rwe work culture and training july 2016

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


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


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


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


• 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


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


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


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


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 – Work culture and trainingLearning platform RWE Training (moodle)


Arbeiten 4.0 – Paradigmenwechsel in der Weiterbildung CMS ViMP

CMS (Content Management System)

Zentrale Dokumentenablage, hardwareunabhängige Medienpräsentation

Collaboration zur Contenterstellung


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


Conditions

− Free Internet access via tablet or laptop; headset, webcam

− E-mail address, available 24/7 ([email protected] 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


• 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

GHP-GZ-T

Technical Training Department

Stuettgenweg 2

50935 Cologne

Germany

+49 221 480-23534

[email protected]