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The number of university spin offs in the Spanish University System have increased in the last years. However, these companies still have to face financial and organizational problems, like the lack of management abilities of their founder members. Based on a panel of 72 spin offs created in Spain in the last decade, this paper analyzes the main problems of these companies, and proposes financial and organizational tools to solve some of them. As a result of this previous research, we describe, on the one hand, a series of applied initiatives in organizational design and human resources policies. On the other hand,from afinancial perspective, we propose the use of venture capital resource as potential financial instrument. This paper contributes to increase the data frame of university spin offs in Spain, and proposes new approaches to support the management abilities of entrepreneurs, through the proposal of applied organizational and financial tools. [ABSTRACT FROM AUTHOR]

A regional, national or international innovation system's capacity to be innovative requires a commitment to collaborate between universities and industry. To facilitate this commitment, public institutions have championed the creation of interface organisations to be responsible for developing a network of university/industry partnerships. What has scarcely been acknowledged, however, is the role that professionals within these organisations should play to ensure that relationships are as productive as possible. To address this shortfall, an analysis has been proposed, which, based on the findings of a panel of international experts in innovation transfer, identifies the professional profile of the "relationship promoter" as a catalyst for university/industry relations at transregional and transnational level, and examines the strengths and weaknesses of university/industry exchange, from this approach. Finally, and based on the above analysis, the design of a strategic framework has been proposed to facilitate the commitment to collaborate between the various actors in the innovation system. This examination has enabled us to consider the value of the "relationship promoter" in the strategic analysis of the innovation system, and their role in facilitating the commitment to collaborate between actors within the system, from a dynamic perspective. [ABSTRACT FROM AUTHOR]

Purpose – An increasing number of organizations are concerned with the internal management of talent. Over recent years there has been a proliferation of studies which attempt to quantify the value of the intangible assets held at a company, while human resource practices have taken on strategic significance for organizations, leading to a direct connection between the management of professionals and the achievement of the company's goals. The paper aims to address these issues. Design/methodology/approach – In response to the strategic need to maintain a distinctive offering of talent within the marketplace of professional services companies, a dynamic simulation tool has been devised and used to analyze those policies which allow the flow of professionals to be adjusted in order for a company to fulfill market expectations in the event of different demand scenarios. Findings – As a result of the analysis performed, the paper observed that a lack of flexibility within the organization tended to lead to a reduction in potential intellectual capital, and increased excess workload, together with a decline in the company's competitiveness within the marketplace, as seen in a drop in its level of corporate attractiveness. Originality/value – By using scenarios, human resource (HR) managers can learn how to balance market demands and HR needs, considering the dynamic of organizational issues. According to the results obtained, the use of dynamic simulation models, like the one developed in this project, can improve the HR planning strategy in professional services firms. [ABSTRACT FROM AUTHOR]