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This chapter describes the emergence and functioning of an interinstitutional research group. The topic of this research group, which was started by five large universities of applied sciences (UAS) in the western metropolitan area of the Netherlands, is the study success of ethnic minority groups. With only minor funding by the Dutch Ministry of Education, Culture and Science a dedicated research team, representing each of the UAS involved, set out to address several unresolved research questions and issues. The Dutch Ministry of Education, Culture did also provided access to an essential national research data which is normally not accessible for individual institutions. Besides working together on study success research, regular consultation started at the corporate/board level and at the strategic level (directors of education policies) on various study success-related topics, such as new legislation and diversity issues. What differentiates this cooperation from other networks is its multilayered structure and the sharing of detailed data about sensitive strategic issues, policymaking and institutional research by competing UAS. This chapter provides insights on effective working methods, dilemmas and first year achievements of this intensive interinstitutional collaboration. The chapter concludes with ten factors for success in the context described.

The commercial aviation industry is an extremely competitive, safetysensitive high technology service industry. Socio‐technical systems, employees and customers must be the arenas of an organization’s core competencies. The implications are vast and pervasive affecting no less than the organization’s structure, strategy, culture and numerous operational activities. In this article, select findings of a human resource management (HRM) audit are compared to the findings of a review of the literature on diversity, organization development (culture) and training and development. The audit, conducted by 13 executives from their respective organizations, contains extensive data on airlines from nine countries from around the globe. In this article we seek to extend the discussion of excellence in safety and customer service to applied systemic organizational HRM issues and critical success factors. Human resource management (HRM) expertise is required now, more than ever, to spearhead internal marketing strategies in order to gain employee commitment in order to foster excellence in safety and customer service.

The commercial airline is an extremely competitive, safety‐sensitive, high technology service industry. People, employees and customers, not products and machines, must be the arena of an organization’s core competence. The implications are vast and pervasive affecting no less than the organization’s structure, strategy, culture, and numerous operational activities. Completed by 13 respondents (executives), this audit presents a series of select findings of a human resource management audit carried out in 2001‐2 and contains extensive data on airlines from nine countries from around the globe. The conclusion drawn from these three bodies of work is that, with the exception of a handful of high performing airlines, the industry as a whole continues to function as per a traditional, top‐down, highly divisionalised, industrial model of operations and governance. This model is manifestly inappropriate in such a highly knowledge‐based service market as the airline industry. HRM expertise in general and employee and labour relations in particular are required now,more than ever, to spearhead the strategic development of a customer‐centric, learning‐oriented workforce that is capable of adapting quickly to the strategic goals and change imperatives facing the airline industry.

The commercial airline is an extremely competitive, safety‐sensitive, high technology service industry. People, employees and customers, not products and machines, must be the arena of an organisation’s core competence. The implications are vast and pervasive affecting no less than the organisation’s structure, strategy, culture, and numerous operational activities. Completed by 13 respondents (executives), this audit presents a series of select findings of a human resource management audit carried out in 2001‐2 and contains extensive data on airlines from nine countries from around the globe. The conclusion drawn from these three bodies of work is that, with the exception of a handful of high performing airlines, the industry as awhole continues to function as per a traditional, top‐down, highly divisionalised, industrial model of operations and governance. This model is manifestly inappropriate in such a highly knowledge‐based service market as the airline industry. HRM expertise in general and compensation and benefits in particular are required now,more than ever, to spearhead the strategic development of a customer‐centric, learning‐oriented workforce that is capable of adapting quickly to the strategic goals and change imperatives facing the airline industry.

The commercial airline is an extremely competitive, safety‐sensitive, high technology service industry. People, employees and customers, not products and machines, must be the arena of an organisation’s core competence. The implications are vast and pervasive affecting no less than the organisation’s structure, strategy, culture, and numerous operational activities. Completed by 13 respondents (executives), this audit presents a series of select findings of a human resource management audit carried out in 2001‐2 and contains extensive data on airlines from nine countries from around the globe. The conclusion drawn from these three bodies of work is that, with the exception of a handful of high performing airlines, the industry as awhole continues to function as per a traditional, top‐down, highly divisionalised, industrial model of operations and governance. This model is manifestly inappropriate in such a highly knowledge‐based service market as the airline industry. HRM expertise in general and recruitment and selection as well diversity and equal opportunity in particular are required now, more than ever, to spearhead the strategic development of a customer‐centric, learning‐oriented workforce that is capable of adapting quickly to the strategic goals and change imperatives facing the airline industry.

This article provides an update on “web accessibility” issues.

Provides background information on currently applicable accessibility standards and offers a framework for exploring issues and highlighting potential pathways for success.

This article provides an overview of how a database driven approach to web development can help address significant technical challenges related to providing universal information access.

This paper is useful for information management professionals who seek greater understanding of database driven approach to web development.

To inform librarians about the benefits, costs, and technologies involved in implementing a content management system.

A discussion of how XML is used to separate content from presentation, how this technology is used in a home‐grown freeware application, and the results of converting a static website into a database driven one through the use of this application.

Demonstrates that converting to a dynamic, application driven web site results in a more flexible, efficient, and consistent web presence.

Every library is unique and what worked well at Rensselaer might not work as well elsewhere. Luwak is currently only available to organizations at Rensselaer.

A useful primer on how a conversion like this happens and on the sort of features that can make a database driven web application run smoothly.

This paper provides a unique account of one libraries' experience in making the sort of transition that will become increasingly important for all library web sites.