rwe work culture and training july 2016
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RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 1
Dipl.-Ing. Wilhelm StockGHP-GZ-TTechnical Training Department
RWE Power AG, Köln
29/07/2016
RWE – Work culture and Training
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
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Age structure RWE Generation SE
RWE – Work culture and trainingWho we are
RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 329/07/201629/07/2016
SAP-TeamTherese LipzickJörg Loevenich
WebdesignMarvin FrechMarco Rheindorf
TeamassistanceJens Dinslaken
Manager
Safety and healthMechanical engineeringTechnical safety
Powerplant-technology
LeadershipTrafficWorkplanning, Projects
Electrical engineeringAutomation technologies
MiningInformationtechnologiesFirefighters, livesaving
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 trainingFuture picture of learning
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 trainingFuture picture of our employees
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 trainingCompetencies
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 trainingFormal learning vs informal learning
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 trainingNew roles
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 trainingNew roles – Training department
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 trainingDidactical concept
RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 1129/07/2016
RWETraining
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 trainingOur Learning Infrastructure
RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 1229/07/2016
RWE – Work culture and trainingLearning platform RWE Training (moodle)
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
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 processcontrollers
Modelobservation viawebcam
RWE – Work culture and trainingVirtual Classroom vitero
RWE Power AG / RWE Generation SE Technical Training Department GHP-GZ-T PAGE 1529.07.2016
Learner with tabletor notebook via InternetTrainer
Learning platformfor 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 trainingVirtual processes
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 trainingOrganisational
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 trainingSummary
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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