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FITT Toolbox: People & Motivation
FITT Toolbox: People & Motivation
FITT Toolbox: People & Motivation
FITT Toolbox: People & Motivation
FITT Toolbox: People & Motivation
FITT Toolbox: People & Motivation
FITT Toolbox: People & Motivation
FITT Toolbox: People & Motivation
FITT Toolbox: People & Motivation
FITT Toolbox: People & Motivation
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FITT Toolbox: People & Motivation

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Human Resources (HR) Management is the science and the practice that deals with the nature of the employment relationship and all the decisions, actions and issues that relate to that relationship. …

Human Resources (HR) Management is the science and the practice that deals with the nature of the employment relationship and all the decisions, actions and issues that relate to that relationship. Within the context of technology transfer officers, human capital is crucial as researchers are the key ‘resources’ of the institutes and universities as they come up with new ideas and develop novel technologies. Therefore, it is important to motivate them and to provide additional training to help these researchers in writing a viable business plan.

www.FITT-for-Innovation.eu

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  • 1. People & Motivation FITT– Fostering Interregional Exchange in ICT Technology Transfer – www.FITT-for-Innovation.euExcept where otherwise noted, this work is licensed under a Creative Commons Attribution 3.0 License.
  • 2. People & Motivation / HR Management  Human Resources Management (HRM):  The science and the practice that deals with the nature of the employment relationship and all the decisions, actions and issues that relate to that relationship. Source: Ferris et al., 1995  HRM is a specific approach to personnel policy  Its ultimate goal is to create and obtain a competitive advantage through the strategic mobilization of strongly committed and qualified co-workers.  Within the context of technology transfer, human capital is very important as researchers, technology transfer officers and the head of departments are the key resources to come up with new ideas to develop new technologies2 | 03.2011 People & Motivation
  • 3. Processes within HR Management Motivation and Incentives Training and Team Construction Communication and Collaboration3 | 03.2011 People & Motivation
  • 4. Motivation and Incentives  Motivation and Incentives  Extrinsic motivation typically refers to money, prestige and career opportunities, generally called ‘incentives’  Income distribution rule  Award for technology transfer achievements Framework for involving researchers in spin-offs  Intrinsic motivation comes from rewards inherent to the activity itself, this builds confidence and trust  Entrepreneurship seminar  Masterclass in entrepreneurial skills4 | 03.2011 People & Motivation
  • 5. Motivation and Incentives  Intrinsic motivation is important as it helps researchers in striving for self-actualization by commercializing their own idea5 | 03.2011 People & Motivation
  • 6. Training and Team Construction Training & Team Construction  Once researchers have decided to join a venture, they often need training to develop their commercial skills and capabilities  Entrepreneurial Bootcamp  Entrepreneurship know-how online academy  Entrepreneurship-in-residence program6 | 03.2011 People & Motivation
  • 7. Communication and Collaboration Communication and Collaboration  Face-to-face communication  Digital communication  Tools for internal and external collaboration  Communication and collaboration setup for research7 | 03.2011 People & Motivation
  • 8. Overview of Processes and Practices dealing with People & Motivation MOTIVATION & INCENTIVES COMMUNICATION & COLLABORATION Entrepreneurship seminar Masterclass in entrepreneurial skills Tools for internal and external collaboration(Transnational) Award for TT achievements Communication and collaboration setup for research Framework for involving researchers in spin-offs Web portal for innovative Financial incentives SMEs Entrepreneurial bootcamp Entrepreneurship know-how online academy Entrepreneurship-in-residence programme TRAINING & TEAM CONSTRUCTION8 | 03.2011 People & Motivation
  • 9. HR Management Pro’s  Invest in people  Key for research as well as technology transfer: how to attract excellence, how to retain good people  Motivation: how to merge different ambitions (to be Einstein or to be Gates)  Good governance guidelines are crucial in huge organisations with a complexity of agendas (different from companies) Con’s  Researchers can be very unpredictable  Difficulty to find the right people on the right time for the right place  Collaboration is a difficult concept to put in place (because of IP issue, difficulty to share methodologies, not-invented-here syndrome, ...)  Training: who trains the trainers?9 | 03.2011 People & Motivation
  • 10. Suggested Readings Link to bibliography  Ferris et al., 1995 Link to code book  Entrepreneur  Researcher incentive  Team & network Link to relevant websites  http://en.wikipedia.org/wiki/Maslow%27s_hierarchy_of_needs  http://images.google.com/10 | 03.2011 People & Motivation

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