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Doctoral Education Tradition, Innovation & Employers

Doctoral Education Tradition, Innovation & Employers. Martin Hynes, IRCSET info@ircset.ie. Outline. Why more PhDs? The perceived need for change Structured PhDs and some initiatives Role of sectoral mobility Observations on progress. More PhDs.

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Doctoral Education Tradition, Innovation & Employers

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  1. Doctoral EducationTradition, Innovation & Employers Martin Hynes, IRCSET info@ircset.ie

  2. Outline • Why more PhDs? • The perceived need for change • Structured PhDs and some initiatives • Role of sectoral mobility • Observations on progress

  3. More PhDs • The benefits PhD graduates bring to firms are manifold: new knowledge, working methods, personal networks and ability to solve complex problems. • Having a considerable output and stock of PhD graduates will help Ireland to attract FDI investment and drive indigenous enterprise development • The point is to encourage diverse sectors of industry to avail of a PhD educated component in their workforce and equally to encourage persons qualifying with PhDs to think of career options beyond academia--

  4. Motivation • OECD Review: doubling, quality & quantity • IUQB Good Practice Guide, 2nd edition 2009 • Trends in Europe and competing regions: EUA Council for Doctoral Education and Salzburg principles

  5. More Researchers • Innovation Union & Flagship initiatives • I tried to avoid mention of IMF but: “In all of Europe, Strauss-Kahn thinks more should be devoted to research and education. He said the euro area lags behind the United States in both publically- and privately-funded research and development.”

  6. Need for Change-- • Tradition- a poor guide to future needs • Changing employment targets • Consultation • “-emerging need for a more structured approach to postgraduate formation to ensure more effective development of our researchers, shorter PhD duration and increased completion rates.” Strategy for STI, 2006-2013.

  7. Some initiatives • 2004 launched novel schemes of 4-year PhD Scholars Programme • Currently have 6 programmes with 142 scholars • Sites centred at TCD (2), RCSI (2), UCC & NUIM • enhance students research and their career opportunities • meet the needs of an employment market beyond academia • encourage inter-institutional and international collaboration

  8. IRCSET GREP • Consultation document: A support programme for Irish Graduate Schools • Sept 2005: Developing Graduate Schools in IE • 2006 Feasibility Study awards with IRCHSS • 2007 IRCSET funds Bioinformatics, Sustainable development (jointly) and Micro and Nano-Engineering.

  9. Other initiatives • http://www.foodpostgrad.ie/ • Food Graduate Development Programme • Teagasc, UCC, UCD • Dublin School of Chemistry • Support actions such as NAIRTL, networks

  10. PRTLI Cycle 4 & 5 Substantial focus on human capital elements, examples include: • INSPIRE-Integrated Nano Science Platform • Humanities Serving Irish Society • Graduate Enhancement Programme in pharmaceutical and Pharmacological Sciences • Cycle 5 increased this momentum

  11. Structured PhD Programme • IUQB: - “that maintains a research-based education, but one that is augmented by activities that support the acquisition of a range of relevant specialists and generic skills” • PhD Graduate Skills 4th Level Irelandhttp://www.4thlevelireland.ie/publications/index.html • Consistent national template (Aine Hyland) • National definition: template

  12. Enterprise Partnership • Remarkable collaboration with enterprise during formation • Now 96 companies, 260 scholars • Feedback from scholars is very positive • Companies find it a very useful means of engaging with the wider research community

  13. Videos Completed 7 videos to date: http://www.warnerphoto.org/?page_id=91 • Boston Scientific • Fotonation • IBM • Realtime Technologies • Solarprint • National Disability Authority • Banagher Concrete

  14. IRCSET Award trends

  15. Mobility MORE report The most important finding of this survey is arguably that industry researchers are a highly mobile group relative to the total working age population of the EU27. This finding applies to all indicators of mobility we analyse. Our data suggests • that 40% of industry researchers in the EU have experience with working abroad (for a period of more than three months) • more than 18% currently live in a country other than where they completed their highest education or live in another country than the one they were born in. • In addition 10.3% of our industry researchers have worked abroad at least once in the last three years • 35% of industry researchers intend to move for work to another country within the next three years.

  16. Finland-a special case

  17. FP7 support for Co-funding? • Novel doctoral programmes • European added value- ERA dimension • Where are the EIT KICs going to get to; what scale and impact? • A big issue for Ireland; Human Resources Strategy, Excellence in Research “recognition” logo. • Euraxess rights agenda, contracts

  18. Induction & Professional Dev.

  19. Nature of supervision

  20. Training / Development

  21. Some comments on courses “In place of development courses I attend workshops. Very recently my HEI has made available an entrepreneur style development course which I will attend in the future.” “I worked very hard on my research project and therefore was unable to undertake specific career development.” “I've been working on my PhD research and thesis, and haven’t seen any need to undertake any other courses for career development.”

  22. Closing observations

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