Third-Party Funds Projects

Third-party funds projects are projects, in which we are contracted by a company or an institution to work on a particular selection of topics. Together with the company or institution, we think about the ways in which our expertise may be beneficial to solving a problem in the practitioners’ world. The settlement of the research assignment is made to us and the University of Münster, while the rights of the research results are transferred to the client in a third-party funds project.

Examples of previous BFO projects

• Zentrum für Aus- und Fortbildung der Freien und Hansestadt Hamburg   

  Project:   
  Developing a test or method for the selection of apprentices   
  
  Service:   
  Developing a target group specific performance rating test, which meets the DIN33430 quality standards. Up-to-date norms have been generated. Presently, the test is being used successfully as a part of a group of tests and is being checked for reliability and accuracy. In addition to that, a manual containing the important information on the test is being developed.

• BASF Coatings GmbH, Münster

  Projects:   
  Development and implementation of measures to optimise the continuous improvement process   
  
  Service:   
  After a detailed analysis of the as-is-state, the goal to optimise the participation in and implementation of the internal continuous improvement process (CIP) was formed. So-called CIP-days were conceptualised and implemented and are still being conducted presently. The CIP-days are mainly designed to address production team leaders, since they are the important ‘role models’ in the implementation of the improvement processes. After the scheduled time frame of one year, a scientific evaluation of the method’s success will take place. Based on the knowledge gained from the CIP-days, individual follow-up measures will be implemented on a team and on a company level.

• Deutsche Post DHL

  Project:   
  Conceptualisation and implementation of an international employee survey regarding age-differentiated HR-management
  
  Service:   
  An employee survey was conceptualised and implemented within the scope of a project on age-differentiated HR-management. The focus of this research was the way in which job motivation, job satisfaction and emotional resilience affect different age groups and the deductions that may be drawn from this for the development of an age-differentiated HR-management. Based on survey data collected in multiple European countries, as well as in South America and the United States, different spheres of activity, which were to be integrated into future HR-strategies, were identified.