Digital competencies for transforming the energy, mobility, and heating sectors
Digital competencies and operational skills management must be developed and implemented to deal with the requirements currently being placed on companies. In particular, SMEs in the two clusters are to be supported in meeting the challenges of digitisation, by using Work 4.0 models and procedures in a timely and competent manner. In this way, it will be possible to promote greater individual responsibility, decision-making and participatory opportunities for employees and further develop the innovative power of regional enterprises.
Demographic change, skills shortages, globalisation and digitisation are bywords for developments that have a real impact on people, businesses and society. Over the last few years, the pace of change has increased, which has been due, at least in part, to the increased use of new information and communication technologies (ICT). The terms Industry 4.0, Business 4.0 and Work 4.0 are used to emphasize the revolutionary character of these changes. Both employers and employees are faced with the challenge of dealing with constantly changing conditions and requirements. Learning will play a key role here for all stakeholders – whether at the individual, company or organisational level. Ideas and concepts such as "lifelong learning", "organisational learning" and "learning organisations" all describe approaches for successfully dealing with the challenges ahead.
The use of both technical and new social infrastructures that ensure employees are integrated into processes geared towards innovation will be decisive for delivering successful product and process innovation. This will require a re-alignment of the interaction between people, technology and organisations, which must take place at the company level. Work 4.0 requires that new company-specific concepts and qualification opportunities be developed together with individuals in and for companies. This also includes modernising organisations to develop working environments and management models that promote learning.
Based on empirical surveys, the project developed and tested additional digital qualifications along with further suitable formats. Requirements, basic principles and benchmarks were determined, discussed and published to ensure successful company skills management.
- Development of definitions of digital competencies for the energy, mobility, and heating sectors
- Development, integration and evaluation of thematic vocational education curricula in cooperation with enterprises based on a standard created by the IBBF
-IT-Security for collaborative SME networks
-Building services engineering for software and IoT- developers
- Broadening of the competence development model with digital competencies
- Testing of the competence development model
- Recommendation for action in comptence develpoment
- Publishing of „Systemwissen für die vernetzten Energie- und Mobilitätswende“ (System knowledge for an interlaced energy and mobility transition) publication
Organization of the conference „Arbeitszeit=Lernzeit“ (Working hours = learning hours)
+49 30 762 39 23 04
Dr. Michael Steinhöfel
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