Explorative Research into a Contingency Based Approach of Strategic Personnel Planning

Maat: px
Weergave met pagina beginnen:

Download "Explorative Research into a Contingency Based Approach of Strategic Personnel Planning"

Transcriptie

1 Explorative Research into a Contingency Based Approach of Strategic Personnel Planning Name: Caspar van Knippenberg Student number: S Address: Noord Besterdstraat JE, Tilburg Study programme: Theme: Exam Committee: Start: Graduation date: Human Resource Studies Strategic Workforce Planning Prof. Dr. J. Paauwe Dr. M. Verhagen 0

2 Abstract. Strategic Personnel Planning has been receiving growing attention over the past decades. Numerous case studies have been written and several attempts of a universal model have been proposed. This explorative research goes beyond these studies and proposes contingency based strategic personnel planning based on the contextually human resource theory of Paauwe. Several competitive, configurational and institutional contingencies are proposed as being indicative for the design and application of strategic personnel planning. Interviews are conducted in nine profit and nonprofit organizations in the Netherlands in order to determine a potentially indicative set of contingency factors. The interviews are coded using direct content analysis. The results show that dynamics of the product market appear to be indicative for the need for flexibility. Organizations that are operating in a tight labor market appear to have more developed strategic personnel planning. Although further study is needed, several labor market characteristics, institutional characteristics and configurational characteristics are potentially indicative for strategic personnel planning. This study strengthens the idea that a contingency based approach benefits the research on strategic personnel planning. Limitations and suggestions for future research are discussed. Keywords: Strategic personnel planning, contingency, workforce planning, explorative research, contextual human resource theory. 1

3 Table of contents 1. Introduction 4 2. Strategic Personnel Planning The concept and definition of Strategic Personnel Planning The process of Strategic Personnel Planning Analyzing techniques in Strategic Personnel Planning Supply analysis techniques Demand analysis techniques Intervention analysis Context dependent Strategic Personnel Planning Competitive mechanisms Predictability and stability of the product market Level of competition in the product market The configuration of the organization Structure Size Profit-nonprofit The labor market and institutional mechanisms The level of competition and the tightness of the labor market The composition of the workforce Labor contracting laws The sector Segmentation in Strategic Personnel Planning Overview of the contingency factors Method The sample Data collecting and analyzing Findings Findings regarding the contingency factors Competitive mechanisms The configuration of the organization The labor market and institutional mechanisms Findings regarding Strategic Personnel Planning Supply analysis Demand analysis Intervention analysis 37 2

4 5.2.4 Implementation General state of Strategic Personnel Planning Segmentation Findings on the relation between contingency factors and SPP components Competitive mechanisms The Configuration of the organization The labor market and institutional mechanisms Segmentation Conclusions Competitive mechanisms The configuration of the organization The labor market and institutional mechanisms Segmentation Contingency based Strategic Personnel Planning Discussions Competitive mechanisms The Configuration of the organization The labor market and institutional mechanisms Segmentation Contribution Limitations Suggestions for future research References Appendices 12.1 Interview schedule Competitive Mechanisms The configuration of the organization The labor market and institutional mechanisms Segmentation Supply analysis Demand analysis Intervention Techniques Implementation Hindering factors State, goal and focus of Strategic Personnel Planning 103 3

5 1. Introduction Strategic Personnel Planning (SPP) has been receiving growing attention, both in science as well as in the business world. Most studies on SPP focus on individual cases and describe extensive customized models of the SPP in organizations. Across these studies several SPP-steps return frequently; supply analysis, demand analysis, gap analysis and solution analysis (Anderson, 2004) in order to prepare the workforce for future needs. A best practice approach claims there is a superior personnel planning model that will lead to the best outcome in all organizations. Anderson (2004) mentions general success factors for SPP: management commitment and support, human resources staff support, employee involvement, linkage to other plans, quality planning data (accurate, current and readily available data), implementation strategy and communication. Although these factors are indeed of influence on the success of SPP, these conditions will most likely have a positive effect on all HR policies. Best practice approaches lack specific conditions for SPP. Specific organizations with specific wishes will always be in need for customized models. This statement is in contradiction with the best practice approach and assumes a contingency based approach. A contingency based or best fit approach states that if an organization has a certain characteristic, the design of its personnel planning model should have a matching characteristic. For a certain set of organizational and environmental conditions, an optimal strategy exists (Harvey 1982, p.81 in Ginsberg & Venkatraman 1985). For example, an organization in a dynamic environment should have a workforce that is able to react quickly to changes, while for an organization in a stable environment such a characteristic would be redundant. The process of SPP should contain policies to ensure that the changes are noticed and contain interventions that provide a quick reaction. Evers and Verhoeven (1999) mention that small organizations need a different oriented planning system than large organizations and organizations with fixed career patterns are unlikely to have a similar planning system as organizations without fixed career patterns. Large organizations for example focus on groups or categories, whereas small organizations are more focused on individuals (Evers & Verhoeven, 1999). Kispal-Vitai and Wood (2009) note that some forecasting instruments are more effective in stable environments or industries where long term planning is possible than other instruments. 4

6 Van Donk (1995) supports a contingency based approach by claiming that the current SPP literature and handbooks lack differentiation between situations. Potential influencing factors are: different environment or production processes, differences in urgencies, variation in type of change such as growth, stability or shrinkage and a different nature of the labor market in which the organization operates. (Van Donk, 1995) Each of these (or combinations of) situations possibly requires an own process of personnel planning in which certain parts are emphasized with more or less precision (Van Donk, 1995, p ). Comparable issues regarding different approaches to personnel planning are mentioned by Evers and Verhoeven (1999), based on the work of Geurts, Evers and Dekkers (1996) and Geurts (1995), mention several important influences in customized personnel planning; the type of organization, the labor market segment and the type of career pattern. They formulate 12 types of personnel planning based on the typology of Mintzberg (1979), the labor segment and the career configuration of an organization. These studies suggest a contingency approach that differentiates the SPP of organizations dependent on their external and internal environment would be desirable. In order to design such an approach it is necessary to identify configurational design parameters of SPP and organizational characteristics. Patterns between the two will lead to a better understanding of SPP. The scientific goal of this study is to contribute to the contingency perspective of SPP and identify patterns of coherence in the relation between the design of SPP models and organizational contextual factors. New insights in these contingency factors will lead to the development of customized applications that better align with specific organizational needs in their specific context. To support this, the following research question and research objective are formulated: Research question: Which set of contextual factors can be identified as indicative for the design and application of a Strategic Personnel Planning model? Research objective: Increase the knowledge on Strategic Personnel Planning needed to develop custom-made applications that better align with specific organizational needs in their specific context. This study will begin with an extensive overview on the subject of SPP as it is presented in previous research, the SPP process and SPP techniques (chapter 1). Secondly it will discuss why SPP models are 5

7 context dependent. Thirdly, different contextual factors will be discussed and potential requirements will be formulated (chapter 3). Using an explorative and iterative process of literature and field study these requirements are translated into design criteria of SPP. To study the requirements and design criteria, empirical data are collected via interviews in nine organizations that are supposed to vary on relevant contingency factors. Levels of these contingency factors of the organizations are assessed (chapter 5.1) and requirements and designs are distinguished (chapter 5.2) in order to study the influence of the contingency factors on SPP (chapter 5.3). Conclusions on which set of contingency factors are indicative for the design and application of an SPP model are drawn (chapter 6) and findings are discussed (chapter 7). Finally the contribution to the previous literature, limitations of this study and suggestions for future research are discussed. 6

8 2. Strategic Personnel Planning At the start of this research it is important to give an understanding of the concept of SPP. In this section the concept, the process and the techniques of strategic workforce planning will be discussed to give insights in what are the important parts of SPP. 2.1 The concept and definition of Strategic Personnel Planning In the most basic form, SPP is focused on ensuring that the organization has the right number of people with the right skills, experiences, and competencies in the right jobs at the right time (United States Department of Health & Human Services, 1999). SPP has been discussed in multiple forms mainly in a normative and prescriptive way. All types of planning rely on the use of data, either quantitative or qualitative or a combination of the two (Cotten, 2007). Lam and Schaubroeck (1998) distinguish three types of HR planning systems objectives: operational, traditional HR planning and strategic planning objectives. Operational objectives focus on the near-term work necessities and identify current capabilities and trends; traditional HR planning objectives focus on longer term demands and are based on forecasts about the future; strategic planning is based on coping with alterations in strategy and the influence of these changes on the demand of employees. Van Donk (1995) claims that a workforce planning system/ or a definition should contain a relationship between personnel planning on one side and organizational- planning, - activities and/or -strategies on the other side. This characteristic indicates that strategic workforce planning is related to other organizational characteristics and gives it a strategic intent. Other workforce planning systems such as mathematical planning mechanisms, which calculate the number current and future amount of employees, lack the connection with the organizational activities and act as an isolated process (Roelvink, 2007; Van Donk, 1995; Evers & Verhoeven 1999). When the present study refers to SPP or strategic workforce planning, it is because of the relationship with organizational strategy. Evers and Verhoeven (1999) describe that personnel planning happens at three levels in an organization; the macro-, meso- and micro- perspective. The micro perspective focuses on inflow, through flow and outflow in different functions. The meso perspective discusses the planning at the different departments. The macro perspective focuses on the interaction between the organization as an entity 7

9 and the external environment. In this perspective the organization itself is a black box and only the total of out and inflow is measured (Evers & Verhoeven, 1999). Research on strategic workforce planning has focused both on the process as well as on the results of the process. In most studies, the process is based on four steps; the supply analysis, the demand analysis, the gap analyses and the solution analysis (Anderson, 2004). These concepts are discussed in section 2.2. Emmerichs, Marcum and Robbert (2004) propose three goals of workforce planning. Firstly, it should contain a clear representation of the workforce that is needed to carry out the strategic intent. Secondly, it should develop an aligned set of human resource policies and practices to ensure the appropriate workforce will be available. Thirdly, it needs to establish a convincing rationale to create support in the organization. This support is necessary to implement the changes in HR policies and programs (Emmerichs et al, 2004). Evers (2011) uses the following definition of SPP: the preparing, designing, and implementing of strategic policies around the inflow, through flow and outflow of personnel, in order to achieve an effective and efficient allocation of labor (p.37). The International Public Management Association for Human Resources (IPMA-HR, 2002) uses the definition: Workforce planning is the strategic alignment of an organization s human capital with its business direction. It is a methodological process of analyzing the current workforce, identifying future workforce needs, establishing the gap between the present and the future, and implementing solutions so the organization can accomplish its mission, goals and objectives (p.10). This definition is more in line with the current study because it contains the three aspects of strategic workforce planning discussed in the above section; the process, the goal and the strategic intent. From a contingency perspective one would expect contingency factors (either explicitly mentioned or a reference to the existence of contingency factors) included in the definition of SPP. This definition (with the exception of the business direction) lacks contingency factors that influence SPP. Currently a definition containing contingency factors is not found the literature. 2.2 The process of Strategic Personnel Planning As mentioned earlier, Anderson (2004) describes that most of the basic workforce planning models are based on four steps. The supply analysis of the current workforce consists of analyzing the current internal supply for labor based on qualitative and quantitative data (Evers, 2011). The demand analysis 8

10 measures the future activities, workloads and describes which competencies are necessary in the future. The gap analysis identifies the mismatch between the supply now and the demand in the future. The solution analysis is the developing of strategies to close the competency gap. The models of Colley and Price (2008), Stokker and Hallam (2009), Kispal-Vitai and Wood, (2009), Roelvink (2007) and Cotten (2007) are all based on these four analyses (figure 1). These analyses focus on the supply, demand, gap and gap-solution of competencies (individual knowledge, skills and attitudes). Supply analysis Demand analysis Gap analysis Solution analysis Figure 1. Strategic Personnel Planning. Some adaptations are made to the model by several authors. Existing practices will already have an influence into the future composition of qualities and quantities of personnel. Therefore, several studies (Roelvink 2007; Emmerichs et al., 2004) explicitly mention a step in the model that translates the current situation into the future, if HR policies and practices remain unchanged. The future gap should be based on the future supply (after the influences of current HR practices) and the future needs. Roelvink s (2007) first step is the mapping of external and internal factors such as mission, vision, strategy and developments. A similar remark is made by Colley and Price (2008). They note that changes in the environment and core business activities are the drivers for workforce planning. Cotten (2007) also describes the importance of an internal and an external environmental scan. She mentions external macro factors such as industry trends, public sector employment trends, labor market forecasts, technological trends and external micro trends such as local labor supply, strength of the local economy, the appeal of the area to prospective employees, the political environment and demographic composition of customers and employees. Furthermore, internal analysis can focus on workforce trends, HR transactions, organizational structure, organizational culture, employee morale and performance levels. These internal and external contexts are of influence on both the supply and the demand of personnel. Objectives are set in the context of internal and external environment, and the values of the organization (Lam & Schaubroeck, 1998). Cotten (2007) introduces a seven steps plan for strategic human resource planning, to align organizational human capital with its mission. She recommends that before the internal and external environmental scan, the strategic direction and core capabilities of the organization should be defined. 9

11 Becker, Huselid and Beatty (2009) describe that organizational strategy should be the starting point of all human resource policies. The strategic direction, the internal and external environmental scans describe capabilities that are important for the organization. They refer to the term strategic capabilities as describing business processes absolutely essential for executing a firm s strategy (p.22). Capabilities refer to organizational characteristics, whereas competencies refer to individuals characteristics. The organizational capabilities determine what competencies (knowledge, skills and attitudes) are needed. The strategy, external and internal environment provide insights in possible changes that lead to demands for different competencies (Cotten, 2007). In het model there is an increased attention to the implementation of the gap closing strategies. In line with other models (Wan, Chen & Kuriger, 2011) the necessity to evaluate the effectiveness of the gap-closing actions and interventions is mentioned by Cotten (2007). In conclusion, many aspects of strategic workforce planning are mentioned in the literature: organizational strategy, the internal and external environment, supply analysis, estimations of the future characteristics of the current workforce, future demand analysis, workforce strategy, gap analysis, the solution analysis, the implementation and the evaluation. Furthermore, in the existing literature there are numerous references of contingency factors influencing these parts of SPP (f.e. Cotton, 2007; Colley and Price, 2008; Kispal-Vitai & Wood, 2009). Figure 2 is an overview of the literature described above based on the work of Anderson (2004), Kispal- Vitai and Wood (2009), Cotton (2007), Wan, Chen & Kuriger (2011), Roelvink (2007), Emmerichs et al (2004), Becker and Huselid (2009), Colley and Price (2008), Stokker and Hallam (2009). In line with Cotten (2007) and Becker (2009) the model starts with the strategic direction of the organization. All human resource policies should start with the organizational strategy (Becker et al., 2009). The strategy, external and internal scan determine what capabilities are important for the organization. The capabilities determine what competencies (knowledge, skills and attitudes) are present in the organization and what competencies are needed in the future. Furthermore, describing organizational missions, directions, goals and visions gives an opportunity to evaluate the contribution of the SPP to the organizational goals. The model is not presented as the way an SPP model should be, but as an 10

12 overview of the components and a ranking order that previous literature mentioned as relevant factors/aspects. Define strategic direction Internal and external environmental scan Define organizational capabilities Supply analysis of the competencies Forecast future characteristics of competencies when policies are unchanged Demand analysis of future desired competencies Gap analysis Solution and intervention analysis Implementation Evaluation Figure 2. The process of SPP based on Anderson (2004), Kispal-Vitai & Wood (2009), Cotton (2007), Wan et al. (2011), Roelvink (2007), Emmerichs et al (2004), Becker & Huselid (2009), Colley & Price (2008) and Stokker & Hallam (2009). 2.3 Analyzing techniques in Strategic Personnel Planning Lavelle (2007) claims that the analyzing techniques used in SPP have moved from a basic gap analysis to workforce analytics, modeling and forecasting and segmentation. Segmentation is the most sophisticated and differentiates roles and skills based on their vitality to the business success (Lavelle, 2007). Kispal-Vitai and Wood (2009) discuss several tools and techniques to analyze the current supply of personnel and future demand for personnel. They note that these tools often are very quantitative in nature. Qualitative information on competencies is more difficult to insert in supply and demand analyses but there are techniques that provide the possibility. 11

13 2.3.1 Supply analysis techniques Before analyzing the internal supply of personnel, a type of inventory of the knowledge, skills and abilities of the members and some basic demographics are essential (Kispal-Vitai & Wood, 2009). The supply analysis of the current workforce consists of analyzing the current internal supply for labor based on qualitative and quantitative data (Evers, 2011). Kispal-Vitai and Wood (2009) discuss several methods to determine the internal supply of personnel. Stock and flow models follow the paths of employees to predict the future composition of the workforce. Wastage analysis measures the difference between employees leaving and employees entering, while stability analysis measures the amount of employees staying during a specific period. Replacement charts is a more qualitative supply analyses technique. It lists jobs, the number of employees, skill, knowledge and abilities, readiness and willingness to move to a certain position. Other supply analyses describe and predict people movements in organizations to determine the future situation of personnel supply and their competencies. Succession planning as a supply analysis technique involves having a clear idea of employees which employees are able to fill vacancies Demand analysis techniques Kispal-Vitai and Wood (2009) give multiple approaches to demand forecasting and make the distinction between judgmental methods and statistical methods. Judgmental methods are direct managerial unit forecasting and statistical methods are based on hard data such as cash flows and rate of return. In unit forecasting managers decide the amount of employees they need. This can be bottom-up and/ or topdown. In the best guess approach, the need for employees is the total of the guesses of all managers. Trend projection is based on finding a business factor that is related to the desired number of employees. Demands can also be based on historical ratios. The Delphi technique uses the opinions of experts to find consensus on the demand. In the nominal group technique each member writes down ideas and these will be discussed in a group to find consensus. A number of qualitative factors can be incorporated in this technique. In scenario analysis, scenarios of the future workforce are predicted and turning points and crucial factors are identified as well as possible interventions. These methods are judgmental because it involves managerial decision making and are based on subjective evaluation. 12

14 Time series and work-studies are statistical methods for measuring demands. Time series analysis examines trends in the environment to define the future employment need. Work-study is the technique which studies both the work-process and the individual activities of the employee to determine the total demand of work. In time series analysis coupled with productivity trends, the changes in productivity of employees are a factor in the analyses. Regression analysis models determine quantitative needs in different categories in the organization. These authors mention two techniques that combine judgmental and statistical models. Balancing equations is a regression technique which includes variables that determine staffing requirements. Based on experts judgments subjective weights are assigned to these determinants. The combination technique uses the number of staff, current turnover, expected growth in turnover and productivity improvements to determine the future needed number of staff Intervention analysis Based on the work of Mello (2005) Kispal-Vitai and Wood (2009) distinguish interventions in case of shortages in employees and competencies or interventions in case of a surplus. When shortages occur, managers can decide to recruit new employees, offer incentives to postpone retirement, rehire retirees, attempt to reduce staff turnover, overtime work for the current staff, subcontract work out, hire temporary staff and/ or redesign job processes. In the case of surpluses, managers can freeze the hiring of new employees, stop replacing leavers, offer incentives for early retirement, reduce working hours, leave of absence for voluntary service, across-the-board pay cuts, lay workers off, reduce outsourced work, increase employee training, switch to variable pay systems and/or expand operations. Roelvink (2007)mentions that the interventions can be at the individual level such as an individual training and development program and on the organizational level such as changing the job structure, mobility centers and organizational image. 13

15 3. Context dependent Strategic Personnel Planning The previous section gives an overview of the concept of SPP as well as different components and techniques of the SPP process that are found in the literature. The question remains whether any model is applicable as best practice for all organizations or whether different organizations require a different design of the model, as suggested by Van Donk (1995) and Evers and Verhoeven (1999). In other words, are there organizational external and internal contextual factors influencing the organizational requirements and composition of a model of SPP? Multiple studies have suggested that the design and application of SPP is dependent on the external and internal organizational environment (Van Donk, 1995; Evers & Verhoeven, 1999; Kispal-Vitai & Wood, 2009). However none have distinguished clearly what these contingency factors are. In this section, different potential factors that affect organizations will be proposed (contingency factors) as well as related design parameters of an SPP model. The aim of this exploratory study is to contribute to the literature available on context dependent SPP by providing insights in contextual factors that potentially influence the design and application of SPP in order to better develop custom-made applications that better align with specific organizational needs in their specific context. To support this study, the following research question has been formulated: Which set of contextual factors can be identified as indicative for the design and application of a Strategic Personnel Planning model? To answer this research question it is important to not only look at what happens in the organization, but also to analyze what shapes the SPP, to determine what problems organizations are facing and what organizations require from SPP. A useful theory to gain insight into contextual factors influencing SPP is the contextually based human resource theory, described by Paauwe (2004) and presented in figure 3. This theory states that the best fit regarding a certain HR policy is dependent on a number of contextual factors. These factors are combined in three mechanisms and influence the shaping and nature of human resource practices; competitive mechanisms, organizational configuration and institutional mechanisms. The contextually based human resource theory of Paauwe is further presented in this study with a focus on SPP in order to determine contingency factors. When applying the contextually based human resource theory on SPP, the competitive mechanisms explain the way SPP is influenced by demands arising from product market combinations and the 14

16 appropriate technology. Due to competitive forces, organizations are forced to perform at certain demands of efficiency, effectiveness, flexibility, quality, innovativeness and speed (Paauwe, 2004) The institutional mechanism consists of the social, cultural and legal context which also influences the demands of organizations on the SPP model. Paauwe identifies institutional demands such as societal views on fairness and legitimacy with regard to work, time, money, know-how and participation as impacting on the shape of HRM practices and policies. Figure 3. The contextually based human resource theory (Paauwe, 2004, p.91). The author describes the configurations of the organizations as the outcomes of past choices of strategy in interaction with the way in which structuring issues were originally posed and the kind of organizational culture this has engendered (p.91). He refers to the concept of administrative heritage (Bartlett & Ghoshal, 1989) and the construct of path dependency (Barney, 1995) to explain the organization is formed by historic decisions that influence the current human resource policies. Paauwe (1989) discusses that the structural configuration (based on the typology of Mintzberg, 1979) influences HR practices. It is important to mention that contextual factors are not deterministic. The dominant coalition is responsible for making decisions in shaping and selecting the SPP instruments that contributes towards 15

Explorative Research into a Contingency Based Approach of Strategic Personnel Planning

Explorative Research into a Contingency Based Approach of Strategic Personnel Planning Explorative Research into a Contingency Based Approach of Strategic Personnel Planning Name: Student number: Caspar van Knippenberg S353098 Study programme: Theme: Exam Committee: Start: 1-9-2011 Graduation

Nadere informatie

Chapter 4 Understanding Families. In this chapter, you will learn

Chapter 4 Understanding Families. In this chapter, you will learn Chapter 4 Understanding Families In this chapter, you will learn Topic 4-1 What Is a Family? In this topic, you will learn about the factors that make the family such an important unit, as well as Roles

Nadere informatie

Competencies atlas. Self service instrument to support jobsearch. Naam auteur 19-9-2008

Competencies atlas. Self service instrument to support jobsearch. Naam auteur 19-9-2008 Competencies atlas Self service instrument to support jobsearch Naam auteur 19-9-2008 Definitie competency The aggregate of knowledge, skills, qualities and personal characteristics needed to successfully

Nadere informatie

Opleiding PECB ISO 9001 Quality Manager.

Opleiding PECB ISO 9001 Quality Manager. Opleiding PECB ISO 9001 Quality Manager www.bpmo-academy.nl Wat is kwaliteitsmanagement? Kwaliteitsmanagement beoogt aan te sturen op het verbeteren van kwaliteit. Tevens houdt het zich bezig met het verbinden

Nadere informatie

Welkom. Digitale programma: #cmdag18. Dagvoorzitter Prof. dr. Arjan van Weele NEVI hoogleraar inkoopmanagement.

Welkom. Digitale programma: #cmdag18. Dagvoorzitter Prof. dr. Arjan van Weele NEVI hoogleraar inkoopmanagement. Welkom Dagvoorzitter Prof. dr. Arjan van Weele NEVI hoogleraar inkoopmanagement Digitale programma: www.contractmanagementdag.nl #cmdag18 #cmdag18 Programma 09.45 Welkom door Prof. Dr. Arjan van Weele

Nadere informatie

CREATING VALUE THROUGH AN INNOVATIVE HRM DESIGN CONFERENCE 20 NOVEMBER 2012 DE ORGANISATIE VAN DE HRM AFDELING IN WOELIGE TIJDEN

CREATING VALUE THROUGH AN INNOVATIVE HRM DESIGN CONFERENCE 20 NOVEMBER 2012 DE ORGANISATIE VAN DE HRM AFDELING IN WOELIGE TIJDEN CREATING VALUE THROUGH AN INNOVATIVE HRM DESIGN CONFERENCE 20 NOVEMBER 2012 DE ORGANISATIE VAN DE HRM AFDELING IN WOELIGE TIJDEN Mieke Audenaert 2010-2011 1 HISTORY The HRM department or manager was born

Nadere informatie

Opleiding PECB IT Governance.

Opleiding PECB IT Governance. Opleiding PECB IT Governance www.bpmo-academy.nl Wat is IT Governance? Information Technology (IT) governance, ook wel ICT-besturing genoemd, is een onderdeel van het integrale Corporate governance (ondernemingsbestuur)

Nadere informatie

Process Mining and audit support within financial services. KPMG IT Advisory 18 June 2014

Process Mining and audit support within financial services. KPMG IT Advisory 18 June 2014 Process Mining and audit support within financial services KPMG IT Advisory 18 June 2014 Agenda INTRODUCTION APPROACH 3 CASE STUDIES LEASONS LEARNED 1 APPROACH Process Mining Approach Five step program

Nadere informatie

Introductie in flowcharts

Introductie in flowcharts Introductie in flowcharts Flow Charts Een flow chart kan gebruikt worden om: Processen definieren en analyseren. Een beeld vormen van een proces voor analyse, discussie of communicatie. Het definieren,

Nadere informatie

Impact en disseminatie. Saskia Verhagen Franka vd Wijdeven

Impact en disseminatie. Saskia Verhagen Franka vd Wijdeven Impact en disseminatie Saskia Verhagen Franka vd Wijdeven Wie is wie? Voorstel rondje Wat hoop je te leren? Heb je iets te delen? Wat zegt de Programma Gids? WHAT DO IMPACT AND SUSTAINABILITY MEAN? Impact

Nadere informatie

Digital municipal services for entrepreneurs

Digital municipal services for entrepreneurs Digital municipal services for entrepreneurs Smart Cities Meeting Amsterdam October 20th 2009 Business Contact Centres Project frame Mystery Shopper Research 2006: Assessment services and information for

Nadere informatie

Activant Prophet 21. Prophet 21 Version 12.0 Upgrade Information

Activant Prophet 21. Prophet 21 Version 12.0 Upgrade Information Activant Prophet 21 Prophet 21 Version 12.0 Upgrade Information This class is designed for Customers interested in upgrading to version 12.0 IT staff responsible for the managing of the Prophet 21 system

Nadere informatie

Summary 124

Summary 124 Summary Summary 124 Summary Summary Corporate social responsibility and current legislation encourage the employment of people with disabilities in inclusive organizations. However, people with disabilities

Nadere informatie

Researchcentrum voor Onderwijs en Arbeidsmarkt The role of mobility in higher education for future employability

Researchcentrum voor Onderwijs en Arbeidsmarkt The role of mobility in higher education for future employability The role of mobility in higher education for future employability Jim Allen Overview Results of REFLEX/HEGESCO surveys, supplemented by Dutch HBO-Monitor Study migration Mobility during and after HE Effects

Nadere informatie

Integratie van Due Diligence in bestaande risicomanagementsystemen volgens NPR 9036

Integratie van Due Diligence in bestaande risicomanagementsystemen volgens NPR 9036 Integratie van Due Diligence in bestaande risicomanagementsystemen volgens NPR 9036 NCP contactdag, 19 april 2016 Thamar Zijlstra, Dick Hortensius NEN Milieu en Maatschappij Agenda Achtergrond NPR 9036

Nadere informatie

Werk in balans. verloop bij verzorgenden en verpleegkundigen. Work in balance. turnover of nurses and health-care workers.

Werk in balans. verloop bij verzorgenden en verpleegkundigen. Work in balance. turnover of nurses and health-care workers. Werk in balans Een onderzoek naar de invloed van werktijden op werkthuisinterferentie en de gevolgen daarvan voor burnout en verloop bij verzorgenden en verpleegkundigen. Work in balance A study of the

Nadere informatie

NETWORK CHARTER. #ResourceEfficiency

NETWORK CHARTER. #ResourceEfficiency NETWORK CHARTER 1 WHAT IS THE EREK NETWORK? EREK stands for the European Resource Efficiency Knowledge Centre, a vibrant platform to enable and reinforce businesses and especially small and medium sized

Nadere informatie

GOVERNMENT NOTICE. STAATSKOERANT, 18 AUGUSTUS 2017 No NATIONAL TREASURY. National Treasury/ Nasionale Tesourie NO AUGUST

GOVERNMENT NOTICE. STAATSKOERANT, 18 AUGUSTUS 2017 No NATIONAL TREASURY. National Treasury/ Nasionale Tesourie NO AUGUST National Treasury/ Nasionale Tesourie 838 Local Government: Municipal Finance Management Act (56/2003): Draft Amendments to Municipal Regulations on Minimum Competency Levels, 2017 41047 GOVERNMENT NOTICE

Nadere informatie

2010 Integrated reporting

2010 Integrated reporting 2010 Integrated reporting Source: Discussion Paper, IIRC, September 2011 1 20/80 2 Source: The International framework, IIRC, December 2013 3 Integrated reporting in eight questions Organizational

Nadere informatie

Travel Survey Questionnaires

Travel Survey Questionnaires Travel Survey Questionnaires Prot of Rotterdam and TU Delft, 16 June, 2009 Introduction To improve the accessibility to the Rotterdam Port and the efficiency of the public transport systems at the Rotterdam

Nadere informatie

BE Nanoregistry Annual Public Report

BE Nanoregistry Annual Public Report 1 BE Nanoregistry Annual Public Report Carine Gorrebeeck FPS Health, Food Chain Safety & Environment 2 WHY? The objectives of the registry (a.o.): - Traceability: allow competent authorities to intervene

Nadere informatie

SAMPLE 11 = + 11 = + + Exploring Combinations of Ten + + = = + + = + = = + = = 11. Step Up. Step Ahead

SAMPLE 11 = + 11 = + + Exploring Combinations of Ten + + = = + + = + = = + = = 11. Step Up. Step Ahead 7.1 Exploring Combinations of Ten Look at these cubes. 2. Color some of the cubes to make three parts. Then write a matching sentence. 10 What addition sentence matches the picture? How else could you

Nadere informatie

Intercultural Mediation through the Internet Hans Verrept Intercultural mediation and policy support unit

Intercultural Mediation through the Internet Hans Verrept Intercultural mediation and policy support unit 1 Intercultural Mediation through the Internet Hans Verrept Intercultural mediation and policy support unit 2 Structure of the presentation - What is intercultural mediation through the internet? - Why

Nadere informatie

BABOK meets BiSL. Marcel Schaar, IIBA Dutch Chapter Mark Smalley, ASL BiSL Foundation Jan de Vries, ASL BiSL Foundation. Kennissessie, 19 januari 2016

BABOK meets BiSL. Marcel Schaar, IIBA Dutch Chapter Mark Smalley, ASL BiSL Foundation Jan de Vries, ASL BiSL Foundation. Kennissessie, 19 januari 2016 BABOK meets BiSL Kennissessie, 19 januari 2016 Marcel Schaar, IIBA Dutch Chapter Mark Smalley, ASL BiSL Foundation Jan de Vries, ASL BiSL Foundation 1 Agenda 1. Presentatie white paper hoofdlijnen 2. Intro

Nadere informatie

Behandeleffecten. in Forensisch Psychiatrisch Center de Rooyse Wissel. Treatment effects in. Forensic Psychiatric Centre de Rooyse Wissel

Behandeleffecten. in Forensisch Psychiatrisch Center de Rooyse Wissel. Treatment effects in. Forensic Psychiatric Centre de Rooyse Wissel Behandeleffecten in Forensisch Psychiatrisch Center de Rooyse Wissel Treatment effects in Forensic Psychiatric Centre de Rooyse Wissel S. Daamen-Raes Eerste begeleider: Dr. W. Waterink Tweede begeleider:

Nadere informatie

Talentmanagement in tijden van crisis

Talentmanagement in tijden van crisis Talentmanagement in tijden van crisis Drs. Bas Puts Page 1 Copyright Siemens 2009. All rights reserved Mission: Achieving the perfect fit Organisatie Finance Sales Customer Engineering Project management

Nadere informatie

MyDHL+ Van Non-Corporate naar Corporate

MyDHL+ Van Non-Corporate naar Corporate MyDHL+ Van Non-Corporate naar Corporate Van Non-Corporate naar Corporate In MyDHL+ is het mogelijk om meerdere gebruikers aan uw set-up toe te voegen. Wanneer er bijvoorbeeld meerdere collega s van dezelfde

Nadere informatie

E-learning maturity model. Hilde Van Laer

E-learning maturity model. Hilde Van Laer E-learning maturity model Hilde Van Laer E-learning maturity model (emm) Self-assessment van online en blended leren met e-learning maturity model (emm) A driver for change? http://www.utdc.vuw.ac.nz/research/e

Nadere informatie

Socio-economic situation of long-term flexworkers

Socio-economic situation of long-term flexworkers Socio-economic situation of long-term flexworkers CBS Microdatagebruikersmiddag The Hague, 16 May 2013 Siemen van der Werff www.seo.nl - secretariaat@seo.nl - +31 20 525 1630 Discussion topics and conclusions

Nadere informatie

De Relatie tussen Werkdruk, Pesten op het Werk, Gezondheidsklachten en Verzuim

De Relatie tussen Werkdruk, Pesten op het Werk, Gezondheidsklachten en Verzuim De Relatie tussen Werkdruk, Pesten op het Werk, Gezondheidsklachten en Verzuim The Relationship between Work Pressure, Mobbing at Work, Health Complaints and Absenteeism Agnes van der Schuur Eerste begeleider:

Nadere informatie

Introduction to KM. Kampala CIKM Workshop 2013 Joost Lieshout

Introduction to KM. Kampala CIKM Workshop 2013 Joost Lieshout Introduction to KM Kampala CIKM Workshop 2013 Joost Lieshout Good to know Introductions Your CIKM experience Outline CIKM Sessions Tuesday Introduction to KM & Groupwork Introduction to (CI)KM Strategy

Nadere informatie

Fidelity of a Strengths-based method for Homeless Youth

Fidelity of a Strengths-based method for Homeless Youth Fidelity of a Strengths-based method for Homeless Youth Manon krabbenborg, Sandra Boersma, Marielle Beijersbergen & Judith Wolf s.boersma@elg.umcn.nl Homeless youth in the Netherlands Latest estimate:

Nadere informatie

Group work to study a new subject.

Group work to study a new subject. CONTEXT SUBJECT AGE LEVEL AND COUNTRY FEATURE OF GROUP STUDENTS NUMBER MATERIALS AND TOOLS KIND OF GAME DURATION Order of operations 12 13 years 1 ste year of secundary school (technical class) Belgium

Nadere informatie

ANGSTSTOORNISSEN EN HYPOCHONDRIE: DIAGNOSTIEK EN BEHANDELING (DUTCH EDITION) FROM BOHN STAFLEU VAN LOGHUM

ANGSTSTOORNISSEN EN HYPOCHONDRIE: DIAGNOSTIEK EN BEHANDELING (DUTCH EDITION) FROM BOHN STAFLEU VAN LOGHUM Read Online and Download Ebook ANGSTSTOORNISSEN EN HYPOCHONDRIE: DIAGNOSTIEK EN BEHANDELING (DUTCH EDITION) FROM BOHN STAFLEU VAN LOGHUM DOWNLOAD EBOOK : ANGSTSTOORNISSEN EN HYPOCHONDRIE: DIAGNOSTIEK STAFLEU

Nadere informatie

Invloed van het aantal kinderen op de seksdrive en relatievoorkeur

Invloed van het aantal kinderen op de seksdrive en relatievoorkeur Invloed van het aantal kinderen op de seksdrive en relatievoorkeur M. Zander MSc. Eerste begeleider: Tweede begeleider: dr. W. Waterink drs. J. Eshuis Oktober 2014 Faculteit Psychologie en Onderwijswetenschappen

Nadere informatie

The Dutch mortgage market at a cross road? The problematic relationship between supply of and demand for residential mortgages

The Dutch mortgage market at a cross road? The problematic relationship between supply of and demand for residential mortgages The Dutch mortgage market at a cross road? The problematic relationship between supply of and demand for residential mortgages 22/03/2013 Housing market in crisis House prices down Number of transactions

Nadere informatie

The Logistic Chameleon

The Logistic Chameleon The Logistic Chameleon Leadership in Logistic & Supply Chain context dr. Roland Slegers-Leijsten EMIM 12th November 2015 Voettekst van presentatie INTRODUCTION ROLAND SLEGERS LEIJSTEN ü INTERIM LOGISTIC

Nadere informatie

Effectiviteit van organisatie-interventies

Effectiviteit van organisatie-interventies Effectiviteit van organisatie-interventies 1. (HRM) Modellen van effectiviteit 2. Financiële kosten / baten analyse 3. Reflectie 1 1. Effectiveness of, e.g., HRM How does HRM contribute to organizational

Nadere informatie

PRIVACYVERKLARING KLANT- EN LEVERANCIERSADMINISTRATIE

PRIVACYVERKLARING KLANT- EN LEVERANCIERSADMINISTRATIE For the privacy statement in English, please scroll down to page 4. PRIVACYVERKLARING KLANT- EN LEVERANCIERSADMINISTRATIE Verzamelen en gebruiken van persoonsgegevens van klanten, leveranciers en andere

Nadere informatie

z x 1 x 2 x 3 x 4 s 1 s 2 s 3 rij rij rij rij

z x 1 x 2 x 3 x 4 s 1 s 2 s 3 rij rij rij rij ENGLISH VERSION SEE PAGE 3 Tentamen Lineaire Optimalisering, 0 januari 0, tijdsduur 3 uur. Het gebruik van een eenvoudige rekenmachine is toegestaan. Geef bij elk antwoord een duidelijke toelichting. Als

Nadere informatie

Topic 10-5 Meeting Children s Intellectual Needs

Topic 10-5 Meeting Children s Intellectual Needs Topic 10-5 Meeting Children s Intellectual Needs In this topic, you will learn how to help children develop the ability to reason and use complex thought, as well as The role of play in intellectual development

Nadere informatie

Appendix A: List of variables with corresponding questionnaire items (in English) used in chapter 2

Appendix A: List of variables with corresponding questionnaire items (in English) used in chapter 2 167 Appendix A: List of variables with corresponding questionnaire items (in English) used in chapter 2 Task clarity 1. I understand exactly what the task is 2. I understand exactly what is required of

Nadere informatie

Ius Commune Training Programme Amsterdam Masterclass 15 June 2018

Ius Commune Training Programme Amsterdam Masterclass 15 June 2018 www.iuscommune.eu Dear Ius Commune PhD researchers, You are kindly invited to participate in the Ius Commune Amsterdam Masterclass for PhD researchers, which will take place on Friday, 15 June 2018. This

Nadere informatie

How are Total Cost of Ownership and Whole Life Value methods used? For AMNL 7 th June 2017

How are Total Cost of Ownership and Whole Life Value methods used? For AMNL 7 th June 2017 How are Total Cost of Ownership and Whole Life Value methods used? For AMNL 7 th June 2017 1 Findings 1 TCO Policy statement often part of AM-policy statement Only one of the companies has an explicit

Nadere informatie

Synergia - Individueel rapport

Synergia - Individueel rapport DOELSTELLING : Ensuring sufficient funding for projects in cost-generating departments of 16.04.2014 16.04.2014 13:53 1. Inleiding Deze inleiding is vrij te bepalen bij de aanmaak van het rapport. 16.04.2014

Nadere informatie

Determinantenonderzoek naar Factoren waarmee een Actief Stoppen-met-Roken Beleid op Cardiologieverpleegafdelingen kan worden bevorderd

Determinantenonderzoek naar Factoren waarmee een Actief Stoppen-met-Roken Beleid op Cardiologieverpleegafdelingen kan worden bevorderd Determinantenonderzoek naar Factoren waarmee een Actief Stoppen-met-Roken Beleid op Cardiologieverpleegafdelingen kan worden bevorderd Determinant Study in to Factors that Facilitate a Active Smoking-cessation

Nadere informatie

CHROMA STANDAARDREEKS

CHROMA STANDAARDREEKS CHROMA STANDAARDREEKS Chroma-onderzoeken Een chroma geeft een beeld over de kwaliteit van bijvoorbeeld een bodem of compost. Een chroma bestaat uit 4 zones. Uit elke zone is een bepaald kwaliteitsaspect

Nadere informatie

Ervaringen met begeleiding FTA cursus Deployment of Free Software Systems

Ervaringen met begeleiding FTA cursus Deployment of Free Software Systems Ervaringen met begeleiding FTA cursus Deployment of Free Software Systems Frans Mofers Nederland cursusmateriaal & CAA's alle cursusmateriaal vrij downloadbaar als PDF betalen voor volgen cursus cursussite

Nadere informatie

FOR DUTCH STUDENTS! ENGLISH VERSION NEXT PAGE. Toets Inleiding Kansrekening 1 8 februari 2010

FOR DUTCH STUDENTS! ENGLISH VERSION NEXT PAGE. Toets Inleiding Kansrekening 1 8 februari 2010 FOR DUTCH STUDENTS! ENGLISH VERSION NEXT PAGE Toets Inleiding Kansrekening 1 8 februari 2010 Voeg aan het antwoord van een opgave altijd het bewijs, de berekening of de argumentatie toe. Als je een onderdeel

Nadere informatie

Ius Commune Training Programme Amsterdam Masterclass 22 June 2017

Ius Commune Training Programme Amsterdam Masterclass 22 June 2017 www.iuscommune.eu INVITATION Ius Commune Masterclass 22 June 2017 Amsterdam Dear Ius Commune PhD researchers, You are kindly invited to participate in the Ius Commune Amsterdam Masterclass for PhD researchers,

Nadere informatie

Het Effect van Voortgangsfeedback aan Behandelaars op de Uitkomsten van Psychologische Behandelingen; een Pilot Onderzoek

Het Effect van Voortgangsfeedback aan Behandelaars op de Uitkomsten van Psychologische Behandelingen; een Pilot Onderzoek Het Effect van Voortgangsfeedback aan Behandelaars op de Uitkomsten van Psychologische Behandelingen; een Pilot Onderzoek The Effect of Progress Feedback to Therapists on Psychological Treatment Outcome;

Nadere informatie

Het Effect van Verschil in Sociale Invloed van Ouders en Vrienden op het Alcoholgebruik van Adolescenten.

Het Effect van Verschil in Sociale Invloed van Ouders en Vrienden op het Alcoholgebruik van Adolescenten. Het Effect van Verschil in Sociale Invloed van Ouders en Vrienden op het Alcoholgebruik van Adolescenten. The Effect of Difference in Peer and Parent Social Influences on Adolescent Alcohol Use. Nadine

Nadere informatie

Relatie tussen Appreciative Inquiry en Autonome Motivatie Verklaard door Psychologische. Basisbehoeften en gemodereerd door Autonomieondersteuning

Relatie tussen Appreciative Inquiry en Autonome Motivatie Verklaard door Psychologische. Basisbehoeften en gemodereerd door Autonomieondersteuning Relatie tussen Appreciative Inquiry en Autonome Motivatie Verklaard door Psychologische Basisbehoeften en gemodereerd door Autonomieondersteuning The Relationship between Appreciative Inquiry and Autonomous

Nadere informatie

Aim of this presentation. Give inside information about our commercial comparison website and our role in the Dutch and Spanish energy market

Aim of this presentation. Give inside information about our commercial comparison website and our role in the Dutch and Spanish energy market Aim of this presentation Give inside information about our commercial comparison website and our role in the Dutch and Spanish energy market Energieleveranciers.nl (Energysuppliers.nl) Founded in 2004

Nadere informatie

Running head: BREAKFAST, CONSCIENTIOUSNESS AND MENTAL HEALTH 1. The Role of Breakfast Diversity and Conscientiousness in Depression and Anxiety

Running head: BREAKFAST, CONSCIENTIOUSNESS AND MENTAL HEALTH 1. The Role of Breakfast Diversity and Conscientiousness in Depression and Anxiety Running head: BREAKFAST, CONSCIENTIOUSNESS AND MENTAL HEALTH 1 The Role of Breakfast Diversity and Conscientiousness in Depression and Anxiety De Rol van Gevarieerd Ontbijten en Consciëntieusheid in Angst

Nadere informatie

Innovaties in de chronische ziekenzorg 3e voorbeeld van zorginnovatie. Dr. J.J.W. (Hanneke) Molema, Prof. Dr. H.J.M.

Innovaties in de chronische ziekenzorg 3e voorbeeld van zorginnovatie. Dr. J.J.W. (Hanneke) Molema, Prof. Dr. H.J.M. Innovaties in de chronische ziekenzorg 3e voorbeeld van zorginnovatie Dr. J.J.W. (Hanneke) Molema, Prof. Dr. H.J.M. (Bert) Vrijhoef Take home messages: Voor toekomstbestendige chronische zorg zijn innovaties

Nadere informatie

Innovative SUMP-Process in Northeast-Brabant

Innovative SUMP-Process in Northeast-Brabant Innovative SUMP-Process in Northeast-Brabant #polis14 Northeast-Brabant: a region in the Province of Noord-Brabant Innovative Poly SUMP 20 Municipalities Province Rijkswaterstaat Several companies Schools

Nadere informatie

Media en creativiteit. Winter jaar vier Werkcollege 7

Media en creativiteit. Winter jaar vier Werkcollege 7 Media en creativiteit Winter jaar vier Werkcollege 7 Kwartaaloverzicht winter Les 1 Les 2 Les 3 Les 4 Les 5 Les 6 Les 7 Les 8 Opbouw scriptie Keuze onderwerp Onderzoeksvraag en deelvragen Bespreken onderzoeksvragen

Nadere informatie

General info on using shopping carts with Ingenico epayments

General info on using shopping carts with Ingenico epayments Inhoudsopgave 1. Disclaimer 2. What is a PSPID? 3. What is an API user? How is it different from other users? 4. What is an operation code? And should I choose "Authorisation" or "Sale"? 5. What is an

Nadere informatie

Opgave 2 Geef een korte uitleg van elk van de volgende concepten: De Yield-to-Maturity of a coupon bond.

Opgave 2 Geef een korte uitleg van elk van de volgende concepten: De Yield-to-Maturity of a coupon bond. Opgaven in Nederlands. Alle opgaven hebben gelijk gewicht. Opgave 1 Gegeven is een kasstroom x = (x 0, x 1,, x n ). Veronderstel dat de contante waarde van deze kasstroom gegeven wordt door P. De bijbehorende

Nadere informatie

University of Groningen. Who cares? Kamstra, Aafke

University of Groningen. Who cares? Kamstra, Aafke University of Groningen Who cares? Kamstra, Aafke IMPORTANT NOTE: You are advised to consult the publisher's version (publisher's PDF) if you wish to cite from it. Please check the document version below.

Nadere informatie

Eye Feature Detection Towards Automatic Strabismus Screening

Eye Feature Detection Towards Automatic Strabismus Screening Eye Feature Detection Towards Automatic Strabismus Screening Ken Allen, Khanh Nguyen Gettysburg College What is strabismus? Eye defect that causes eyes to look in two different directions If left untreated,

Nadere informatie

OPEN TRAINING. Onderhandelingen met leveranciers voor aankopers. Zeker stellen dat je goed voorbereid aan de onderhandelingstafel komt.

OPEN TRAINING. Onderhandelingen met leveranciers voor aankopers. Zeker stellen dat je goed voorbereid aan de onderhandelingstafel komt. OPEN TRAINING Onderhandelingen met leveranciers voor aankopers Zeker stellen dat je goed voorbereid aan de onderhandelingstafel komt. Philip Meyers Making sure to come well prepared at the negotiation

Nadere informatie

Interaction Design for the Semantic Web

Interaction Design for the Semantic Web Interaction Design for the Semantic Web Lynda Hardman http://www.cwi.nl/~lynda/courses/usi08/ CWI, Semantic Media Interfaces Presentation of Google results: text 2 1 Presentation of Google results: image

Nadere informatie

Verschil in Perceptie over Opvoeding tussen Ouders en Adolescenten en Alcoholgebruik van Adolescenten

Verschil in Perceptie over Opvoeding tussen Ouders en Adolescenten en Alcoholgebruik van Adolescenten Verschil in Perceptie over Opvoeding tussen Ouders en Adolescenten en Alcoholgebruik van Adolescenten Difference in Perception about Parenting between Parents and Adolescents and Alcohol Use of Adolescents

Nadere informatie

Communication about Animal Welfare in Danish Agricultural Education

Communication about Animal Welfare in Danish Agricultural Education Communication about Animal Welfare in Danish Agricultural Education Inger Anneberg, anthropologist, post doc, Aarhus University, Department of Animal Science Jesper Lassen, sociologist, professor, University

Nadere informatie

Academisch schrijven Inleiding

Academisch schrijven Inleiding - In this essay/paper/thesis I shall examine/investigate/evaluate/analyze Algemene inleiding van het werkstuk In this essay/paper/thesis I shall examine/investigate/evaluate/analyze To answer this question,

Nadere informatie

Rolf Driesen, 15de Overheidscongres, 21 Oktober 2014

Rolf Driesen, 15de Overheidscongres, 21 Oktober 2014 If you have a client logo or other co-branding to include, this should go here. It should never be larger than the Deloitte logo. Waarom kiezen voor een shared services center? Succesfactoren en valkuilen

Nadere informatie

Growing old is becoming lonely? Jana D hoedt

Growing old is becoming lonely? Jana D hoedt Growing old is becoming lonely? Jana D hoedt Introduction Loneliness is a personal, subjective experience. A person experiences this feeling when his social relationships do not match his wishes. It is

Nadere informatie

Prove Everything or Die. Presentatie meetbaarheid Woensdag 9 mei 2012 Robin den Hoed

Prove Everything or Die. Presentatie meetbaarheid Woensdag 9 mei 2012 Robin den Hoed Prove Everything or Die Presentatie meetbaarheid Woensdag 9 mei 2012 Robin den Hoed Een stelling Met een PR- budget van 20.000 hebben we een mediawaarde gerealiseerd van 60.000 en 500 nieuwe fans op Facebook

Nadere informatie

Aan de slag met interdisciplinaire Teacher Design Teams (i-tdt) voor istem onderwijs

Aan de slag met interdisciplinaire Teacher Design Teams (i-tdt) voor istem onderwijs Aan de slag met interdisciplinaire Teacher Design Teams (i-tdt) voor istem onderwijs Mieke De Cock, Heidi Knipprath & An Steegen 14/02/2019 Wat bedoelen we met istem? https://www.youtube.com/watch?v=alpj48simte&t=77s

Nadere informatie

Global TV Canada s Pulse 2011

Global TV Canada s Pulse 2011 Global TV Canada s Pulse 2011 Winnipeg Nobody s Unpredictable Methodology These are the findings of an Ipsos Reid poll conducted between August 26 to September 1, 2011 on behalf of Global Television. For

Nadere informatie

European frameworks for VET

European frameworks for VET European frameworks for VET VLOR Brussels, 4 June 2014 Carlo Scatoli Vocational Training and Adult Learning 2002 The Copenhagen Declaration 30 November 2002 Strengthen the European dimension Improve transparency,

Nadere informatie

Work to Work mediation

Work to Work mediation Work to Work mediation Mobility Centre Automotive Theo Keulen 19-9-2008 Policy Context Flexibility,mobility and sustainable employability are key words in modern labour market policy Work to work arrangements

Nadere informatie

Replacement course / vervangend vak

Replacement course / vervangend vak Transition rules / Bachelor / 2017-2018 BSc Bedrijfseconomie Code Course / vak Transition rule / overgangsregel Replacement course / vervangend vak Code Sem or Remarks / Opmerkingen unit / Sem of blok

Nadere informatie

De Relatie tussen Ervaren Organisatiecultuur en Organizational. Commitment in de Periode na een Overname.

De Relatie tussen Ervaren Organisatiecultuur en Organizational. Commitment in de Periode na een Overname. De Relatie tussen Ervaren Organisatiecultuur en Organizational Commitment in de Periode na een Overname. The Relation Between Perceived Organizational Culture and Organizational Commitment After an Acquisition.

Nadere informatie

Pesten onder Leerlingen met Autisme Spectrum Stoornissen op de Middelbare School: de Participantrollen en het Verband met de Theory of Mind.

Pesten onder Leerlingen met Autisme Spectrum Stoornissen op de Middelbare School: de Participantrollen en het Verband met de Theory of Mind. Pesten onder Leerlingen met Autisme Spectrum Stoornissen op de Middelbare School: de Participantrollen en het Verband met de Theory of Mind. Bullying among Students with Autism Spectrum Disorders in Secondary

Nadere informatie

ARTIST. Petten 24 September 2012. www.ecn.nl More info: schoots@ecn.nl

ARTIST. Petten 24 September 2012. www.ecn.nl More info: schoots@ecn.nl ARTIST Assessment and Review Tool for Innovation Systems of Technologies Koen Schoots, Michiel Hekkenberg, Bert Daniëls, Ton van Dril Agentschap NL: Joost Koch, Dick Both Petten 24 September 2012 www.ecn.nl

Nadere informatie

Business Boost International International business development partner for Small and Medium-sized companies. January 2019

Business Boost International International business development partner for Small and Medium-sized companies. January 2019 Business Boost International International business development partner for Small and Medium-sized companies January 2019 Samenwerking 2 WHO WE ARE BBI Group Business Boost International B.V. is a European

Nadere informatie

Prof. Dr Ir Eric van Heck (RSM) Dr Marcel van Oosterhout (RSM) Utrecht, 22 Juni 2012

Prof. Dr Ir Eric van Heck (RSM) Dr Marcel van Oosterhout (RSM) Utrecht, 22 Juni 2012 Platform Mobiliteit.NU als Smart Business Network Prof. Dr Ir Eric van Heck (RSM) Dr Marcel van Oosterhout (RSM) Utrecht, 22 Juni 2012 Menu 1. Het platform Mobiliteit.NU als Smart Business Network 2. New

Nadere informatie

STICHTING LIGHTREC NEDERLAND MANAGER LIGHTREC

STICHTING LIGHTREC NEDERLAND MANAGER LIGHTREC STICHTING LIGHTREC NEDERLAND MANAGER LIGHTREC LIGHTREC Energiezuinige lampen zijn goed voor het milieu, maar mogen niet worden afgedankt bij het gewone huisvuil. De materialen uit energiezuinige verlichting

Nadere informatie

Value based healthcare door een quality improvement bril

Value based healthcare door een quality improvement bril Rotterdam, 7 december 2017 Value based healthcare door een quality improvement bril Ralph So, intensivist en medisch manager Kwaliteit, Veiligheid & Innovatie 16.35-17.00 uur Everybody in healthcare really

Nadere informatie

De Relatie tussen Betrokkenheid bij Pesten en Welbevinden en de Invloed van Sociale Steun en. Discrepantie

De Relatie tussen Betrokkenheid bij Pesten en Welbevinden en de Invloed van Sociale Steun en. Discrepantie De Relatie tussen Betrokkenheid bij Pesten en Welbevinden en de Invloed van Sociale Steun en Discrepantie The Relationship between Involvement in Bullying and Well-Being and the Influence of Social Support

Nadere informatie

PSO bij Ericsson. Loet Pessers Head of HR Netherlands

PSO bij Ericsson. Loet Pessers Head of HR Netherlands PSO bij Ericsson Loet Pessers Head of HR Netherlands AGENDA 1 2 3 4 Introductie van Ericsson PSO bij Ericsson De lokale praktijk En nu verder. PSO within Ericsson Ericsson Internal Ericsson AB 2017 2017-06-07

Nadere informatie

Alcohol policy in Belgium: recent developments

Alcohol policy in Belgium: recent developments 1 Alcohol policy in Belgium: recent developments Kurt Doms, Head Drug Unit DG Health Care FPS Health, Food Chain Safety and Environment www.health.belgium.be/drugs Meeting Alcohol Policy Network 26th November

Nadere informatie

Four-card problem. Input

Four-card problem. Input Four-card problem The four-card problem (also known as the Wason selection task) is a logic puzzle devised by Peter Cathcart Wason in 1966. It is one of the most famous tasks in the study of deductive

Nadere informatie

Seksdrive, Stresscoping en Extrinsieke Ambitie : De Verschillen tussen Mannen en Vrouwen. Sexdrive, Stresscoping and Extrinsic Ambition :

Seksdrive, Stresscoping en Extrinsieke Ambitie : De Verschillen tussen Mannen en Vrouwen. Sexdrive, Stresscoping and Extrinsic Ambition : Seksdrive, Stresscoping en Extrinsieke Ambitie : De Verschillen tussen Mannen en Vrouwen Sexdrive, Stresscoping and Extrinsic Ambition : The Differences between Men and Women Karine Garcia Eerste begeleider:

Nadere informatie

Adam Marciniec, Grzegorz Budzik Zaborniak

Adam Marciniec, Grzegorz Budzik Zaborniak Journal of KONES Powertrain and Transport, Vol. 21, No. 3 2014 THE DETERMINATION OF ACCURACY OF THE DEMONSTRATOR OF AERONAUTIC BEVEL GEARBOX, ACCOMPLISHED BY SELECTED RAPID PROTOTYPING TECHNIQUES USING

Nadere informatie

Fysieke Activiteit bij 50-plussers. The Relationship between Self-efficacy, Intrinsic Motivation and. Physical Activity among Adults Aged over 50

Fysieke Activiteit bij 50-plussers. The Relationship between Self-efficacy, Intrinsic Motivation and. Physical Activity among Adults Aged over 50 De relatie tussen eigen-effectiviteit 1 De Relatie tussen Eigen-effectiviteit, Intrinsieke Motivatie en Fysieke Activiteit bij 50-plussers The Relationship between Self-efficacy, Intrinsic Motivation and

Nadere informatie

Annual event/meeting with key decision makers and GI-practitioners of Flanders (at different administrative levels)

Annual event/meeting with key decision makers and GI-practitioners of Flanders (at different administrative levels) Staten-Generaal Annual event/meeting with key decision makers and GI-practitioners of Flanders (at different administrative levels) Subject: Sustainable Flemish SDI Nature: Mobilising, Steering Organisers:

Nadere informatie

Esther Lee-Varisco Matt Zhang

Esther Lee-Varisco Matt Zhang Esther Lee-Varisco Matt Zhang Want to build a wine cellar Surface temperature varies daily, seasonally, and geologically Need reasonable depth to build the cellar for lessened temperature variations Building

Nadere informatie

Ius Commune Training Programme 2015-2016 Amsterdam Masterclass 16 June 2016

Ius Commune Training Programme 2015-2016 Amsterdam Masterclass 16 June 2016 www.iuscommune.eu Dear Ius Commune PhD researchers, You are kindly invited to attend the Ius Commune Amsterdam Masterclass for PhD researchers, which will take place on Thursday 16 June 2016. During this

Nadere informatie

MyDHL+ ProView activeren in MyDHL+

MyDHL+ ProView activeren in MyDHL+ MyDHL+ ProView activeren in MyDHL+ ProView activeren in MyDHL+ In MyDHL+ is het mogelijk om van uw zendingen, die op uw accountnummer zijn aangemaakt, de status te zien. Daarnaast is het ook mogelijk om

Nadere informatie

LMX en Learning Agility: Bouwstenen voor Duurzame Inzetbaarheid in een dynamische. Werkomgeving

LMX en Learning Agility: Bouwstenen voor Duurzame Inzetbaarheid in een dynamische. Werkomgeving LMX EN LEARNING AGILITY LMX en Learning Agility: Bouwstenen voor Duurzame Inzetbaarheid in een dynamische Werkomgeving LMX and Learning Agility: Building Blocks for Sustainable Employability in a dynamic

Nadere informatie

Wat is Interaction Design?

Wat is Interaction Design? Wat is Interaction Design? Wat is interaction design? Designing interactive products to support the way people communicate and interact in their everyday and working lives. Preece, Sharp and Rogers (2015)

Nadere informatie

Organizational Change Driven by Vision & Courage

Organizational Change Driven by Vision & Courage Organizational Change Driven by Vision & Courage Breda, 26 Maart 2013 12 Juni 2006 H R U P D A T E H O T L I N E : ++ 4 1 2 1 6 1 8 6 1 1 8 2 Why do we need to change? All affiliates have full fledged

Nadere informatie

Stretching T. Mertens

Stretching T. Mertens Stretching T. Mertens Stretching??? Why? Pourquoi? How long? Long? When? Quand? How frequently? Frequent? Which muscles? Quels muscles? Do I prevent muscle soreness? Raideur? Do I get slower? Je deviens

Nadere informatie

De Invloed van Familie op

De Invloed van Familie op De Invloed van Familie op Depressie- en Angstklachten van Verpleeghuisbewoners met Dementie The Influence of Family on Depression and Anxiety of Nursing Home Residents with Dementia Elina Hoogendoorn Eerste

Nadere informatie

Settings for the C100BRS4 MAC Address Spoofing with cable Internet.

Settings for the C100BRS4 MAC Address Spoofing with cable Internet. Settings for the C100BRS4 MAC Address Spoofing with cable Internet. General: Please use the latest firmware for the router. The firmware is available on http://www.conceptronic.net! Use Firmware version

Nadere informatie