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Using Human Resource Data to Track Innovation: Summary of a Workshop
APPENDIXES
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Using Human Resource Data to Track Innovation: Summary of a Workshop
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Using Human Resource Data to Track Innovation: Summary of a Workshop
Appendix A Workshop Program
8:30
Welcome and Introduction
Mark Myers, Xerox Corporation and Board on Science, Technology and Economic Policy
8:45 Session I:
Framing the Issues and Objectives
Paula Stephan, Georgia State University
Discussant: James Adams, University of Florida
9:30 Session II:
Research on Biotechnology
Walter Schaeffer, NIH, Chair
Susanne Huttner, University of California
Maryann Feldman, Johns Hopkins University
Walter (Woody) Powell, Stanford University
Eric Campbell, Harvard Medical School and Massachusetts General Hospital
11:00 Session III:
Research on Collaborations and Partnerships
Kathie Olsen, NASA, Chair
Donald Siegel, Arizona State University West
Al Link, University of North Carolina, Greensboro
Diana Hicks, CHI Research
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Using Human Resource Data to Track Innovation: Summary of a Workshop
Sample questions for Sessions II and III:
What innovation analysis using human resource data has been done and what issues has it illuminated?
What have been the sources of data and difficulties encountered?
What linkages among data sets have been possible and productive?
What opportunities are there for other uses?
What difficulties do you anticipate?
12:30
Lunch
1:15 Session IV:
Opportunities and Obstacles to New Data Uses and Coordination
Nancy Kirkendall, Energy Information Agency, Chair
Brad Jensen, Center for Economic Studies, Bureau of the Census
Mary Golladay, National Science Foundation
Michael McElroy, Bureau of Labor Statistics
Julia Lane, Bureau of the Census, American University, and the Urban Institute
2:30 Breakouts
What’s Possible? Where Do We Go From Here?
Sample questions for Breakout Groups:
To assess differences in the role of human capital in innovation, should the analysis and techniques applied to biotechnology be applied to other industries or technologies? Which?
What HR data have been collected but not exploited?
What linkages can be made between HR and other data sets? How? Can this be done without disrupting time series or losing other valuable information?
Should federal agencies or supported institutions track personnel (laboratory employees, PIs, trainees, graduate assistants, research fellows and associates, etc.)?
What aspects of program evaluation would benefit from use of HR data?
4:30 Session V:
Reporting and Summation
Representative terms from entire chapter:
human resource
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