Table I Overview of results of... | Emerald Publishing

Table I

Overview of results of HEI-interviews and interactive workshops on the implementation of ICR in the HEI sector focussing on HEI as organisations

Topic No.	Austria	Slovakia
1	Austrian Ministry	Slovak Ministry
	An ICR methodology of universities can include more than a standard ICR of businesses	It is planned to set up a new steering tool including indicators for HEIs – ICR could be an inspiration for this
	Austrian Universities	Slovak Universities
	ICR is not or only partially deployed as a strategic management tool so far (e.g. different organisational and scientific structure of the ICR classification and the HEI´s own systems); Effort exceeds benefits gained from ICR reporting so far (mainly because it is only a reporting tool yet, not fully exploited and causing too much additional efforts compared to benefit)	There are already too many vaguely set strategic goals, but no monitoring for fulfilment
2	Austrian Ministry	Slovak Ministry
	A major challenge is the heterogeneity of the universities; Correct data-clearing is crucial, because the data collecting is done decentralised	The large salary gap between the HEI and business sector is a challenge, the HEI salaries are too low (HEI as part of the public sector has a system of “standard table salaries”) > brain-drain from HEIs
	Austrian Universities	Slovak Universities
	The ICR reporting structure does not take into consideration the heterogeneity of universities yet; The binding research classification is not always suitable to picture the universities own research structure and classification	More transparency needed and an improved classification (different HEI types); Slovak faculties function as separate entities with high power (although the statutory representative and the link to the Ministry remains at rector level); Intra-organisational communication between levels and faculties is difficult; There are too many universities relatively to the population; Problem of “Flying Professors”: > incentives needed for career development, employee’s motivation (e.g. financial motivation to represent the own HEI via publishing, research or commercial projects); Cooperation with business sector exists on different levels, but is considered still weak in each category

Topic No.	Austria	Slovakia
1	Austrian Ministry	Slovak Ministry
	An ICR methodology of universities can include more than a standard ICR of businesses	It is planned to set up a new steering tool including indicators for HEIs – ICR could be an inspiration for this
	Austrian Universities	Slovak Universities
	ICR is not or only partially deployed as a strategic management tool so far (e.g. different organisational and scientific structure of the ICR classification and the HEI´s own systems);Effort exceeds benefits gained from ICR reporting so far (mainly because it is only a reporting tool yet, not fully exploited and causing too much additional efforts compared to benefit)	There are already too many vaguely set strategic goals, but no monitoring for fulfilment
2	Austrian Ministry	Slovak Ministry
	A major challenge is the heterogeneity of the universities;Correct data-clearing is crucial, because the data collecting is done decentralised	The large salary gap between the HEI and business sector is a challenge, the HEI salaries are too low (HEI as part of the public sector has a system of “standard table salaries”) > brain-drain from HEIs
	Austrian Universities	Slovak Universities
	The ICR reporting structure does not take into consideration the heterogeneity of universities yet;The binding research classification is not always suitable to picture the universities own research structure and classification	More transparency needed and an improved classification (different HEI types);Slovak faculties function as separate entities with high power (although the statutory representative and the link to the Ministry remains at rector level);Intra-organisational communication between levels and faculties is difficult;There are too many universities relatively to the population;Problem of “Flying Professors”: > incentives needed for career development, employee’s motivation (e.g. financial motivation to represent the own HEI via publishing, research or commercial projects);Cooperation with business sector exists on different levels, but is considered still weak in each category

Note: The table contrasts the findings from the Austrian vs the Slovakian system