Category Archive Industrial

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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/

health and safety training in India

Siemens and TÜV Rheinland for Occupational Safety in India.

SITRUST stands for Siemens & TÜV Rheinland Unique Safety Training. Here’s more about the Siemens TÜV Rheinland Global Skill Centre for Occupational Safety in Mumbai in partnership with TÜV Rheinland.

Zero incidents – it is achievable, according to one of the principles of the “Zero Harm Culture@Siemens” program. The occupational safety program launched in fiscal year 2012 is having an increasingly positive impact. Significant progress in enhancing the collaboration with contractors and improving the safety culture was made in the Middle East and in India.

sitrust-iindia-parkThe Global Skill Centre for Occupational Safety at Mumbai (see model of the center left) is an admirable example of this approach. SITRUSTTM stands for Siemens & TÜV Rheinland Unique Safety Training. This training program is the global answer for safety training in India in order to change the perception towards risk and safety. Since there were mostly theoretical classroom trainings available without practical approach in the past, SITRUST includes an extensive practical component with a simulated construction site environment and uses “learn the theory, master the practice” skills. The training incorporates simulations and practical case studies of complex risks combined with multiple hazards such as working at heights and close to high voltage power lines as well as welding/gas cutting activities, etc.

Through structured and practical site situations in the form of storyboards, SITRUST™ will provide hands-on training modules to:

  • Identify hazards,
  • Identify what is good/bad,
  • Identify what is acceptable/not acceptable,
  • Adopt safe practices, and
  • Identify and mitigate risks by having proper control measures in place.

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TÜV Rheinland and Siemens co-developed this practical simulation of site conditions and completed the program with a certification process. About 100 safety cards have been developed for trainers and trainees and integrated into 10 – 15 different story boards. About 5 to 10 participants per group will solve various subtasks. The complete program, after a theoretical briefing, includes 2 days in the training park. To maintain independence and ensure the assessment is neutral, all trainings and certifications are conducted exclusively by TÜV Rheinland.

Global Skill Center and the SITRUST™ Training Program:

  • have a multitude of object lessons within a small area
  • have a highly practical approach: “learning by doing”
  • simulate the object lessons under real work conditions
  • simulate the most common mistakes in work safety
  • train everyone to realize risk interactions
  • train everyone to do the right thing in the right way
  • prepare everyone for working in real projects
HSE management at VW construction site in Poland

Health and Safety Coordination at VW Construction Site in Poland

TÜV Rheinland manages HSE at VW construction site in Poland

In Września – between Frankfurt Oder and Warsaw – the brand Volkswagen Nutzfahrzeuge is building a new factory. Occupational health and safety prevention plays a major role at the building site. We are proud that VW, as investor, has commissioned and authorized TÜV Rheinland Poland to manage safety surveillance.

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Construction sites are among the most dangerous places for workers. Rife with risk, there are a number of injuries that can occur on the job. In order to prevent dangers like damages to health and goods, Volkswagen AG has commissioned TÜV Rheinland with the supervision and coordination of safety in the construction of their new commercial vehicles plant in Poland.

HSE at construction site of VW Wrzesnia, Poland

Representatives of TÜV Rheinland visit the VW construction site in Wrzesnia, Poland.

The VW factory for the production of the successor model to the VW Crafter is being built on a site of 224 hectares in Wrzesnia near the western Polish city of Poznan. About 3,000 people will be employed in the new manufacturing facility which includes the body constructions, paint shop and assembly areas as well as a supplier park. Construction is expected to be completed in the second half of 2016.

At the peak of the construction project, around 2,000 people of all trades will be working on the construction site in Wrzesnia. Therefore, ensuring safe working conditions has the highest priority. The commissioning of TÜV Rheinland primarily comprises of the supervision and coordination of health and security personnel of the various contractors employed on site. The occupational safety experts of our company will ensure that construction proceeds smoothly without any time lost arising from potential threats and accidents.

 

TÜV Rheinland is an experienced HSE management partner

TÜV Rheinland was previously successful in a similar function in the construction of a Volkswagen plant in Mexico and an Audi plant in Hungary. (See reference case)

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Hot off the press: Welder Training Guide For Russian Construction Industry

“Educational and practical guide for welder training” presented in Moscow

 textbook-welding-russiaThe freshly published training guide is designed for theoretical and practical training of prospective welders at the training sites of the construction industry in Russia. The outcome of the cooperation between TÜV Rheinland Academy, Moscow State University of Civil Engineering (MGSU) and NOSTROY (National Association of Builders) Moscow State University of Civil Engineering (MGSU) war presented to the public in Moscow on 14th November, 2014 during the international scientific conference “Integration, Partnership and Innovations in Construction Science and Education” at MGSU by the project partners Elena Gogina (Vice-Rector of MGSU), Nadezhda Prokopeva (Director of the Nostroy department of vocational education and qualification standards) and Ursula Taege from TÜV Rheinland Academy.

 

Columbian Academy for Occupational Safety in the Mining Industry

The Colombian mining industry has grown at a fast pace during the past decade. In our times, Colombia is an important player in the world mining industry as a producer of high quality minerals.

Working conditions in the mining industry are hard. In order to protect the miners and avoid accidents, the government has enacted an extensive set of regulations which also include guidelines for dealing with vehicles for the transport of raw materials as well as the operators of cranes of all kinds as well as other lifting devices. The operators of mines are legally obliged to provide their employees, who are involved in the relevant tasks, with the appropriate training and to verify such training.

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TÜV Rheinland offers essential expertise for training and education. Our experts in Columbia train mine workers in the safe driving with off-road trucks with all-wheel drive and educate crane operators. Training content includes the following:

  • Defensive driving in high mountains (16 course units)
    • Defensive driving in industrial and mining environments
    • Movement of the vehicle on difficult terrain or high risk areas

Objectives: Participants learn about their own abilities and how to assess the vehicle safely as well as how to identify risks and avoid them.

  • Safety course for operators and lifting operations with bridge cranesand gantry cranes, rigging applications and critical evaluation oflifting.

Objectives: To provide theoretical and practical knowledge for the safe and efficient overhead cranes, gantry cranes and its relationship to good use rigging (slings, slings, shackles, eyebolts, turnbuckles, lifting equipment and other) operatinguserequired.

The certification of lifting equipment and qualification of their operators by an independent third party ensures that both equipment and operators dedicated evaluated by qualified personnel for this task. At present, companies around the world, aware of this need and are looking for a CA Ernst and support for this type of work required.

Windmill Training Center in India

Windmill Training Center Inaugurated at PPG Institute of Technology in Coimbatore

А Center for Training on Renewable Energy – Windmill Training Center – was opened at PPG Institute of Technology in Coimbatore. It is aimed to meet the demand for the need of trained windmill technicians in India. The Windmill Training Center is the first-of-its-kind in the country, complete with horizontal and vertical windmills, solar photo voltaic power panels, etc. The new training facility consists of various parts and machinery that а windmill possesses. The scope of training includes design, installation, service and maintenance of windmill technology.

The wind energy industry in India is experiencing a very high growth rate next years. It has the potential for immediate application as a viable component of the Indian strategic energy plan. Most states are already actively involved in this industry in India. The vocational training center gives opportunity for students, who want to pursue a career in windmill technology or start their own enterprise in windmill related activities. This profession offers a great possibility for the young generation and entrepreneurs as the wind energy industry is looking for skilled man power.

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During the opening event, Timothy Miller, General Manager of TÜV Rheinland Training in India, announced that the center would not only conduct special training programs, but also research activities in renewable energy.Р. Prabhakaran, Country Head, Training and Consulting of TÜV Rheinland in India explained the training programs that will bе mаdе available at the training center.

We Train Windmill Service Technicians

The Windmill vocational courses prepare individuals for career entry and advancement opportunities with wind energy technologies. The program is designed to prepare students to become Windmill Service Technicians to support the installation, operation and maintenance of the wind energy industry.

After completion of the training the students will be qualified to:

  • Install, test, service and repair windmill systems and components
  • Troubleshoot and maintain automated control and PLC systems
  • Troubleshoot and maintain Supervisory Control and Data Acquisition (SCADA) systems
  • Perform all job functions in a safe manner in compliance with applicable safety standards
  • Understand the usage of essential personal protective equipment

The Students can expect an innovative approach to wind turbine training that will include classroom, computer-based and hands-on training. Upon completion of this wind turbine technician training program, students will understand the critical safety requirements of an industry. Students successfully completing this program will be fully prepared for jobs in wind power and qualified for entry-level positions as windmill technicians.

The program is based on international standards and focuses on the development of industry-defined competencies. It includes the topics Electricity, Electronics, Hydraulics, Pneumatics, Computers and Networking, Mechanical Systems and Mechanisms, Mechatronics, PLCs, Electrical Power Generation and Distribution, Wind Power Systems, Teamwork, Quality and Safety.

The practical training on windmills will take place in partner companies of TÜV Rheinland. Our TÜV Rheinland experts impart extensive training on safety procedures.

See Brochure

See brochure windmill training courses

Read flip magazin online   | Download brochure

Training Courses for Professionals in Windmill Energy Industry

  • Design Courses
    This course introduces participants to wind systems, including wind generator theory, operation, site evaluation, installation, service and safety. It will be a combination of classroom training, hands-on exercises, and field experience that provides students a broad and solid foundation in wind energy.
    Content:
    Basics of wind power, introduction to windmills, basics of power production using windmill, design of a windmill and introduction to costing
    Duration: 1 month
  • Installation
    The students who undergo this course will be trained in windmill basics with the emphasis on applicable building regulations, pre-work survey / inspection, (consideration to) batteries / off-grid systems, siting for best performance, earthing and bonding requirements, wind speed surveying, recording of test results and completion of certification, electrical test procedures, structural survey, electrical safety legislation, standards and terminology, hilt chemical fixing, fixing & mounting methods, installation of electrical components.
    Content:
    Introduction to windmills, history of windmills, working at heights – safety, unloading & transporting of parts of wind mill, installation of windmill
    Duration: 3 month
  • Maintenance
    Content:
    Basics of a wind power, need for maintenance in windmills, maintenance, repair and cost over view, safety during maintenance, gear box maintenance, rotor blade protection maintenance, common maintenance tasks, cost maintenance
    Duration: 3 month

 

The windmill training center is the outcome of the memorandum of understanding between the institute and TUV Rheinland India Pvt. Ltd.

  • TÜV Rheinland (India) Pvt. Ltd. (TÜV) …
    is a member of TÜV Rheinland Group, a German pioneer in providing technical services worldwide. We are Germany’s 2nd largest provider of vocational training, teaching more than one hundred thousand students. TÜV Rheinland has wide exposure towards industrial practices and business processes. TÜV Rheinland has a worldwide presence in 65 countries and 500 locations employing 17,200 globally and 30 locations in India with more than 600 professionals working.
  • PPG Institute of Technology, (PPGIT) …
    is a flagship institution conceived in the year 2008 and established under the aegis of renowned P. Perichi Gounder Memorial Education and Charitable Trust (PPG Trust), Coimbatore, with the motive of imparting value education par excellence. The College bestows
    an erudite atmosphere crafted with ethics and ethos of Indian culture. With excellent facilities and stateof-the-art infrastructure the college is all geared up to perform and progress. Apart from grooming and equipping the students to be industry ready it inculcates in them value and vision.
Portfolio of Risktec Solutions

Risktec now Part of TÜV Rheinland

Risk Management and Assessment for Business

Risktec Solutions Limited became part of the TÜV Rheinland Group. The company based in Warrington in the UK and operates from 15 offices in the UK, the Netherlands, Middle East and North America. It provides risk and safety services and offers technical training and education to highly regulated industrial sectors around the world.

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Risktec’s core industries include the oil and gas industry, nuclear power generation and the railway sector. So the company is an excellent addition for TÜV Rheinland, complementing the established services extremely well. With Risktec TÜV Rheinland can now offer the industry customers further important services, providing independent advice on a wide range of risk and safety issues.

Service portfolio of Risktec Solutions Ltd.The acquisition of the UK company enables TÜV Rheinland to assist clients in meeting the demand to demonstrate compliance with increasingly stringent international legislation and industry standards. At a time when many industries are dealing with increasing technical challenges, associated with investing in new assets or extending the life of existing assets, they are also faced with skill shortages across the world.

Risktec’s aim has always been to work with the clients for the long term, over the complete lifecycle of their assets, and being part of TÜV Rheinland extends the ability of the company to do this.

This has resulted in high demand for the consulting and training resp. education services provided by Risktec. The company provides services to many of the world’s most important industrial companies, including international operators of power plants and oil and gas facilities.

Risktec provides services to many of the world’s most important industrial companies, including international operators of power plants and oil and gas facilities.

Risktec Education & Training Section

Online and classroom training and postgraduate education to help develop competent risk and safety management professionals. Find out more: → Official Website

Automotive Training Center Kunshan, China

Automotive Technical Training Center in China

First One-Stop Facility in China for the Automotive Aftersales Market

TÜV Rheinland Auto Technical Training Center (ATTC) officially opened for business in Kunshan on March 19, 2014 to become the first one-stop facility in China offering a full range of solutions for the automotive aftersales market.

TÜV Rheinland’s answer to the need of the automotive industry is the opening of its first automotive technical training center in China, which is also the first of its kind in China that offers one-stop solutions. The Center will focus on the training of new-technology automotive repair and maintenance as well as modern management skills of service stations. It will strive to establish a series of new standards for automotive repair and maintenance.

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The Center ushers in a series of new concepts and advanced technologies for the developing automotive aftersales service in China. All players in the value chain are ready to benefit from the systemic and comprehensive auto training and consulting services. Most importantly, the new set-up is about to change their business model and enhance their brand image.

The Kunshan-based training and consulting service center covers an area of 3,000 square meters and is furnished with advanced equipment and training vehicles. All devices are from the world’s leading suppliers such as BOSCH, Mahr and Lucas-Nülle. The Center benefits from the stationing of a group of qualified German experts who guarantee the best service and support. Funded by DEG PPP, TÜV Rheinland Automotive Technical Training Center is going to play a significant role in China’s automotive aftersales market.

“Right from day one when the plan was conceived, the Kunshan government had been giving generous support to the establishment of the Center. Considering the convenient transportation and the strategic location, we decided to establish the auto technology training center in Kunshan,” Ms. YAN added.

TÜV Rheinland Devotes Efforts to Auto Aftersales Training and Consulting

TÜV Rheinland’s answer to the need of the automotive industry is the opening of its first automotive technical training center in China, which is also the first of its kind in China that offers one-stop solutions. The Center will focus on the training of new-technology automotive repair and maintenance as well as modern management skills of service stations. It will strive to establish a series of new standards for automotive repair and maintenance. Currently, the Center provides two types of services:

The first type is automotive training including:

  • Aftersales training: after sales manager training, service adviser training, technician training.
  • Electric vehicle training: safety training, motor and control system, electric air-condition compressor and inverter, battery, battery management system, charging system.
  • Vehicle inspection training: second-hand vehicle training, appraiser training.
  • Trainer and vocational instructor training.
  • Automotive aftersales certification.

The second type is automotive consulting including:

  • 360°service management consulting: service experience, service efficiency, service hardware and service quality.
  • Develop service operation process and manual: to be developed in four steps.

The training is very strong in practicality that covers the operational skills of latest technologies. In addition, the certification scheme involved in the training has been approved by the automotive industry and Chinese authorities.

TÜV Rheinland Dedicates Itself to Long-term Development of Automotive Aftersales

China’s automotive aftersales service market is currently at the starting point. There is still room for improvement of the service level, though the service concept and awareness has been growing gradually. A practical and comprehensive scheme is essential to the fast and healthy development of China’s automotive aftersales service market, including training qualified aftersales service personnel with extensive knowledge, enhancing service efficiency and quality, as well as developing efficient service process and standards.

TÜV Rheinland Automotive Technical Training Center will help clients to increase efficiency, improve quality management and train qualified service team thanks to its full-solution competence. The Center has so far signed several training agreements with some automotive OEMs. Through deepening collaboration with clients and partners, TÜV Rheinland aims at its long-term development in China’s automotive aftersales market.

Sojusatomstroy Training Center

TÜV Rheinland Authorized Training at NOU UZPR

TÜV Rheinland Authorized Training Centers in Moscow and Novovoronezh

In January, TÜV Rheinland Authorized Welding Training Centers obtained the center for the Russian non-state educational organization “Educational Center for the Professional Training for Workers of the Construction and Assembly Complex of the Nuclear Sector” (NOU UZPR). The training facilities in Moscow and Novovoronezh passed the authorization audit with flying colors.

Viktor Opiekunov, Rosatom

Victor Opekunov (photo), advisor to the Director General of ROSATOM and president of SRO of the nuclear industry, received the certificates from Siegfried Schmauder, Executive Vice President for Training & Consulting at TÜV Rheinland during a welder forum of the company Kemppi at the Finnish Embassy in Moscow.

Systematic HR Development for Construction Projects in the Russian Nuclear Sector

One of the founders of the educational organization is the nuclear industry self-regulated organization (SRO NP) “Soyuzatomstroy”. The certification is part of the systematic approach of nuclear industry self-regulated organizations to provide nuclear construction projects in Russia and abroad with qualified staff.

Welder Training at Sojuzatomstroy Training Centers

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TÜV Rheinland Authorized Welding Training Centers (TR aSK) ensure the quality training of welders and welding specialists oriented towards real-life requirements. The training is based upon currently applicable German and international norms, regulations and laws. The authorization, monitoring and de-authorization are carried out by PersCert TÜV welding department.

The authorization by PersCert TÜV, the personnel certification body of TÜV Rheinland, allows the training center both to prepare welders and professionals in non-destructive testing for deployment on all construction sites, including abroad, and to train foreign workers.

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» Find out more about TÜV Rheinland Authorized Welding Training Centers (TR aSK) on Certipedia