Category Archive Business

Blog_TÜV_Rheinland_Academy_Traum

Don’t stop dreaming! 

Astronaut, professional soccer player, princess: Do you still remember what you once wanted to become? Not all childhood dreams come true. But sometimes the dream job is still only a stone’s throw away. Let yourself be inspired – by success stories around the globe.

Times are changing. Career desires hardly do: For decades, little boys have dreamed of becoming police officers or pilots, girls usually want a professional career as (veterinary) doctors or teachers. However, Sophia was different: She liked to tinker with technology, even at an early age. Pin toys, Lego robots, computers – she wasn’t satisfied until she knew exactly how something worked. Later, she dreamed of running her own IT company. A dream she realized: Together with two friends, Sophia founded her own Start Up. ” To keep my business growing, I have to keep up with the latest technology,” she says. The instructors at TÜV Rheinland Academy are there to help her. They themselves have practical experience and are dedicated to you with innovations and digitization.

> In this video you can get to know the whole story of Sophia.

Happiness makes you productive

TÜV Rheinland Academy is specialized in training and further education in technical professions and offers companies, graduates and professionals a wide range of opportunities to develop their personal potential. Mohammed from India has also benefited from it. Initially, he wanted to be a racing driver. Today, he works as a mechatronics engineer for an international automotive group. Not least because with the Vocational Training of TÜV Rheinland Academy he experienced exactly the dual vocational training based on the German model, which is the basis for getting an opportunity for a job interview with global players. He made it, although he came from a modest background and lacked the money for education. “The education was financially supported and was outstanding. That’s why I can live my dream today,” he says. Good for his employer! After all, studies show that happy employees are about 20 percent more productive than their dissatisfied colleagues.

> In this video you can get to know the whole story of Mohammed.

There could be more people like Sophia or Mohammed worldwide. According to the Gallup Engagement Index in the USA, just one in three employees (33 percent) still feels emotionally committed to his job. And that is already the world’s top value. In the European Union, only one in ten employees (11 percent) is happy with his or her job, while one in four (25 percent) has already mentally resigned.

Why is that? On the one hand, many companies concentrate exclusively on their day-to-day business and thereby lose sight of employee development. On the other hand, even employees do not pursue their career goals consistently enough. John’s example shows that things can be different: Already as a child, he was very ambitious. Today, he works in his dream job and moves heavy construction frames as a crane operator. It wasn’t always easy to get there. “I started at the bottom, but I always kept an eye on my goal,” John remembers. Then his employer financed his training as a crane operator, and he passed the examination at PersCert TÜV. For him, personnel certification is not just a degree, but a kickoff for a successful international career that offers him many opportunities.

> In this video you can get to know the whole story of John.

Tailor-made e-learning offers for individual careers

So it’s not always the direct route that leads to the dream job, but that’s exactly what you should expect and inform yourself accordingly. Especially the increasing digitalization and automation offers exciting, sometimes undreamed of development possibilities. Today, for example, it is no longer necessary to study computer science to protect companies from hackers, viruses and other threats. Jane can prove this: she decided not to study and instead took tailor-made e-learning courses at TÜV Rheinland Academy. Today, she works as an IT expert and continues to focus on digital training. “Together with TÜV Rheinland Academy, for example, we have developed a customized course on cybersecurity for our company,” she says. “It is working out really well!”

> In this video you can get to know the whole story of Jane.

Paul also opted for a training course at TÜV Rheinland Academy as part of his continuing education program and was very enthusiastic about the practice-oriented courses. Without hesitation, he applied to be a trainer. With success. Today, he shares his expertise with young professionals and executives around the world. “I used to be a great electrical engineer at home. Today, I’m creating new ideas worldwide,” he proudly states. “It’s nice that I can share my dream with so many people and pass on my knowledge myself – so that others may also realize their dream.”

> In this video you can get to know the whole story of Paul.

We hope you haven’t given up dreaming either! Find out more about how the services offered by TÜV Rheinland Academy have supported Sophia, Mohammed, John, Jane and Paul on their career paths, or find out for yourself what opportunities are available to you worldwide through training and further education at TÜV Rheinland Academy. Find out more on www.tuv.com/academy.

Prevention_TÜV-Rheinland_tr-academycom.jpg

How does the culture of prevention succeed?

Today, VUCA shapes the modern working world: it is subject to volatility, uncertainty, complexity, and ambiguity, that is what we today call digital transformation and the associated disruption. In times of VUCA, what does that mean for the health of workers and the competitiveness of the company?  This central question goes to Prof. Dr. med. Joachim E. Fischer in an interview with tr-academy.com. The Director of the Mannheim Institute for Public Health at the Medical Faculty Mannheim of the University of Heidelberg sees in the “FreuSinn” – joy at work – a central factor for a healthy and motivating Leadership 4.0. In his opinion, the thesis that prevention is better than cure – is more relevant than ever.

In your opinion, how can one reconcile protecting employee health and the competitiveness of a company?

Traditionally, the culture of prevention has been meant: We protected employee health with technical measures designed to reduce exposure to risk. We have achieved an exemplary high standard in this regard. Today, digitalization has taken over the workplace and has increased the amount of knowledge work employees do. The demand for flexible, individualized solutions is increasing, especially in industrial settings. This is changing the kinds of health protection we need to provide. Averting physical risks is taking a back seat and it’s becoming more important to strengthen employees’ ability to cope with challenges. Adding to the complexity is an increasing unpredictability and uncertainty, often even contradictions, which are not exactly diminished by current political upheavals, whether it’s Brexit or American tariffs.

But people need sufficient security in order to tap their potential. The culture of prevention in the sense of using conventional health campaigns such as veggie day in the staff cafeteria, health awareness days, or healthy back training is far too short-sighted. By taking the opportunity to find out what will help employees develop their potential and thus increase the company’s competitiveness is often good for their overall mental health. The aim here is to find the best possible intersections: this is at the heart of the new “culture of prevention.”

You see having a sense of joy (“FreuSinn”) as a central factor of the culture of prevention in the sense of a healthy and motivating Leadership 4.0. What exactly do you mean by this?

Originally, it was out of pure scientific curiosity that we asked more than 20,000 people whether they look forward to going to work in the morning when they wake up and whether their work helps them see their lives as meaningful. We were quite surprised when those employees who could fully agree with both statements were healthier, even down to biological markers, and described themselves as more effective. We decided to name this phenomenon “FreuSinn.” Obviously it is joy, not fun, and experiencing the job as meaningful is vital to these people. It is close to what others have described as “flow.” And we know from neurobiological research that the frontal lobe of the brain is particularly active when these conditions are active. It is in the frontal lobe where we think, decide, invent, judge, plan. In other words, exactly those things today’s knowledge-based economy and society need.

If a company’s ability to create value increasingly depends on employees’ using the frontal lobes of their brains and not shutting that aspect of their humanity down when they cross the entrance gates, then it is up to managers at all levels of the hierarchy to create the conditions for more joy and meaningfulness at work. This does not necessarily make the management task any easier, because there are no simple formulas to follow. Sometimes it might involve simplifying disruptive processes. It might be allowing certain people to work from home or it might involve firing people that are disrupting the team with their poisonous attitudes. An important task in this regard is to cushion the ubiquitous uncertainty credibly, whether it is uncertainty caused by fixed-term contracts (like we have in research) or the uncertainty caused by turbulent markets. And because many people react more irritably under stress and with increasing exhaustion, taking care of the workplace atmosphere day in, day out becomes all the more important.

We recently evaluated data from a representative study conducted by the German Labor Ministry, which included both an internationally used scale for mental well-being and a scale for measuring enthusiasm, commitment, and passion for work. The results showed that 40% of employees are both committed and engaged in their work and also mentally healthy. So a job that keeps you healthy has long been a real possibility. Empirical data from several studies even agree that people who voluntarily work longer and feel useful have longer lives. Managers must therefore ask themselves how they can increase the sense of joy and meaningfulness at work both today and in the future tomorrow from their own strength without extensive training. Whether it’s city cleaning, nursing care for the elderly, working the assembly line, or in an architecture firm. We know companies in every industry that can do this. They have low absenteeism rates, and they generate great added value with their work. Almost nothing has a more lasting effect than genuine sincere recognition for good performance. And not in the form of a bonus payment at the end of the year, but with a grateful handshake immediately.

We have collected our own data to compare the effects of convention health campaigns with that of creating a sense of joy and meaningfulness at work. While 10% healthier behaviors only contribute 1% to employee health and just over half a percent to productivity, 10% more joy and a sense of meaning bring about 5% more productivity. It’s no wonder why SAP’s Business Health Culture Index, where half the questions measure the quality of leadership and support, has become a significant internal key performance indicator for SAP. PWC calculated on SAP’s behalf that a 1% improvement in the Business Health Culture Index translates into €65-75 million more profit. This is no secret; it has been published online in SAP’s annual report. Anyone who thinks conventional health campaigns will be enough will, in the long run, not be able to exploit the full potential of holistic health management.

What opportunities do you see in bargaining agreements that can’t be solved by the healthcare system?

The healthcare system is excellent when it comes to treating acute illnesses with clear medical causes and treatment options. However, the healthcare system is not at all equipped to maintain employees’ ability to work and create value. If, for example, employees are so mentally restricted that, although they still function day-to-day and aren’t in need to psychiatric hospitalization, they will no longer be able to work in a way that creates value. We have to define a new culture of prevention. Our healthcare system only offers waiting times and no solutions. So there is a gap between conventional, technical health protection measures and the healthcare system which is yearning for healthcare that includes psycho social aspects. This applies to a wide range of potential offerings aimed at the individual, such as family assistance in problem situations such as caring for relatives, early intervention in cases of pain or psychological complaints, and meaningful attempts at making working hours or locations more flexible.

But this affects especially how we design work, that is, the conditions under which people work. Whereas the focus was once on emissions, noise, dangers, and lighting, it’s the psycho social impact and mental noise that we now need to get under control. What gets forgotten in all these risk assessments is that the mind also benefits from resources that will help it to overcome challenges. So it’s not just a question of reducing burdens and averting dangers. Unlike the technical prevention of risks, the most important thing for the mind is that which strengthens it. You can’t avert the cancer risk from asbestos through your mood. But you can solve a big task together as a team and what remain are the sense of achievement and the certainty and confidence of being able to solve the next problem together again, too.

When I was a child, Esso gas stations used to advertise with the “tiger in the tank.” The “tiger in the tank” for value creation is increasing the experience of joy and meaningfulness at work. The cover story of the current issue of Harvard Business Review is: “When work has meaning: how to turn purpose into performance.”

Professor Fischer, thank you for speaking with us.

Internal Communication_TUV_Rheinland

Optimize Internal Communication

In a VUCA world (volatile, uncertain, complex, ambiguous), everything is volatile, uncertain, complex and full of ambivalence. Many managers allegedly lack time to communicate adequately with their employees. But internal communication is becoming increasingly critical to success, especially in large companies with locations worldwide. How can everyone pull together if most people don’t know to what end and for what purpose? Here are a few tips on how to improve internal communication in your organization.

Tip 1: Use sales tools for employees for intensifying internal communication

Webinars are not only excellent tools for sales to tomorrow’s customers. They are also ideal for regular Q&A with the employees. In contrast to static internal newsletters, regular internal questions & answers are interactive and perfect to ensure that everyone has the same level of knowledge and to detect possible misunderstandings or undesirable developments at an early stage and to counteract them. Make sure that the webinars are part of your internal communication and advertised in time via internal channels such as the employee newsletter, Yammer or Slack. Make it clear in advance how employees can participate in this webinar. Consider in advance what questions might come and ask your team to prepare the answers. Be prepared for unpleasant or unexpected aspects to be addressed. Develop a sovereign strategy for this.

Tip 2: Managing resources intelligently

Don’t work harder, work smarter. Management software and platforms can help you manage resources and projects in real time and significantly improve internal communication. They can better delegate responsibilities, make sure your team stays on schedule and can support you when bottlenecks occur. They bridge the communication between management, employees, customers, and suppliers. Examples for this are platforms such as Bitrix24 or Monday (Dapulse) – with group and video chats, document management, cloud service, integrated calendar, email, CRM, HR tools and much more. Set achievable goals and divide them into manageable sections. Attach files and set due dates. Let the software automatically remind you and the team of overdue tasks – if they still exist at all. Automatically learn when milestones are reached and keep up to date with team success in real time.

Tip 3: Switch to real-time communication

SMS and e-mail are old school. How much faster could your employees communicate, make decisions, and even make decisions if they were allowed to use a direct messaging app – just as they do in their private lives? Yammer is a collaboration tool that enables teams to share messages, files, documents or updates quickly and without having to take detours. Slack with both private and public channels is now also at the top of the popularity scale of corporate apps. The app supports Direct Messaging, Drag & Drop for file sharing, document feedback, and comments, and centralizes all notifications. The app also has a search function that allows you to search the content for keywords. By the way – project management tools like Monday allow the integration of direct messengers such as Slack.

Tip 4: Dare to take an anonymous employee survey

Have the courage to use anonymous feedback software such as Custom Insights or Survey Monkey to learn what your employees feel you can do to improve your leadership performance and your internal communication too. Under certain circumstances, the results may be devastating initially. Think of it as an opportunity. Only if you know where the problem areas are you can work to change something for the better. Experience shows: You will be repaid for this courage with employee satisfaction and performance. Yet this can only be the case if you change something and don’t just put the results back in the drawer.

Tip 5: Communicate clearly and appreciatively

Internal communication involve respecting the time of others. This applies to meetings as well as to one-on-one conversations. Do not go on and on, but argue clearly and to the point. Let others have their say and catch them should they go beyond the scope and time budget of others in the meeting. And if a conversation needs a decision at the conclusion, then you decide. Stay respectful and appreciative in your language. Empathy today is often regarded as part of social competence as if it were not innate to us. “I can imagine that this makes you proud” or “This certainly upset you” are good examples of how an executive shows empathy. Clear language, clear head.

CAIRN CENTER OF EXCELLENCE

Vocational Training Center in India

Agreement with CAIRN about Advanced Vocational Training Center in India

CAIRN Management Visits TÜV Rheinland in Cologne

From left to right: Stephan Schmitt, Volker Klosowski, Dr. Sunil Bharati, Dr. Manfred Bayerlein, Sidharth Balakrishna, Siegfried Schmauder, Carlo Humberg

 

CAIRN , one of the largest oil and gas companies in India, and TÜV Rheinland signed an agreement to work together to build and operate an advanced vocational training center in India – CAIRN Center of Excellence – in Jodhpur, Rajasthan. This partnership would be for 6 years with an option to extend it further on a mutual consent.

Federation of Indian Chambers of Commerce and Industry (FICCI) with Directorate General of Employment & Training (DGET) together with German Federal Institute for Vocational Education and Training (BiBB) and Federal Ministry of Education and Research (BMBF) started an initiative on “Forging India Germany Partnerships in Skills Development”. This initiative has been published during the visit of Dr. Manmohan Singh, Prime Minister of India on 10th April 2013 when celebrating India’s days in Germany.

On this occasion, there were several bilateral agreements being affirmed, among which the agreement between TÜV Rheinland and CAIRN was also signed in Berlin by Siegfried Schmauder, Executive Vice President Training and Consulting of TÜV Rheinland, and Dr. Sunil Bharati, Head of Corporate Affairs & Communications of CAIRN, in the presence of the responsible ministers from both countries.

In a following meeting in Cologne Dr. Manfred Bayerlein, CEO of TÜV Rheinland AG, quoted:

India has one of the largest and the youngest population in the world, yet it has been observed that about 80 percent of the Indian workforce does not possess identifiable marketable skills. I strongly believe that this initiative will help focusing on developing specific skills required by the industry and thus help in reducing unemployment.

“The project with CAIRN is a cornerstone in the internationalization of the Business Stream Training & Consulting.” added Siegfried Schmauder.
“With this initiative I foresee that it will definitely help in decreasing the skill gap faced by the industry and simultaneously increase the standard of living in the society.” quoted Enrico Rühle, Managing Director of TÜV Rheinland India.

See e-Brochure of CAIRN

 

Premiere for Welding Specialists Training in Poland

Training Courses “Welding Specialist (TÜV)” resp. “Schweißfachmann (TÜV)” now available in Poland

In March 2013 PersCert TÜV certified that all participants of the Polish training course in welding supervision in Zabrze (Silesia, Poland) have acquired the qualification level of a Welding Specialist (TÜV) in conformity with TÜV Rheinland training and examination guideline 121. The training course of TÜV Akademia Polska, was held for the first time in Poland.

Curriculum according to the requirements
of International Institute of Welding (IIW)

The curricula for the training while working were created by the academy of TÜV Rheinland in Germany based on the requirements of the International Institute of Welding, IIW (IAB.252-07/Sv-00).

The program includes:

  • Welding processes and equipment (45 h)
  • Materials and their behavior during welding (47 h)
  • Construction and design (22 h)
  • Fabrication, applications engineering (53 h)
  • Fundamental practical skills (60 h)

 

Added Value for Graduates

“Welding Specialist (TÜV)” respectively “Schweißfachmann (TÜV)” is a professional qualification level certified by PersCert. PersCert is the independent personnel certification body of TÜV Rheinland, working on the base of ISO/IEC 17024. The International Standard sets out criteria for an organization’s certification program for individual persons. The qualification level is documented on CERTIPEDIA under the test mark ID 3011791121.

Next training course in Poland …

will start shortly. Find out details about the training course “Specjalista Spawalnik TÜV”

Anna Konewecka & Malgorzata Gracka, TÜV Akademia Polska

IT-Training Center of the Future in Berlin

Opening Event for the
IT-Training Center of the Future in Berlin

Anna Konewecka & Malgorzata Gracka, TÜV Akademia PolskaThe IT-Training Centre of the Future was opened in May in Berlin. In the ultra modern training facility in the city center of Berlin, equipped in cooperation with Microsoft, our entire IT-Training portfolio will be provided.

Among the guests: Anna Konewecka (left), Director for Training Business, and Malgorzata Gracka (right), responsible for IT-Trainings from the Polish academy of TÜV Rheinland. TÜV Akademia Polska as Microsoft Gold Partner is offering IT-Trainings since the beginning of this year.

 

Training for IT-Users, Professionals and Experts

the campus GmbH is the leading center for IT training and certification in Germany and has been effectively imparting top quality knowledge for over 28 years. the campus GmbH is a subsidiary of TÜV Rheinland Akademie GmbH and belongs to the TÜV Rheinland Group. As such, it ranks among the largest providers of continuing education worldwide. the campus GmbH’s seminar portfolio encompasses topics on a vast range of challenging areas in the IT world and is aimed at users, professionals and experts alike.

Training of Elderly People Staff for Germany in Poland

TÜV Rheinland Polska trains Elderly Care Staff

Certified Nursing Assistants from Poland for Germany

The TÜV Akademia Polska in Poland qualifies nursing assistants for employment in Germany. The program takes 200 hours and terminates with the TÜV Rheinland audited qualification “care assistant / nursing assistant in elderly care”. Last year 48 people were trained. By the end of 2014, 150 nursing assistants will be qualified. The course for registered geriatric nurse is in preparation.

Anna Konewecka, TÜV Akademia PolskaInterview with Anna Konewecka,
responsible for training business in Poland

What motivated you to go into this whole new field of study?

Polish employment agencies regularly send staff to German households. They close the supply gap in home care and provide 24-hour all-round support in the familiar environment of care.
The placement is subjected to strict legal regulations. To obtain the Polish permissions of operating and staff dispatching from an employment agency, a variety of state requirements is necessary, including evidence of an actual qualification as requested by the destination country. The Polish Confederation of Temporary Work Agencies (ZAPT) therefore looked in June 2011 for a recognized training program in Germany. Our concept is based on the curriculum of the German nursing course and convinced the ZAPT.

How proceeds the Nursing Assistant training in Poland?

Since our participants – there are women to 100% – are already active nursings in Germany and come every few months to Poland, we had to adjust the German program. 120 hours are for self-study to complete 80 hours in a classroom setting. German language skills must be demonstrated before the training begins. The training terminates with a PersCert exam. The cost for training are covered by the Polish employment agencies.

How proceeded the adaptation of the training concept designed from Germany?

Upon receipt of the request of the ZAPT in June 2011, we immediately got initial information of the training courses offered in Germany via the EVP team. One week later, a kick-off meeting took place in Berlin. In the next three weeks we created the concept for the Polish program and the examination regulations with the assistance of the subsidiary Berlin-Spandau and PersCert TÜV. On this basis we were able to submit a concrete tender to ZAPT, which was confirmed in September 2011. The road then was very painstaking because unlike the welding expert or SCC training, a takeover and translation of German training materials were not possible for copyright reasons. We only had the curriculum framework and guidelines for practical training for a re-development. Therefore we searched for professionally competent partner and trainer in Poland that enabled us to develop tailor-made materials in Polish language. Thus it was difficult because there is not (yet) a nursing education as in Germany available in Poland. We got help from employees of hospices, experienced nurses who worked in geriatric care or as a dietitian at a hospital and also from product management in Cologne and Krefeld help.

What was the main benefit of the access to the new market for you?

We demonstrated that we can build a new market field very quickly in high quality. This motivated our internal colleagues, but above all impressed our customers. Since the ZAPT organized companies are not only dispatching nurses the cooperation is now being extended to other topics.

We were able to build valuable contacts with experts, opinion leaders and decision makers in Poland. The number of people needing care is increasing also in our country, so that there could be soon the same structures and need for training like in Germany. We are well prepared.

The next challenge will be the establishment of training of geriatric nurse. At present, we check the market together with the colleagues of the German Academy.

Nurses also from other countries are in action in Germany. Other subsidiaries of TÜV Rheinland could benefit from our previous achievements and experiences. The TÜV Polska Akademia has secured the copyright for all developed training materials. Therefore a transfer of the documents into other countries is easily possible.

Last but not least our training programs in nursing help us fulfill our strategic goals. Alongside the expansion of nursing courses we are currently working on the establishment of Microsoft training in the Polish market. The first training will take place in March. The feedback for our first recently completed training of “Welding Expert (TÜV)” was very positive. New incoming orders are already received. Additionally we are planning this year training on new topics in technology.

Online Training | E-Learning | M-Learning TÜV Rheinland

Online Trainings of TÜV Rheinland

The online training market still grows.

Skills shortages and demographic change, globalization and technological advances make training more important. Thus the education market is growing worldwide – with e-learning participating in the most (see chart). The Investment Banking Service IBIS Capital forecasts growth of the e-learning industry in the amount of 23% for the years 2012 – 2017, compared to 7.4% growth in the education sector as a whole.

Mobile devices and fast data connections are only one side of the coin. Provider of educational services are faced to new challenges due to the trend for mobile learning and on-demand-learning. Knowledge outside the classroom is needed. Especially large technical training projects are today hardly realizable as consistent classroom training.

TÜV Rheinland has paved the way for the development of a Virtual Academy with the acquisition of e/t/s didactic media GmbH. The known brand “e/t/s didactic media” was integrated in 2012 as “workplace learning solutions” (WLS) into the TÜV Rheinland Academy. The colleagues from WLS are specialized in producing complex electronic training formats and are leaders in their industry. “With this acquisition, it will be much easier for us to roll out training in different countries or to satisfy international companies quickly and consistently in their more complex training needs,” says Siegfried Schmauder, Executive Vice President, Training & Consulting.

E-Learning at TÜV Rheinland 2013

Online training courses are flexible, inexpensive and venue-indipendent – and for many customers today the first choice on the road to deeper knowledge. Read the possibilities TÜV Rheinland offers today:

Germany

The courses offered on the e-learning platform of the TÜV Rheinland Academy include SAP training and online training in the fields of information technology, communications and office management. We also provide selected topics and modules that complement classroom training, eg SCC, quality management and “train-the-trainer”. The courses can be booked by companies, institutions or individuals. Those who want to begin immediately, can easily pay by credit card in our web shop and start learning immediately thereafter.

The offer of the “Workplace Learning Solutions” is mainly aimed at companies. In the fields of e- and m-learning we can help companies manage learning processes in vocational training and advanced training – from requirement analysis to planning and execution up to certification of measures. We can also take over management of complete personnel development measures, with tailored qualification solutions from a single source. On top of that, we offer IT solutions that can be seamlessly integrated in company’s infrastructure. Company solutions were developed e.g. for the hotel industry and home appliances manufacturers.

Find more information on the website (English Language)

 

Spain

The e-learning program of the TÜV Rheinland Group in Spain currently includes about 80 different courses in the areas of:

  • IT (Basic, Experts, Programming)
  • QM (Standards, Audits, EFQM, APPCC, RSE, …)
  • Environment (Environmental Audits, Waste Management, pollution, …)
  • Prevention (PRL Basic-Prevention Audits, OHSAS 18001, Stress at work, …)
  • Management (Business Management, HR, Logistics)
  • Languages (English, French, Italian and German)

The online training programs have been developed by qualified and experienced trainers and terminate with a certificate from TÜV Rheinland.

The virtual learning platform of TÜV Rheinland in Spain, which is customizable, is especially used by companies to specifically qualify young people by modern methods of learning. Its customers include the company Inditex, one of the worlds largest fashion distributors headquartered in Spain.

The development of the e-learning program of TÜV Rheinland in Spain was funded by Spanish Foundation “Tripartita”. The TÜV Rheinland Group in Spain is accredited by the Foundation as their official training center.

Link to the website (Spanish Language)

Automotive Services for Romanian Market

Automotive and Further Services Developed by the Training Department in Romania.

Automotive industry manufactureMinimum Costs, Maximum Benefits.

“What deserves to be done deserves to be well done” Nicolas Poussin

The Training, Process Development, and Personnel Department  of TÜV Rheinland Romania provide a range of tailor-made concepts designed to provide people and companies with the training and instruction they need to work in the global arena and meet the challenges of modern business. Our training programs promote human resources development to tap into the customer employee’s full potential.

Main areas of trainings:  Quality Management; Environmental Management; Occupational Health and Safety Management; Safety Management in Food Industry;  Quality Management in the Automotive Industry; CORE Tools; Six Sigma; Supply Chain Management; Energy Management; Waste Management; ISO 17025 Testing and Calibration Laboratory; Medical Laboratories ISO 15189; Project Management; Human Resources Management;  Organizational Management; Soft Skills Trainings.

Our Motto: More success with better trained employees

In over 12 years of activity in Romania, there have been provided over 2,000 training programs and over 15,000 persons have been trained. The more than 60 Trainers and Lecturers of the Training and Process Development and Personnel Department of  TÜV Rheinland Romania with high specialization and rich experience in both Adult Training and theoretical and practical activity, provide strong support for the offered programs. Experience and competence are the advantages of  the Training and Process Development and Personnel Department of  TÜV Rheinland Romania.

The Training and Process Development and Personnel Department of TÜV Rheinland Romania has specialists, experts and methodologies of the highest value, nationally and internationally recognized, with applicability in the mentioned fields/sectors, having as goal the realization of an efficient compatibility between the employee and their work tasks as a guarantee for increased efficiency.

With the help of our continuous Education and Training services, the personnel employed may be specialized in the relevant fields. Our clients may acquire new skills through the learning process throughout their entire lives.

Cristina Dubei
Manager of Training, Process
Development & Personnel
TÜV Rheinland Romania Ltd.

Contact

TÜV Rheinland Romania Ltd
Calea Dorobanţilor, Nr. 103-105
010 561 Bucureşti, Sector 1
Phone:  +40 21 31 888 34
Fax:       +40 21 31 888 36
Web: www.tuv.ro

References:

Petrom, Holcim, OMV Romania Mineraloel, FORD Automotive, Michel Thierry Romania, Johnson’s Controls, Siemens, Continental, Gedeon Richter, Lear Corporation Romanian, Campofrio, Vileroy@Boch, Coats Odorhei, Rafo, Takata Petri Romania, Smithfield Ferme, Energoconstrucţia, Ursus Breweries (SAB Miller Romania), Autocobălcescu, European Drinks, Rieni Drinks, Compa Sibiu, Mediplus – Sensiblu, Fornetti, SMURD Tg. Mureş, Yazaki Romania, Südwolle Group, Kraftanlagen Romania, ATP Exodus, TMK Artrom, Fujikura Automotive Romania, Danfoss, Honeywell Romania, etc.