Towards Enhanced Doctoral Career Opportunities Doc-Careers Workshop. Andrew Dearing 22 November WHAT S HAPPENING OUT HERE?

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1 Towards Enhanced Doctoral Career Opportunities Doc-Careers Workshop Andrew Dearing 22 November WHAT S HAPPENING OUT HERE?

2 (200) Patent Policy Old Definition of Competitive Advantage I ve got it! You don t! (200) Patent Policy New Definition of Competitive Advantage I ve got it, you ve got it... but I ve got it cheaper. I ve got it with no less capital I ve got it with 8 months lead time. You follow my technology. I get to market two years faster than alone. I ve got it, you ve got it... and I make money when I sell it, and I make money when you sell it.

3 Old Innovation Ecology Linear Model + Nationally Organised Company cared about capacity to generate proprietary know-how New Ecology Open Innovation + Globally Connected Company cares about capability to use Premium on reducing cycle time and increasing productive value

4 Networked Opportunities (2003) Service prov. IP provider Standard committee OEM IP provider ST University IP provider Univ. Customer they are easy to work with Cesar Cesaratto, President, Nortel Service Enterprise Networks Europe, provider giving reasons why Nortel chose ST as a strategic partner. University Standard committee Customer 2. WHAT DOES THIS MEAN FOR CAREER PATHS?

5 The discussion is all about innovation. There are important innovations in the ways that companies do business, and how they structure and manage their organisations. Since valuable ideas can come from anywhere and need not be technical, the R&D function is competing for its role as the key source of new value within companies. Innovation has moved beyond R&D s traditional domain of technology, process and product, as companies look to improve service content, and combine products and services to deliver continuing revenue streams. Career Development Debate Is the research career special? Dual ladder structures Research as point of career entry Movement from versus Movement between People s own career expectations At point of entry and after the options become more visible 985 Study Group looked at Issues Facing First Line Managers Annual course for Second Level Management Hierarchy seemed less relevant but issues remain Growing emphasis on project management competencies; capacity to work cross-functional, cross-organisational, cross-national; researcher as business person, overall innovation skills

6 P? O Desired Qualities in New Recruits (Technical careers). High score on a solid curriculum [also numerate, literate, multilingual] 2. Proven capabilities to work in-depth 3. Communicative 4. Affinity to other disciplines/capability to combine 5. Original and creative 6. Entrepreneurial mind-set and customer-oriented 7. Team player, without compromising individual integrity 8. Social skills and experiences ( networker ) 9. Overall impression of personality How strongly are these influenced at the tertiary level? Typical R&D Career Development Pathways Center Head Senior Expert General Project Manager Department Head Expert R&D Project Manager Group Manager Potential "Principal" T / S / E / QS "Senior" T / S / E / QS Technologist Scientist Engineer Quality Specialist Entry point

7 3. HOW CAN DOC-CAREERS EXPLORE THESE TRENDS (WITHOUT UNDUE BIAS)? Approach Select 30 companies for interviews (telephone /visit) concerning doctoral Easy to contact From various sectors and various countries Use EIRMA membership as sample set 50 member organisations based in over 20 countries operating in a wide range of sectors Mainly medium to large companies performing R&D in Europe to support own products and services Construct a sample that will also facilitate comparison with standard innovation studies

8 OECD Working Party on Science and Technology Indicators, June 2007 aim to develop a variety of more complex, compound indicators, based on combinations of survey variables that can provide a more realistic and nuanced picture of aspects of the innovation system in different countries, than the simple indicators such as share of innovating or R&D performing enterprises, traditionally derived from the survey data. Community Innovation Survey Exploratory Factor Analysis New and Factor Product / diffused process UK CIS-4 Variable technology, innovation training Innovation in goods Innovation in services Novel product innovation Process innovation Novel process innovation Corporate strategy Advanced management techniques Organizational structure Marketing concepts or strategies Intramural R&D Acquisition of R&D Acquisition of machinery Acquisitions of external knowledge All forms of design Registration of design Copyrights Complexitiy of design Training Market introduction of innovations Organizational Design structures/ related strategies protection Expenditure on design, marking

9 Community Innovation Survey Firm-based Cluster Analysis Factor Cluster New/diffused technology/training Product/process innovation Organization structures Protection related to design Design/marketing expenditure Market Innovators Low Innovation Activity Super Innovators Design based Management innovators Company Strength (factor ) Strength (factor 2) etc Company 2 Strength (factor ) Strength (factor 2) etc Etc Etc Compare the strengths, then select a cross-section covering the full spectrum of scores, taking into account also sector and country 2 nd step: using this methodology, we qualitatively assessed the profile of all EIRMA member companies

10 Sector Aerospace & defence Automobiles & parts Construction & building materials Diversified industrials Engineering & machinery Household goods & textiles Mining Support services Telecommunication services Forestry & paper Oil & gas Personal care & household Pharmaceuticals & biotechnology Software & computer services Electronic & electrical Food producers & processors Steel & other metals Chemicals Nb of companies Czech Republic Liechtenstein Norway Sweden Turkey Belgium 2 Denmark 2 Italia 2 Netherlands 2 Switzerland 3 Finland 4 UK 4 US 5 France 6 3 rd step: we selected 30 companies from different sectors and origins 4. IN CONCLUSION, HAS ANYTHING CHANGED?

11 Creative People [969] Holst s Rules [94-946]. Engage competent scientists, if possible young, with academic experience. 2. Do not pay too much attention to the details of previous experience. 3. Give them a good deal of freedom and leeway to their idiosyncrasies. 4. Let them publish and take part in international scientific activities. 5. Steer a middle course between individualism and strict regimentation; base authority on real competence; in case of doubt prefer anarchy. 6. Do not divide according to disciplines: create multidisciplinary teams. 7. Give independence but ensure that leaders and staff are thoroughly aware of their responsibility for the future of the company. 8. Do not try to run research laboratories on a detailed budget system. 9. Encourage transfer of competent senior people from the research laboratories to the development laboratories of product divisions. 0. In choosing research projects, be guided not only by market possibilities, but also by the state of development of academic science. Hendrik Casimir s interpretation of Gilles Holst s principles of research management. Holst worked in industrial research between 94 and 946 Creative People [2007] 7 Building Blocks of the Creative Climate. Hire the best people - the best of the best 2. Maintain many direct contacts with customers 3. Ensure researchers feel that their initiatives and creative ideas are appreciated 4. Use contacts across the boundaries of discipline as a source of the most creative ideas 5. Ensure sound balance between structure and anarchy 6. Provide a good infrastructure 7. Cooperate with the best research players in the world Philips

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