There are many examples that can be considered to demonstrate that any Industry 4.0 initiative is at the same time both evolution and revolution. New technological solutions become suddenly available and enable approaches that were not considerable before; others improve much faster than in the past and allow quick modification of how things are done both technologically and business-wise. We are in a precarious situation full of opportunities. This is more important than defining if Industry 4.0 is the fourth industrial revolution or evolution. (Luigi De Bernardini CEO at Autoware)
This digital transformation is changing the labour market and the nature of work. There are concerns that these changes may affect employment conditions, levels and income distribution. Alongside investment in technology, we need investment in skills and knowledge, to be ready for the future. The need for new multidisciplinary digital skills is exploding. The digital transformation is changing the labour market and the nature of work some jobs will be replaced, new jobs will be created, and many jobs will be transformed. Thus it is important to accompany citizens in this transition. (European Commisson)
Innovative companies need digitally confident staff. But what does it mean to be digitally competent at work? How do companies recognize and handle skills shortages? We would like to invite you to participate in a quick survey regarding your digital experiences.
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(PS: The survey is available in English, German, Portuguese)
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The transformation of the working world by digitalization has an impact on professional biographies at all qualification levels. (Industry 4.0 needs employees 4.0!). In order to avoid disadvantages for the professional and personal life it is necessary to actively support employees to change and adapt. Digitalization refers not only to technical aspects such as robotics and automation, but also to comprehensive digital skills that enable an effective information handling, active social inclusion and employability.
Companies demand other or further vocational, digital skills especially related to handeling (big) data, data protection or digital marketing. The increasing use of digital devices and media requires a rethinking of given structures, working cultures and routines. It also requires to raise the staff’s awareness and understanding of the companies’ digital transformation and its’ added value.
For that reason they need employee who are equipped with the necessary knowledge and skills to accompany their digital transformation starting with the digital competences of staff. We will develop in our project a training curricula with teaching and training material for SME referenced to the wants of the European "Digital Competence Framework" and the demands of work-based-learning 4.0.
Our research activities will lead to a consensus on possible scenarios and recommendations towards a common framework how to tackle digital skills mismatch concerning a) transversal digital skills but also b) sector-specific digital skills needed by employees in SMEs.
The concrete output will be a guideline for the training of the digital competences promoter, set up according to ECVET criteria and to be used by training providers but also companies who wish to establish a promoter themselves.
This toolbox is the main instrument for the digital competence promoter in order to fulfill his tasks. It is linked to IO2, the guidelines for promoters, and contains a collection of suitable tools, both e-based and non-e-based, taken from previous projects of partners and adaption of them or redeveloped during the project.
Digital transformation is underway, but is the talent function up to speed? Rapid technological change means we face a very real digital competence gap in the coming years—a period in which technological capabilities accelerate so swiftly that talent and knowledge can’t keep up. They argue that the future of work will focus on three human activities:
- Solving unstructured problems
- Working with new information
- Carrying out non-routine manual tasks
We will develop life-long learners with the skills and aptitudes
to close the digital competence gap and renew our organizations.