Everyone is talking about digitisation. Particularly in the now ended German Bundestag election campaign, the buzzword came across on many posters, in several statements. Just like the topic of education.

Digitisation demands qualification

Admittedly, both received little attention in the direct TV duels of the top candidates, which was probably mainly due to the format or the moderation. But society and above all the economy discussed it a lot. After all, these are topics that are important to people and have a significant impact on progress and development.

For companies, digital transformation means that business models, processes, mechanics and technologies in everyday working life are changing – and, as a consequence, so are the tasks of the employees. Digitisation demands qualifications – employees must adapt to the changed conditions. Employers should also pay particular attention to the issue of occupational safety. Because where conditions are constantly changing and expanding, technology and mechanics are becoming more and more widespread and the requirements of the legislator and the professional associations are rightly becoming stricter and more extensive, there is a need for comprehensible, regular and sustainable explanations and instructions. And not only in the present time.

After all, there has always been change: “Where is it easier? Aha, today we get the steam engine. So what is a steam engine? It makes us look silly. And so we say: A steam engine is a big black room, it has a hole in the back and a hole in the front. That hole is the furnace. And the other hole we get later. And we’ve always been familiar with steam engines. After all, the technical experts at TÜV Rheinland have been testing the safety of steam boilers since 1872. I may get that later.

There has always been change:

“What’s simpler? Aha, today we get the steam engine. So what is a steam engine? It makes us look silly. And so we say: A steam engine is a big black room, it has a hole in the back and a hole in the front. That hole is the furnace. And the other hole we get later.

Safety first.

Under no circumstances should the instruction on the safe handling of working materials at the workplace and the hazard-sensitive performance of the respective activities be given at a later date. To protect the employee and thus also the company values. Because many of a little – for example – can have a major impact. And is not even considered in many instructions. In the stressful everyday work environment, the emphatic communication of the valid legal requirements and guidelines is often not as clearly in focus as required. As a result, the correct securing of the object is often lacking during short transport routes. And then you can already see interesting videos on YouTube. Maybe it’s a little funny when you see how several crates of Kölsch (beer brewed in Cologne) that fall over create a small tidal wave – sometimes a little sad when the same thing happens in an Altbier (beer brewed in Dusseldorf) brewery. Regional malicious glee? Endless distribution as a result of digitalisation? Those involved will certainly be happy to do without both.

Instruction independent of place and time

To counteract this, to clearly sensitize and to minimize conflicts in the integration into the daily work routine is certainly the biggest challenge. Form and mediation are decisive for success. “What a piston is, that is not explained in detail in the book. And everything that is relevant to me is in the book. “But not in such a nice way.” But if there’s no time for the person responsible to “explain it all nicely”, then challenges arise in sustainable communication.

Teaching takes up time, which, due to the necessary preparation, coordination, implementation and reorganization, ties up resources due to absences due to illness or vacation, and thus inhibits productivity. Wouldn’t it be an advantage if at least the annual implementation of the instruction were organised for companies and their responsible managers and the occupational safety specialist? Self-controlled and independent of location and time by a system and the individual employee? Aligned to the individual time management of the individual and the respective field of activity? And audit-proof as well?

It works: One example is the TÜV Rheinland occupational Health and Safety expert System, TEOX for short. With the online instruction management system for occupational health and safety, employees are instructed online according to their field of activity. And this is done proactively, individually through self-development and active knowledge application. After all, self-applied knowledge is most likely to be the most effective for us. Even previously unknown information is thus anchored in a sustainable manner.

TÜV Rheinland tests the safety of steam boilers

Opening up new ways of imparting knowledge online

A simple example illustrates this: Digitisation can not only mean entrepreneurial progress, it also opens up new avenues in the efficient and effective teaching of necessary skills. Whether in modern or traditional areas. And that tradition is still very present in modernity can be seen from the fact that many people can attribute the quotes inserted in the text to a film classic, which will be consumed again and again in a convivial manner with the drink of the same name on the cooler and shorter days ahead.

Work safety instruction

And thanks to occupational safety training we know: Only enjoy it after work and “Watch out, everyone just a little sip, otherwise it goes to your head.” And then we can discuss the results of the federal election. Perhaps a more or less little sips will help digestion and the circle will be complete.


Arne Gels

Arne Gels

Head of Sales Digital Learning

Arne Gels is the head of the Digital Learning department at TÜV Rheinland Akademie. The trained advertising merchant and lawyer, whose company “Zone 2 Connect” was taken over by TÜV Rheinland in May 2015, has himself experienced that lifelong learning is reality and future and that further development is always strongly driven by motivation. He is therefore intensively involved in the didactic component of innovative learning strategies and solutions. The focus is on the motivation to wake up the motivation via game mechanisms in the context of highly interactive web-based trainings; digital learning worlds, serious games, game-based learning and gamification. The convinced Düsseldorfer also focuses on activity and motivation in his private life. Whether cycling, running, hiking, playing football or golf – challenges can be found everywhere. True to the motto: Challenge accepted – the game begins.

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