Tag Archive

ABO psychologists AMD TÜV

If the boss is the problem – and how I/O psychologists may help

Poor management, a lack of conflict, error and criticism culture can cost a company dearly. Due to the shortage of skilled workers, demographic developments and digitalization, the demand for services related to mental health at the workplace are increasing more and more. I/O psychologists (Industrial and Organizational Psychology), for example, are valuable support for organizations. But exactly this is their job and what are their strengths?

For a long time, the mental health of employees has received little attention. With the increasing density of work, ever higher demands and increasing burdens due to digital availability, mental health has also been the focus of attention for a few years now. By 2018, German health insurers had reported an ever-increasing number of cases of mental illness. They are now the most common cause of early retirement and occupational disability in Germany and, with 15.2 percent, are still the third most common cause of absenteeism. Poor leadership, a lack of conflict, error and criticism culture are sooner or later a business-critical issue that can endanger the continued existence of the organization. Above all, people can be overloaded to the point of burnout if they are only supposed to function on the factual level during change processes and are not heard. Fears, emotions and internal and external conflicts are still far too rarely discussed.

Looking behind the façade and promoting healthy cooperation

Unlike psychotherapists, I/O psychologists are not clinicians but analyze an organization and its actors at all hierarchical levels from a socio-psychological perspective. They look behind the façade of a company and analyze social relationships and interactions. How do individual people feel when, for example, they constantly experience themselves in change situations as a result of digitalization? To what extent do the demands and reality of a company’s social dealings soften and how does this affect the perception and behavior of employees? How does a manager lead and communicate? Are emotional needs addressed in communication in addition to factual issues, especially in change situations? And how does a company deal with conflicts, mistakes, and fears? Does a manager then also address the relationship levels between conflict parties and works up disturbed relationships in such a way that it can then continue on a healthy working level? I/O psychologists need a pronounced communicative and social competence. They must ask the right questions and above all be able to listen. They must moderate conversations and be emphatic and sympathetic to people of all hierarchies. Above all, they must impart knowledge and methods on how healthy cooperation in companies, departments or teams should and can be successful.

High qualification requirements for I/O psychologists

Ambitious providers recruit only graduates of a diploma or master’s degree course in psychology. In Germany, the subject has a numerus clause of 1.0. Other courses of study in psychology often do not fulfill the specialist and methodological knowledge that is ideally available. One recognizes quality providers by the fact that they submit enterprises no run-of-the-mill-offers, instead these can clarify beforehand, where the pain points are, what the enterprise needs and expects as purposeful solutions. Even though there are only a few legal requirements for I/O psychologists, large providers also attach great importance to the qualification of their colleagues along with the methodological and technical developments in corporate psychology research and practice.

Interdisciplinary cooperation

In 2013, the German legislator also recognized that mental health is a high value in a modern, synchronized and digitalized working world with increasingly older employees. It, therefore, included a guideline in the Occupational Health and Safety Act that all employers, regardless of the size of their company, must regularly carry out a risk analysis of psychological stress at the workplace. However, the guidelines for the implementation of the “Joint German Occupational Safety and Health Strategy” do not stipulate that such risk analysis must be prepared by psychologists. For example, at AMD TÜV it has been agreed that the psychologists will be in charge of the process, will advise on the methodology and will play a key role in supporting communication. Occupational physicians and safety specialists must also be involved. The cooperation in prevention teams with occupational medicine, occupational health and safety, occupational health promotion and occupational integration management is necessary in order to deal with the complex issues relating to occupational health and safety in companies.

TÜV Rheinland Academy_from professions_competencies

New Work: From profession to competence

If you’re going to remain competitive in the labor market, you have to develop your competencies. If you want to monetize your workforce, you have to be flexible and willing to learn. Hardly anyone works his whole life in the same profession. This applies to both companies and employees. In the USA, sometimes competencies are already more important than the vocational qualification once acquired. Is that the future?

The ever shorter half-life of once obtained knowledge has been further shortened with the advent of the computer, rationalization, and automation. Since the 1980s,  it has become increasingly clear that lifelong learning is essential in many occupations. The professional idea, which is based on having undergone a clearly defined education and which has since developed further through real on-the-job training, is becoming more and more defensive. Today, the profession is at best an entrance ticket to the foyer of professional life, which after a few years is hardly suitable as a ticket for the next levels of the career ladder.

New Work in the Age of Digitalization

In the developed economies of the West, further development of the professional idea can already be observed in the nineties. In the USA, labor market researchers and labor ministers such as Robert Reich already recognized in the first Clinton Administration since 1993 that the dependent middle class needed access to the labor market even without a university degree. Inspired by the theses of “New Work”, which the Austrian-American social philosopher Frithjof Bergman founded in the 1980s, employment and education programs were developed that no longer addressed the deficits of the rural unemployed, but rather the existing competence that needed to be developed. Starting from the thesis, which has been refuted today, that the job system is at its end, the freedom of action and independence of people beyond gainful employment must be promoted. After the New Work was discussed a dozen times up and down, the term is now experiencing a renaissance with digitalization, but with different signs. Again, the motive is to open access to the labor market to a detached “working class”. Unlike Bergman, however, it is not a question of the emancipation of the former industrial workers in the “Rust Belt”, as the Democrats call them “White Trash”. Rather, it is digitization and the shortage of skilled workers and the associated lack of digital skills in companies that have led to the emergence of new qualification programs in the USA.

TechHire relies on competencies beyond formal qualification

If you can do the job, you should get the job: Since 2015, the social enterprise TechHire has been expanding in the USA, operating over 200 training facilities in 72 municipalities in social partnership with 1,300 employers. The model is similar to a dual training program according to the German model. The experts use online entrance tests to identify competencies and interests. Discussions with potential employers follow this. After a few months of all-day training, the participants complete an internship in a company. A wide variety of local TechHire companies specialize in qualifications in technology industries. Specifically, they have improved matching between job seekers, employers, teachers, policy-makers and local training groups: the online tool “training finder“, developed by LinkedIn’s business network, links relevant information on competence profiles and income opportunities, skills required, training programs and vacancies for different job advertisements.

Thus even applicants who do not formally have any qualifications, but who have acquired competencies even in self-study, have a chance to specifically promote them in order to get them into jobs. Autodidacts, for example, who work on computers in their spare time also have a chance to get a job as a software tester with 40,000 dollars after a qualification. TechHire’s competence-oriented approach has already enabled companies to fill 4,000 vacancies that would otherwise remain vacant today.

Conclusion: Competence development creates a vocation

TechHire and its partners have thus managed in an unbureaucratic and, above all, intelligent way to make a contribution to reducing the shortage of skilled workers in companies and to imparting new individual perspectives to people by promoting competencies. A mission to which TÜV Rheinland Academy has committed itself, particularly in the field of technical professions. Digitalization is constantly creating new requirement profiles for which it is necessary to establish appropriate competence models that enable people and organizations to remain capable of action and to actively shape both the present and the future. Artificial intelligence, digitization and automation will create many new jobs that will have to be taken over by today’s “skilled workers”. The way there is competence development on the job, actively supported by companies that have recognized the value of lifelong learning. It is also important to lay the right foundations in the field of initial vocational training for young people and to start thinking about tomorrow’s requirements today. Application cases of TÜV Rheinland Academy, which as a partner supports governments in various countries worldwide in establishing competence development via the dual training system according to the German model, close the technical education gap between state schools and degrees and the requirements of the industry. In this way, people and companies are actively enabled to master the challenges of digital transformation. In individual cases, personnel certifications ensure that competencies are always up to date and ensure a uniform quality level of the employees in the company.

 

CTA_TÜVRheinlandAcademy_tr-academy.com

Artificial intelligence and androids_TUV_Rheinland

Cooperation between Man and Artificial Intelligence

How can people and artificial intelligence work together in the future?

Artificial intelligence and digitalization produce new headlines every day. The tenor of the report fluctuates between admiration and admonition. How can people and machines work together in the future? Or won’t they work together because machines do the work?

For large parts of the population, the image of artificial intelligence is dominated by boulevard publications and the film industry. If machines learn to defeat the human grandmasters in chess or Go, media satisfaction spreads. Artificial intelligence represents the pinnacle of human inventiveness. In the films The Matrix and Terminator, on the other hand, machines have long since taken control of enslaved humanity. The mood oscillates between fear and admiration. The Handelsblatt, for example, chose the lowest common denominator in a commentary in which AI was described as a curse and a blessing.[1]

AI has come to stay

Highly specialized systems based on machine learning, pattern recognition or robotics are conquering ever larger fields of application. AI systems are used in the insurance industry to uncover cases of fraud or to process claims, they optimize routes and merchandise planning in retail and personalize the way consumers are approached in marketing or create individual dynamic prices. Even in highly specialized areas, AI systems are set to take over people’s tasks. Self-learning systems prepare forecasts and evaluate key figures in controlling.

And the experiences of the first companies to rely on AI are impressively positive. Last year, insurer Zurich caused a sensation when the company reported that it had processed claims in the claims handling area using AI within seconds for which a person needed more than 50 minutes. There is no doubt that artificial intelligence will shape the world of work shortly.

AI creates more sales and new jobs

That sounds like a job-killing technology that brings the destruction of livelihoods. The study “Reworking the Revolution” by Accenture comes to a different conclusion. There is no doubt that AI systems will take over people’s tasks. For example, chatbots will communicate with customers directly over the phone without people noticing that they are talking to a computer. But at the end of the day, the authors of the study assume that companies that rely on AI could increase their sales by up to 38 percent by 2022 and even create more net jobs.

But the tasks of the employees will change. Surprised, Accenture found that few companies have recognized that changing the world of work requires different skills from their employees.

The new world of work requires new skills and competencies

AI systems are IT systems. Competences with complex technical systems and the computer will undoubtedly retain their already great importance. But IT knowledge alone will not be enough in the working world of the future to keep employees firmly in the saddle. The assumption of more complex tasks by the machines enables new forms of cooperation. In industry, employees will probably no longer be responsible for a particular machine or manufacturing step. If machines transfer workpieces to each other and the production of another piece can be started with just a few mouse clicks, the employees have a new role to play. You need to keep an eye on processes, perhaps even communicate directly with suppliers or customers. But they must also be equipped with the necessary skills to do so.

Digitization and the introduction of AI in companies can only succeed if employees are involved from the outset and do not become affected. However, inclusion makes it necessary for employees to recognize the benefits of the technologies. It is not possible without knowledge about one’s own company, current developments in the industry as a whole and an understanding of what the actual business model of the employer is.

Create an atmosphere that encourages learning and the fun of training

While in the past one or the other employers may have only considered the demand for “lifelong learning” as just a phrase and invested accordingly cautiously in further training, demand is becoming more urgent than ever. Because AI systems change at a rapid pace. This is why companies need to create an atmosphere that encourages learning and the fun of training.

As far as can already be seen today, AI systems promote interdisciplinary work and corresponding forms of organization. The employee of the future must, therefore, be able to adapt to changing situations and other people. Such social competencies will be just as necessary as incentives for more creativity. In many cases, AI systems will aggregate data, but the necessary conclusions and the verification of valid hypotheses will continue to be the responsibility of human intelligence.

This is why companies will benefit most from AI, which best combines the benefits of electronic systems with the capabilities of people. And this can only be achieved with solid further training and active management of competencies in a company.

Learn more:

[1] https://www.handelsblatt.com/meinung/kommentare/kommentar-kuenstliche-intelligenz-ist-gleichzeitig-fluch-und-segen/21006486.html?ticket=ST-372739-bwhjlDya4cJUNj71Btba-ap3