The document discusses the training department of RWE Power AG and their efforts to transition to new learning models. It describes the current state of training, including topics covered, number of employees and training days. It then outlines a future vision which emphasizes self-directed, informal and lifelong learning through digital platforms and social learning. New roles and skills are needed for trainers, employees and management to support this cultural shift toward competence-based learning that is integrated into daily work. The training department proposes online learning platforms, virtual classrooms and processes to facilitate this new approach to learning.
Portfolios are an important part of the Journalism and Creative Media program. Students are required to maintain a digital portfolio throughout the program to showcase their work. The portfolio starts in JCM 331 with an intro/overview, then students build on it with core skills and coursework. It is focused on in the capstone course to prepare it for potential employers. Students must include projects from JCM 331 and update their portfolio by the deadline each semester to reflect new work.
UACT provides various technology services and support to AUC including:
- Administration and training for Blackboard and Moodle learning management systems
- Software license agreements and free computer training programs
- Technical support for both Mac and PC and application development tailored to user needs
- Hosting of the AUC Digital Archive and Research Repository, online directory, and student evaluations
- Web development and support including faculty websites and content management systems
- Multimedia support and a lab with specialized equipment
- Computer labs across AUC campuses and an adaptive technology lab
- Technology internship programs and hosting space for student work
Online learning workshop TESOL Arabia 2015 Nick Yates
The document discusses key aspects of designing and managing online courses, including establishing a culture of learning, using Kemp's instructional design model, and addressing instructional problems, objectives, strategies, and delivery. It emphasizes defining learning outcomes and objectives, using evidence-based practices and formative assessment, and creating an engaging experience for students while reducing isolation. Examples are provided for each section to illustrate concepts. The overall message is that instructional designers should carefully consider factors like pedagogy, communication, and student experience when planning online courses.
HR – Human Resource Administrator Training - One EducationOne Education
This document describes an online training course for human resource administrators. The course teaches essential HR skills like communication, conflict resolution, developing and rewarding employees, and applying HR practices globally. Students learn through video lessons, online materials, and assessments. Upon passing a final multiple-choice exam, students receive a certificate recognized in the UK and internationally. The course aims to enhance expertise and boost careers for both new and experienced HR practitioners.
The media academy was founded in 1995 and has trained over 200 apprentices and 1000 adults. It offers certifications in areas like event technology, media design, and business administration. The academy uses a modular educational model that provides both theoretical education and hands-on experience through student projects. When students graduate, they have skills in areas like technology, practical experience, business contacts, and certifications, preparing them for careers in fields like event production.
Social Learning: Erfaringer og visioner, Mia Louise Rydahl, GrundfossSeismonaut
The document discusses the transition of a company's learning and development strategy from traditional face-to-face training to online and blended learning approaches. It notes that the company fully transitioned to online training in 2009. It outlines the company's vision for creating more effective, global, and sustainable learning and discusses challenges with early online training efforts and technology instability. The document proposes the company's future learning strategy will focus on mobile, on-demand, and blended learning that gives more choice, control and flexibility to users.
Programming for Beginners - John Academy john-academy
There are a few distinct ideas that an individual needs to learn before having to handle the issue of programming ideas and how they develop. In this course, you will be able to understand the programming concepts and how they work.
Andrew Santiago is a technology specialist with skills in networking, wireless networking, VOIP implementation, and hardware knowledge of various brands. He has administrative skills such as building customer relationships, motivating teams, providing leadership, and coaching others. Santiago is currently attending Full Sail University pursuing an Entertainment Business degree and can be contacted via email.
Portfolios are an important part of the Journalism and Creative Media program. Students are required to maintain a digital portfolio throughout the program to showcase their work. The portfolio starts in JCM 331 with an intro/overview, then students build on it with core skills and coursework. It is focused on in the capstone course to prepare it for potential employers. Students must include projects from JCM 331 and update their portfolio by the deadline each semester to reflect new work.
UACT provides various technology services and support to AUC including:
- Administration and training for Blackboard and Moodle learning management systems
- Software license agreements and free computer training programs
- Technical support for both Mac and PC and application development tailored to user needs
- Hosting of the AUC Digital Archive and Research Repository, online directory, and student evaluations
- Web development and support including faculty websites and content management systems
- Multimedia support and a lab with specialized equipment
- Computer labs across AUC campuses and an adaptive technology lab
- Technology internship programs and hosting space for student work
Online learning workshop TESOL Arabia 2015 Nick Yates
The document discusses key aspects of designing and managing online courses, including establishing a culture of learning, using Kemp's instructional design model, and addressing instructional problems, objectives, strategies, and delivery. It emphasizes defining learning outcomes and objectives, using evidence-based practices and formative assessment, and creating an engaging experience for students while reducing isolation. Examples are provided for each section to illustrate concepts. The overall message is that instructional designers should carefully consider factors like pedagogy, communication, and student experience when planning online courses.
HR – Human Resource Administrator Training - One EducationOne Education
This document describes an online training course for human resource administrators. The course teaches essential HR skills like communication, conflict resolution, developing and rewarding employees, and applying HR practices globally. Students learn through video lessons, online materials, and assessments. Upon passing a final multiple-choice exam, students receive a certificate recognized in the UK and internationally. The course aims to enhance expertise and boost careers for both new and experienced HR practitioners.
The media academy was founded in 1995 and has trained over 200 apprentices and 1000 adults. It offers certifications in areas like event technology, media design, and business administration. The academy uses a modular educational model that provides both theoretical education and hands-on experience through student projects. When students graduate, they have skills in areas like technology, practical experience, business contacts, and certifications, preparing them for careers in fields like event production.
Social Learning: Erfaringer og visioner, Mia Louise Rydahl, GrundfossSeismonaut
The document discusses the transition of a company's learning and development strategy from traditional face-to-face training to online and blended learning approaches. It notes that the company fully transitioned to online training in 2009. It outlines the company's vision for creating more effective, global, and sustainable learning and discusses challenges with early online training efforts and technology instability. The document proposes the company's future learning strategy will focus on mobile, on-demand, and blended learning that gives more choice, control and flexibility to users.
Programming for Beginners - John Academy john-academy
There are a few distinct ideas that an individual needs to learn before having to handle the issue of programming ideas and how they develop. In this course, you will be able to understand the programming concepts and how they work.
Andrew Santiago is a technology specialist with skills in networking, wireless networking, VOIP implementation, and hardware knowledge of various brands. He has administrative skills such as building customer relationships, motivating teams, providing leadership, and coaching others. Santiago is currently attending Full Sail University pursuing an Entertainment Business degree and can be contacted via email.
Human Capital Measurement Introduction Concept discusses several metrics for measuring human capital effectiveness:
1) Revenue Factor measures employee productivity by calculating revenue generated per employee.
2) Expense Factor links employee time/effort to operating expenses by calculating expenses per employee.
3) Income Factor links employee time/effort to operating income by calculating income per employee.
4) EBITDA Factor links employee time/effort to operational profitability by calculating Earnings Before Interest, Taxes, Depreciation, and Amortization per employee.
The document discusses the influence of human capital on organizational success. It defines human capital as the knowledge, skills, competencies and attributes of individuals that facilitate personal, social and economic well-being. Human capital represents the human factors in an organization and is a key determinant of organizational welfare. When employees are highly committed, it leads to organizational effectiveness, efficiency, innovation and the ability to deliver value to customers through human capital.
Global Blended Learning - von der Idee in die Arbeitswelt Willi Stock
Wie sieht der Blended Learning-Ansatz der RWE Power AG aus? Warum Global Blended Learning?
Welche Lernumgebung wird hier wie genutzt? Nach knapp 2 Jahren stehen die ersten Erfahrungen und Ergebnisse fest. RWE geht weiter vorweg - auch im Lernen...
"Lernen ist dann erfolgreich, wenn sich das Verhalten geändert hat"
Wie kann das erreicht werden, welche Ansätze ergeben sich bei den heutigen technischen Möglichkeiten? Lernen kann nicht mehr losgelöst von der Arbeitswelt gesehen werden, sondern wird immer mehr Teil der Arbeit. Konkrete Trainings müssen also mehr sein, als eine Präsenzveranstaltung mit praktischen Übungen. Hier wird bei der RWE Power AG mit "Global Blended Learning" ein Ansatz verfolgt, um Lernen sukzessive zum Arbeitsinhalt zu machen.
The document discusses the relationship between energy consumption, economic development, and social welfare. It argues that money and the value of goods and commodities represent the energy required to produce them, and that access to abundant, affordable energy is necessary for a society to achieve prosperity. The document criticizes subsidies for renewable energy, arguing they divert resources from developing countries and represent wasted conventional energy resources. It calls for increased investment in energy efficiency and technologies like nuclear fusion to make renewables economically viable without subsidies.
Im Zuge der Energiewende wird die Speicherung des überschüssig anfallenden Stroms aus Wind und Sonne zu einem Schlüsselthema. Eine Lösung heißt "Methanisierung" oder Power-to-gas. Doch: Wie geht das, welche Randbedingungen gelten und wie teuer wird das?
Der Artikel von Dr. v. Schnurbein vom DEBRIV gibt hier Antwort auch für Nicht-Experten.
Eines sei vorweggenommen: Wirkungsgrad von 14 - 35%, Kosten von 79 - 228 ct/kWh!
The document discusses the Learning Layers project which aims to address skills mismatches and unemployment by scaling up technologies for informal learning in SME clusters. The project works with clusters in healthcare and construction to pilot solutions that promote workplace learning and lifelong learning. It also plans to establish a network of education innovation clusters to serve other regional clusters and speed the adoption of new learning methods and technologies. The goal is to improve skills development and make clusters more effective at recruiting and developing talent.
Tas framework implementing e portfolios 230511taselu
The document discusses key considerations for implementing e-portfolios, including support needed for teachers/trainers, learners, workplaces, and training organizations. It summarizes findings from 2009-2010 e-portfolio implementation trials regarding needs for digital skills training, understanding benefits, addressing privacy concerns, and gaining support across stakeholders.
Key considerations when implementing e-portfoliostaselu
The document discusses key considerations for implementing e-portfolios, including support needed for teachers/trainers, learners, workplaces, and training organizations. It summarizes findings from 2009-2010 e-portfolio implementation trials regarding needs for each group. Support includes digital skills training, clear purpose and benefits, peer collaboration, privacy protections, and documentation of implementation processes.
This document provides an overview of a training development company called OGPSS. It describes their vision, mission, team members and capabilities. It outlines several proprietary training courses they offer for skills like planning, safety, and maintenance of equipment. Visual training modules are provided for refinery components. Unskilled training covers basic safety, PPE usage, hand tools, gaskets, and rigging. An industry skills program is also described which takes a modular approach to artisan qualifications.
Kompetenzentwicklung für das intelligente Unternehmen und die Zukunft des Ler...Thomas Jenewein
The document discusses the evolution of technologies and how businesses are transforming into experience companies powered by intelligent enterprises. It emphasizes that continuous learning and skills development are critical for companies to succeed in this environment. SAP provides solutions to enable this, including intelligent in-app user assistance and the SAP Enable Now tool to create customized help content. Regular training and enablement that supports lifelong learning for all roles can drive business success by increasing the likelihood of successful digital transformations.
Plan International - How they trained global employees on SAP quickly and cos...Assima
Stephen Doune from Plan International talks about the challenges of streamlining projects and delivering the best services for communities when you are a non- profit organisation. The case study details how they trained employees around the world on new SAP systems quickly, consistently and cost effectively.
Mohamed Guesmi is applying for a logistics planner position. He has over 4 years of experience in logistics and production planning. His responsibilities have included maintaining customer satisfaction, coordinating personnel, and optimizing production and inventory. He holds a license in information technology and certifications in web development technologies. Guesmi believes his skills in communication, team management, and computer abilities would allow him to be a strong contributor to the company.
The CrisWare platform is a next generation e-learning and virtual training platform that combines advanced e-learning techniques with 3D graphics. It allows companies to order and share training courses with employees and other companies. The platform features introductory courses as well as simple and advanced process training. Employees can train individually on basic tasks or collaboratively on complex processes. The learning sequence increases capabilities for each employee. New courses are continuously added to the shared learning pool from other subscriber companies. The platform sets up a web-based e-learning environment including a 3D model of the company. Customers pay startup and monthly fees that cover system maintenance, access to shared courses, and design of customized courses.
The document discusses the Management Essentials Toolkit (MET) training program at Origin which aims to provide consistent skills and practices for people managers through a blended learning approach. It combines facilitated workshops with e-learning modules to develop managers. The e-learning components were designed to be highly contextual, interactive, and motivate learning through activities like decision trees. An initial pilot was successful and the program is now being rolled out more broadly across Origin. Lessons learned include the need for subject matter experts and flexibility in development as well as focusing on dissemination and marketing of the courses.
Human Capital Measurement Introduction Concept discusses several metrics for measuring human capital effectiveness:
1) Revenue Factor measures employee productivity by calculating revenue generated per employee.
2) Expense Factor links employee time/effort to operating expenses by calculating expenses per employee.
3) Income Factor links employee time/effort to operating income by calculating income per employee.
4) EBITDA Factor links employee time/effort to operational profitability by calculating Earnings Before Interest, Taxes, Depreciation, and Amortization per employee.
The document discusses the influence of human capital on organizational success. It defines human capital as the knowledge, skills, competencies and attributes of individuals that facilitate personal, social and economic well-being. Human capital represents the human factors in an organization and is a key determinant of organizational welfare. When employees are highly committed, it leads to organizational effectiveness, efficiency, innovation and the ability to deliver value to customers through human capital.
Global Blended Learning - von der Idee in die Arbeitswelt Willi Stock
Wie sieht der Blended Learning-Ansatz der RWE Power AG aus? Warum Global Blended Learning?
Welche Lernumgebung wird hier wie genutzt? Nach knapp 2 Jahren stehen die ersten Erfahrungen und Ergebnisse fest. RWE geht weiter vorweg - auch im Lernen...
"Lernen ist dann erfolgreich, wenn sich das Verhalten geändert hat"
Wie kann das erreicht werden, welche Ansätze ergeben sich bei den heutigen technischen Möglichkeiten? Lernen kann nicht mehr losgelöst von der Arbeitswelt gesehen werden, sondern wird immer mehr Teil der Arbeit. Konkrete Trainings müssen also mehr sein, als eine Präsenzveranstaltung mit praktischen Übungen. Hier wird bei der RWE Power AG mit "Global Blended Learning" ein Ansatz verfolgt, um Lernen sukzessive zum Arbeitsinhalt zu machen.
The document discusses the relationship between energy consumption, economic development, and social welfare. It argues that money and the value of goods and commodities represent the energy required to produce them, and that access to abundant, affordable energy is necessary for a society to achieve prosperity. The document criticizes subsidies for renewable energy, arguing they divert resources from developing countries and represent wasted conventional energy resources. It calls for increased investment in energy efficiency and technologies like nuclear fusion to make renewables economically viable without subsidies.
Im Zuge der Energiewende wird die Speicherung des überschüssig anfallenden Stroms aus Wind und Sonne zu einem Schlüsselthema. Eine Lösung heißt "Methanisierung" oder Power-to-gas. Doch: Wie geht das, welche Randbedingungen gelten und wie teuer wird das?
Der Artikel von Dr. v. Schnurbein vom DEBRIV gibt hier Antwort auch für Nicht-Experten.
Eines sei vorweggenommen: Wirkungsgrad von 14 - 35%, Kosten von 79 - 228 ct/kWh!
The document discusses the Learning Layers project which aims to address skills mismatches and unemployment by scaling up technologies for informal learning in SME clusters. The project works with clusters in healthcare and construction to pilot solutions that promote workplace learning and lifelong learning. It also plans to establish a network of education innovation clusters to serve other regional clusters and speed the adoption of new learning methods and technologies. The goal is to improve skills development and make clusters more effective at recruiting and developing talent.
Tas framework implementing e portfolios 230511taselu
The document discusses key considerations for implementing e-portfolios, including support needed for teachers/trainers, learners, workplaces, and training organizations. It summarizes findings from 2009-2010 e-portfolio implementation trials regarding needs for digital skills training, understanding benefits, addressing privacy concerns, and gaining support across stakeholders.
Key considerations when implementing e-portfoliostaselu
The document discusses key considerations for implementing e-portfolios, including support needed for teachers/trainers, learners, workplaces, and training organizations. It summarizes findings from 2009-2010 e-portfolio implementation trials regarding needs for each group. Support includes digital skills training, clear purpose and benefits, peer collaboration, privacy protections, and documentation of implementation processes.
This document provides an overview of a training development company called OGPSS. It describes their vision, mission, team members and capabilities. It outlines several proprietary training courses they offer for skills like planning, safety, and maintenance of equipment. Visual training modules are provided for refinery components. Unskilled training covers basic safety, PPE usage, hand tools, gaskets, and rigging. An industry skills program is also described which takes a modular approach to artisan qualifications.
Kompetenzentwicklung für das intelligente Unternehmen und die Zukunft des Ler...Thomas Jenewein
The document discusses the evolution of technologies and how businesses are transforming into experience companies powered by intelligent enterprises. It emphasizes that continuous learning and skills development are critical for companies to succeed in this environment. SAP provides solutions to enable this, including intelligent in-app user assistance and the SAP Enable Now tool to create customized help content. Regular training and enablement that supports lifelong learning for all roles can drive business success by increasing the likelihood of successful digital transformations.
Plan International - How they trained global employees on SAP quickly and cos...Assima
Stephen Doune from Plan International talks about the challenges of streamlining projects and delivering the best services for communities when you are a non- profit organisation. The case study details how they trained employees around the world on new SAP systems quickly, consistently and cost effectively.
Mohamed Guesmi is applying for a logistics planner position. He has over 4 years of experience in logistics and production planning. His responsibilities have included maintaining customer satisfaction, coordinating personnel, and optimizing production and inventory. He holds a license in information technology and certifications in web development technologies. Guesmi believes his skills in communication, team management, and computer abilities would allow him to be a strong contributor to the company.
The CrisWare platform is a next generation e-learning and virtual training platform that combines advanced e-learning techniques with 3D graphics. It allows companies to order and share training courses with employees and other companies. The platform features introductory courses as well as simple and advanced process training. Employees can train individually on basic tasks or collaboratively on complex processes. The learning sequence increases capabilities for each employee. New courses are continuously added to the shared learning pool from other subscriber companies. The platform sets up a web-based e-learning environment including a 3D model of the company. Customers pay startup and monthly fees that cover system maintenance, access to shared courses, and design of customized courses.
The document discusses the Management Essentials Toolkit (MET) training program at Origin which aims to provide consistent skills and practices for people managers through a blended learning approach. It combines facilitated workshops with e-learning modules to develop managers. The e-learning components were designed to be highly contextual, interactive, and motivate learning through activities like decision trees. An initial pilot was successful and the program is now being rolled out more broadly across Origin. Lessons learned include the need for subject matter experts and flexibility in development as well as focusing on dissemination and marketing of the courses.
Open eLearning Technology for EfficiencyThomas Bell
This document provides an overview of open technology for efficiency. It introduces TDM Ltd, which provides training, development, and management services for open source software like Moodle, Totara, and Mahara. It discusses why open source matters in being collaborative, customizable, cost-effective and providing freedom. It also summarizes TDM's offerings around open source learning management systems and how Mahara can integrate with Totara for learner portfolios and competency-based education.
Best practice in Work Based Learning - Innovation in Training
Liz Hilton demonstrated Charnwood Training Group’s Health and Safety Resource and the Charnwood Induction Pack.
Liz discussed:
Company benefits – reduced travel costs and better use of time of training officers, by eliminating initial induction visits; plus find how easily the induction can be repurposed for other clients.
Costs and what’s involved – a relatively small initial investment on software, however you do need skill, design and scripting experience to use Flash to create interactive objects.
Commercial benefits - once you have developed a template, it could easily be customised for other clients.
This document provides information about a Project & People Management school taking place in 2014 in Turin, Italy; Detroit, USA; and Shanghai, China. The 10-day course focuses on project management, people management, and personal effectiveness. It costs €1,600 but some scholarships are available. The course includes classroom lectures, company visits and meetings, and a final evaluation. Brief descriptions of the host cities of Turin, Detroit, and Shanghai are also provided.
The document is a record of achievement certifying that Aliaksandr Mashuta successfully completed an openSAP course on "How the Internet of Things and Smart Services Will Change Society". The course covered key trends and terms related to the Internet of Things, Industry 4.0, smart services, and their effects on society. It also discussed challenges and opportunities for both society and business from digital transformation. Mashuta scored 22 out of a possible 30 points by completing a course assignment.
Lithan's Edupreneurship Insights on 15th Jul 2015LithanAcademy
Here's what we presented on our Edupreneurship Insights last 15th Jul 2015.
--
Are you capitalizing on your knowledge yet?
We are at the forefront of delivering skills-based learning and have developed Edtech Accelerator, a programme that teaches you to become an edupreneur.
We are looking to collaborate with domain experts like yourself and help you commercialise your knowledge.
The webinar discussed how learning portals can provide a more engaging e-learning experience compared to traditional LMS systems. It provided an example of how Sky used a pre-joining learning portal to improve onboarding of new employees. Key benefits included faster time to competence. The webinar outlined five criteria for developing effective learning portals: they should be agile, goal-driven, integrated, liberating, and engaging.
Kurt Borne has over 15 years of experience in instructional design, training delivery, and project management. He has created training programs for many large companies across various industries, including Comcast, Time Warner, Duke Energy, and Convergys. Borne specializes in developing self-paced online training, instructor-led training, and job aids. He also has experience managing teams of instructional designers and quality assurance testers. Currently, Borne is pursuing a Master's degree in Instructional Design and has a background in economics, business, and Spanish language proficiency.
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RWE work culture and training july 2016
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