Category Archive Digital Learning

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7 Myths of leadership – that you should forget

In the context of digital transformation, how can and how should managers and executives ensure with qualified leadership that teams and individual employees remain healthy, qualified and motivated – despite the stress brought on them by change and dynamic working conditions? For example, first of all be self-critical: After all, if things don’t run smoothly in the company, productivity and innovation rates fall short of expectations and the company falls steadily behind in the market, this can be caused by the coexistence of traditional and modern management models. Some executives like to cling to outdated models of staff management – and at the same time hope to somehow manage to survive the change. Dr. Sven Grote, who also talked about the TÜV Rheinland dialog “Human and health”, addresses the most important management myths.Read More

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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.

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The Skills Revolution – Hello Automation, Goodbye Workers?

What does the future hold for automation? One thing is certain: We’ll have to learn new skills. Skills to deal with change, for jobs we don’t even have an idea about today. The Manpower Group, the world’s largest employment services provider, asked 18,000 employers in 43 countries from 6 industrial sectors what these skills could be, what activities we would have to perform and what the working world could look like in the near future. This means that the current technology can automate up to 45 percent of the tasks for which people are paid every day. At the same time, we have long since adapted to this development in the job market – chatbots, automatic customer service on the phone, word processing programs and even personal assistants are nothing new. The difference now is that the life cycle of skills is shorter than ever and changes are taking place on an unprecedented scale. The impact may be hyperinflated today, but as the cost and complexity of implementing technology decreases, the speed will continue to accelerate.

And yet: New technologies can be expensive and require people with expertise. Employers are therefore reluctant to say “hello automation, goodbye workers” with full vigor. Most employers expect a net gain for employees through automation and adaptation to digitization. 83 percent intend to maintain or increase their headcount and train their employees over the next two years. Only 12 percent of employers plan to reduce the number of employees due to automation. What does this look like in your company? Do you rely more on new technologies or on loyal employees who are willing to take further training?

Employability = willingness to learn new things

We can assume that the value we place on different abilities will soon change. Digitization and the growth of skilled labor offer opportunities as long as organizations and individuals are prepared to embrace this change in values. New technologies will replace both cognitive and manual routine tasks, allowing people to assume more fulfilling roles and leave routine tasks to an algorithm. Creativity, emotional intelligence and cognitive flexibility are skills that harness human potential and enable humans to complement rather than be replaced by robots. People will increasingly realize that they need to move into new areas and diversify. Openness for skill acquisition, flexibility and the ability to learn will be decisive.

For people, employability – the ability to get and keep a desired job – no longer depends on what they can already do, but on their willingness to learn new things they don’t yet know about. The companies that can combine the right combination of people, skills and technology are the ones that will persevere and win. Take a look at your corporate structure: Who can do what and to what extent have you implemented new technical solutions? Is there potential for improvement in one or the other area?

Know-how transfer from person to person

The future of work requires different skills and employers need to focus more than ever on retraining and education to cope with the current talent shortage and anticipate tomorrow’s challenges. Almost three quarters invest in internal training to keep their qualifications up to date. 44 percent hire additional skilled workers instead of replacing them, and more than a third persuade third parties or contractors to transfer expertise to their own employees. We should not underestimate the value of the human connection. The transformation of work in the age of machines does not have to be a struggle between man and robot.

Which talents do you promote in your company?

The Manpower Group has proclaimed the “Skills Revolution”. It requires a new mindset both for employers who are trying to develop a workforce with the right skills and for people who want to advance their careers. Educational initiatives to strengthen the talent pipeline are important, but not the only answer and may take many years to bear fruit. Companies must play a role to improve people’s lives and be an important part of the solution. Now is the time for managers and individuals to become aware of their responsibilities and be responsive. Find out about the opportunities to promote talent and develop new skills in your company. TÜV Rheinland Academy, for example, can help you with this. We support you with tried and tested solutions for people in the workplace and in their professional environment. Contact us and we will discuss together which forms and methods can best be used in your company.

More information is available at: https://www.tuv.com/

TÜV Rheinland receives education award „digita 2016“

Renowned German Education Media Award for the digital learning project “Virtual Pharmacy” / Awarded by NRW Minister of Education and Cultural Affairs Löhrmann at the education fair Didacta

The Academy of TÜV Rheinland has received the prestigious German Education Media Award “digita” on 17th February. The award was presented at the education fair didacta in Cologne by this year’s patron of the event, the North Rhine-Westphalian Minister of Education and Cultural Affairs Sylvia Löhrmann.

TÜV Rheinland has been awarded for the digital learning project “Virtual Pharmacy” in the category “Vocational Education and Study”. The winning project has been developed by TÜV Rheinland for Beiersdorf in 2011 and continually advanced ever since.

„Acknowledgement of our work“

With the virtual sales training product the globally operating German consumer goods group Beiersdorf imparts knowledge and consulting expertise for a premium skin care product line exclusively available in pharmacies. The target group is pharmaceutical technicians. “In this game based learning environment, the target group can autonomously and independently of time and place acquire the expertise needed through web-based training and train customer consultations.

Through multiple certificates competence mediation is concluded meaningful. “The fact that this learning format is awarded the digita Prize, for us is a confirmation of our work and we are very pleased,” said Christoph Hieber, digital-learning expert and Head of Workplace Learning Solutions (WLS) at TÜV Rheinland.

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Launch of Interactive Online Platform

The New Training Company LC ACADEMIE Impresses with Novel Training Platform

LC ACADEMIE – the new joint venture between Luxcontrol, a subsidiary of TÜV Rheinland Group, and the technical service company Léon Kremer – launched an interactive online platform for their multi-sector trainings in Luxembourg.

LC ACADEMIE is a new, private platform for sector-independent trainings in Luxembourg. The offer comprises more than 150 different trainings to be expanded quickly from various sectors:

  • Hazard Prevention
  • Food Hygiene
  • Management
  • Human Resources
  • Personal Development
  • Safety
  • Standards
  • Environment
  • Regulations

 

Available on all devices

The platform is usable on all devices from tablet and PC to smartphone. Via the search bar the suitable course can be found fast and secure in the desired language: French, German, English, and Luxembourgish. The registration is easy and every seminar is shown with an overview of all course details including availability. One can choose to complete the seminar as in-house course or in one of the LC ACADEMIE training centers. The own profile gives an overview of certificates, attendance lists and other documents. All in all, the platform impresses through modern design and user-friendliness.

About LC Academie in Luxembourg

LC Academie LogoEnd of April 2015 Luxcontrol and Léon Kremer established the new training company LC ACADEMIE S.A.. The two responsible directors of this joint venture, Ralph Krips, CEO Léon Kremer and Jean-Marc Poncelet, Director Luxcontrol, target “a one stop shop for training that substantially covers the existing demand for training on the Luxembourg market” with state of the art training equipment and their novel training platform www.lc-academie.lu.

Find out more:

European online degree programs in Asia Pacific

European Online Degree Programs Now in Asia Pacific

Earn a Postgraduate Qualification in Risk & Safety Management or IT Security. Enhance your career with a recognized European degree.

The partnership between Risktec Solutions (TÜV Rheinland Group), and Liverpool John Moores University offers a unique opportunity to study for a postgraduate degree. Levels include:

  • Postgraduate Certificate (PgCert)
  • Postgraduate Diploma (PgDip)
  • Masters Degree (MSc)

Participation through online Distance Learning allows you to study from anywhere in the world, at times which suit you. Courses are taught in English.

The next program commences 1st February 2016.
Apply now to join.

Want to join the IT security program?

In cooperation with Ruhr-Universität Bochum (RUB), and isits AG (TÜV Rheinland Group), we offer the on-the-job distance learning course “Applied IT Security Master of Science” and online courses for those wanting to specialize in one particular field of IT Security. Distance learning makes it possible to study from anywhere in the world. Materials are sent per post and our e-learning platform provides participants additional information and resources.

Find out more!

See European online degree programs →

Information Security Training Online

International School of IT Security offers Master Course in Applied IT Security

The academic information security training of the International School of IT Security – isits – supplements the own TÜV Rheinland IT security and training portfolio in an excellent way. With a share of 25.1 percent TÜV Rheinland is the largest shareholder of isits AG.

isitsAttention to IT Security has never been more important, as business become  increasingly reliant on IT to support their activities. It is information technology that drives the developments taking place in business and society today. Besides global opportunities, we are also facing growing global threats arising from clever cyber criminality. Protecting digital property, systems and critical infrastructure from cyber attacks has been relevant for some time to safeguard our business and prosperity.

The International School of IT Security meets the challenges. Providing training courses and conferences in the IT and Information Security sector since 2001, isits International School of IT Security AG has established throughout Europe. They are committed to continually updating their expertise in their vocational or academic orientation and developing their skills and knowledge in teaching and supporting learning. The close cooperation with companies and universities make isits AG a competent partner for IT users, professionals and experts.

isits offers information security training at the pulse of time:

  • up-to-date training concepts with recognized qualifications like T.I.S.P. (TeleTrusT Information Security Professional) and ISMS (Information Security Management System).
  • the distance learning course
    „Master of Science in Applied IT Security“ which is the figurehead of isits.

 

Distance Learning Master Course in IT Security

In cooperation with the Ruhr-Universität Bochum (RUB), isits AG offer the on-the-job distance learning course „Applied IT Security Master of Science“. Since May 2006, the distance learning master degree is accredited and aimed at (business) computer scientists, (electrical) engineers but also at mathematicians and physicians who want to expand their professional skills by IT security and latest technologies-related topics. After successful completion, the Ruhr-Universität Bochum will award the wordlwide recognized academic degree of a „Master of Science“ (MSc) which entitles to promotion.
Having the opportunity to cover far-reaching issues in the domain of IT security with one single tuition package is of interest for an ever-increasing number of students from around the world.

See training program: www.isits.org

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)