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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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