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RWE work culture and training july 2016

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How in future RWE will work, learn and manage knowledge

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RWE work culture and training july 2016

  1. 1. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 1 Dipl.-Ing. Wilhelm Stock GHP-GZ-T Technical Training Department RWE Power AG, Köln 29/07/2016 RWE – Work culture and Training
  2. 2. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 229/07/2016 Technical Training Department • 10 employees • about 25.000 training days p.a. • 350 different training types 0 100 200 300 400 500 600 700 800 900 Alter 17 19 21 23 25 27 29 31 33 35 37 39 41 43 45 47 49 51 53 55 57 59 61 63 Age structure RWE Generation SE RWE – Work culture and training Who we are
  3. 3. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 329/07/201629/07/2016 SAP-Team Therese Lipzick Jörg Loevenich Webdesign Marvin Frech Marco Rheindorf Teamassistance Jens Dinslaken Manager Safety and health Mechanical engineering Technical safety Powerplant-technology Leadership Traffic Workplanning, Projects Electrical engineering Automation technologies Mining Informationtechnologies Firefighters, livesaving
  4. 4. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 429/07/2016 Beginner Expert Zeit „old“ learning Depending on learning transfer • productivity improvement • employability Classroomtraining Preparation New learningTraining Transfer, knowledge work, … RWE – Work culture and training Future picture of learning
  5. 5. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 529/07/2016 Requirements 4.0 − Joined-up thinking and working − Hybrid skills, multifunctionality − High problem solving skills − Learning "on demand" − Media skills, acquire knowledge − Leadership skills, interculturalism − Extensive IT-skills − Ability to improvise − High self-learning skills − ……… RWE – Work culture and training Future picture of our employees
  6. 6. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 629/07/2016 Our concept of competence Continuing education must allow the self-organized knowledge building of the learner, knowledge can not be transferred easily. Competence is part of the individual and sustained educational process for the purchase of capacity in future and open situations. Competences (Kauffeld): Expertise: professional skills and knowledge deepen and apply Methodological competence: application of procedures, learning strategies and techniques Social skills: communicative, inclusive and collaborative skills in dealing with people Personal skills: considered and react self-assembled on the demands of the environment Competence is less specific as the terms "skill, skills, abilities or qualifications". Competences are in contrast to traditional learning goals disposition rules and are not directly testable, but only from the implementation of the dispositions individually deducible and evaluable. RWE – Work culture and training Competencies
  7. 7. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 729/07/2016 • Social skills, values and behaviors can be formed only in the complex and at the same time communicative learning structures • Competence can not be effected or taught, but is the result of a variety of learning and socialization processes, especially informal ones, such as learning "en passant" or experiential learning • Compentence includes dispositions as skills and abilities, also designs and ratings, experiences and memories, to self-knowledge and self-confidence, etc. All of this can only in the execution of the relevant activities and in fact integrated learning be acquired or developed • Competences are to be developed through individual training, but mainly by self-assembled, fitted learning-processes Continuing education must think shaping and driving these structures new Formal learning processes need to trigger informal learning and conditioning This requires new roles for everyone involved RWE – Work culture and training Formal learning vs informal learning
  8. 8. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 829/07/2016 Learner - Dealing with the media - Social / personal competences - personal responsibility - knowledge work Trainer - Dealing with the media - New methods - content creation - Business model? Executives − role model − allowing − transfer support − individual responsibility Decision makers / works council − role model − support − Culture promoters RWE – Work culture and training New roles
  9. 9. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 929/07/2016 Methodology, didactics − strategy − competence − Educational concepts − Social concepts − implementation support − development Economics − identify potentials − business Cases − human resources − marketing − establish culture Qualification − own qualification − content creation − Train the Trainer 4.0 − dealing with media Infrastructure − Social Learning − LMS, CMS, VC − Access? − content creation RWE – Work culture and training New roles – Training department
  10. 10. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 1029/07/2016 Learning platform RWE Training (internetbased) introduction Seminar contents Organisation Seminar wishes Fears Self-check Tips To Prepare • Finding answers • Networking • Deepening • Application • Learning communities • Mentor models Developing competence Requirement is first tasks develop knowledge base „Social platform“ Learning groups, Portfolio, projects Preparation Activity TransferMotivation Executives Targets Why How Importancy Online media(Youtube, Learning-Apps, Blogs..,), Printmedia Virtual classroom (VC) Video, Text VC Classroom VCOnline-modelsWBT RWE – Work culture and training Didactical concept
  11. 11. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 1129/07/2016 RWE Training Learning platform Forum, Cafe Own profile WBT‘s (SCORM) Media, Blogs, Wikis Networking, Learning groups Learning progress- tracking, testing RWE-Employee within the RCN Trainer Manager „Social Network“ Learning groups, portfolio, forum Virtual classroom vitero Online- Models RWE-employee with PC, tablet or smartphone Video, data Content Wiki RWE – Work culture and training Our Learning Infrastructure
  12. 12. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 1229/07/2016 RWE – Work culture and training Learning platform RWE Training (moodle)
  13. 13. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 1329/07/2016 Arbeiten 4.0 – Paradigmenwechsel in der Weiterbildung CMS ViMP CMS (Content Management System) Zentrale Dokumentenablage, hardwareunabhängige Medienpräsentation Collaboration zur Contenterstellung
  14. 14. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 1429/07/2016 Working together at online model by Application Sharing Programming of process controllers Modelobservation via webcam RWE – Work culture and training Virtual Classroom vitero
  15. 15. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 1529.07.2016 Learner with tablet or notebook via InternetTrainer Learning platform for feedback Virtual machine WBZ (1:1-Image of the real process control) WIN CC (reporting and visualisation) Operating software and visualization as pure simulation Different failure modes controllable by coach Reporting Visualisation CFC-Plan RWE – Work culture and training Virtual processes
  16. 16. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 16 Conditions − Free Internet access via tablet or laptop; headset, webcam − E-mail address, available 24/7 (xxx@rwe.com only in exceptional cases!) − Agreement between worker and executive: Is this the right training? Avoid demotivation! − The learning hours must be coordinated between FK and employees and have to be scheduled − The employee is responsible for his learning and his success? − Media skills necessary for working in the online training RWE – Work culture and training Organisational
  17. 17. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 17 • Education and training must actively support and customize the future requirements • Internal training can offer better solutions than the market • The cultural change in the company must be driven - Marketing • New learning needs intensive care - demanding learning objectives require higher qualification and motivation of all involved • New business models for external trainers must follow • The training department is a partner for learning and knowledge work • The "training" merges with knowledge work; skills acquisition and maintenance is part of daily work RWE – Work culture and training Summary
  18. 18. RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 1829/07/2016 RWE Power AG GHP-GZ-T Technical Training Department Stuettgenweg 2 50935 Cologne Germany +49 221 480-23534 Wilhelm.stock@rwe.com

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