competence development

Learning factories offer a practical environment for simulating production processes in which learners can acquire skills through the direct application of new technologies. The Industrial Transformation Lab (InTraLab) models hybrid production processes by combining real-world demonstrators and virtual simulations. This enables learners to acquire the skills that are crucial for the digitally transformed world of work.

Digitalization and the possibility to use big data give companies the opportunity to establish hybrid business models. This enables them to offer customers smart services in addition to their physical products, create more value and strengthen their competitiveness. The hybridization goes along with new competence requirements, which need to be shaped. In the AnGeWaNt project, hybrid business models were developed and implemented in three companies. This article describes the approach to analyze new competence requirements and how to build up new skills for a successful hybridization

An important element for companies to deal with the demands of the world of work is the continuous and needs-specific further training of employees. The possibility of learning close to the workplace has a major role to play here.

Industry 4.0 is work in progress in Germany, digital technologies such as IoT, KI, Cloud or Big Data Analytics are increasingly being introduced in companies. However, alongside technology, people and organisation are the central success factors of digital transformation. Further training, lifelong learning, agile organisation and corporate culture are becoming increasingly important in companies. Study results on the competence requirements for industrial work 4.0 show that in addition to IT and technical skills, openness, overview knowledge, interdisciplinary cooperation and agility are also required. Young professionals from NRW largely understand the importance of these competences, but show significant deficits in many of them, especially in digital competences, interdisciplinary cooperation and agility. It is necessary to promote these competences in a targeted manner during studies and further education.

The paper reflects the potential and remaining shortcomings of AI-based work systems for exploiting and enhancing individual and organizational learning processes. It especially refers to the use adaptive systems in production and gives examples of good practice for the design of AI-based work systems which promote the interplay between individual and artificial intelligence. The conceptual framework refers to different methods in machine learning which are complemented by insights from individual and organizational learning theory.

Currently the implementation of digital technologies in response to important competition requirements is promoted in many places. Consequently, the working environment of employees in operative logistics is going to change significantly. This article provides an overview of the possible uses of future-oriented technologies in different logistics processes as well as the thereby changing subtasks and competence requirements of operative employees in the working world 4.0.

The article deals with competences for the implementation of the Industrial Internet whose further development is rather open. Statements on competences are made in the context of extreme scenarios. Concrete requirements depend on combinations of technology and organization which companies choose. So, an - supported - adaptable continuing training is important in which employees learn to carry out changing tasks in the actual work process. The article points to training forms which support competence development for digitalization of industry.

Demanding challenges arise through interactions of demographic development and change of modern working life in an industry 4.0., especially for enterprises of the production and logistics sector. While facing rapidly changing technologies and demographic homogenous personnel, they are requested to ensure that the required knowledge and the necessary competences are constantly recallable. A demographic-sensitive, operational competence management (ABEKO) plays a major role.

The company-spanning collaboration offers companies the chance to exhaust new market potentials by in- creasing their innovation capability and productivity. An important prerequisite therefore is to optimally support knowledge networks and especially the corresponding knowledge exchange and problem solving processes. In the context of the project TRUST an approach was developed to enable companies and respectively their employees on the one hand to provide knowledge needed for problem solving. On the other hand the employees have access within an integrated working environment to experiences, know-how and competences of the knowledge network to solve their specific problems and to develop their individual domain competence.