept on their
-ity to all employees, with rewards both for uncovering unsafe conditions, and for discovering new ways
A team of company employees decided that they could do the job themselves better and
The two employees are in charge of corporate strategy, network expan -sion and product development. Everything else, including product branding, product design, marketing
processes), played by good jazz musicians (employees), playing high quality instruments (technology in the right way, so that the audience (customer) enjoys the performance.
The employees ï are competent and confident in their jobs ï are aware of their strengths and weaknesses
ï Sufficient potential of highly qualified employees ï Attractive frame conditions for scientists and researchers from home and abroad
use a technical reference or will contact directly some expert in the field; nevertheless, the Internet
-vided by an expert in the field Depending on the type of the required information or specificity of data,
experts Finding and using interna -tional sources for financing Marketing and sales (ads website ecommerce) in
1. Employing people who are professional experts and speak foreign languages e g. because they come from
the company, employees sometimes arrive late or leave during the course due to work commitments â€oemrs Y, there is a phone call for you †â€.
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
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
prices for the payment of employers†social contributions for the employees The answer which was given was that international competition in a globalized market makes the im
what constitutes the requirements for the qualification of the employees 10.1.2. Why: The role of human resources in the company†s ability for innovation
employment to 70.9%of all employed persons in 2006 (Ifm, 2007b. In absolute terms German SMES provided employment and/or apprenticeship to 20.42 million people in 2006
As on 31.12.2006 large firms (with 250 employees or more) constituted a miniscule 0. 33%of all enterprises.
date an overwhelming 3, 204,519 were SMES (with less than 250 employees. 2 These data exemplarily demonstrate the key-role which SMES play in Germany†s economy.
confirm, or extend the data base with experts from the selected industries like firm representatives, representatives of industry associations and cluster
employees were found to be suffering more from this scarcity (60%)than did large firms
Inc. cited troubles in obtaining work visas for its prospective employees as a reason to set
Furthermore, some employees in the R&d units at the headquarters tend to see the new
and should provide their employees involved in international activities with cross-cultural training. This sensitization to
senior management but also by other employees, especially in R&d departments, as well as a profound analysis of business environment conditions of the target offshore country
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