Smart Industrial Skills 2.0 (Q4039687)
Jump to navigation
Jump to search
Project Q4039687 in Sweden
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Smart Industrial Skills 2.0 |
Project Q4039687 in Sweden |
Statements
5,740,112.5 Swedish krona
0 references
11,480,225.0 Swedish krona
0 references
15 March 2019
0 references
30 April 2021
0 references
IUC Syd AB
0 references
21119
0 references
The project, Smart Industrial Competence 2.0, will provide support to 15 small and medium-sized industrial enterprises with the two clear shortfalls. One shortfall is the ability to increase the innovative strength within the operation and the second is to take advantage of diversity's positive impact on the company's development. The challenges are to work with these shortfalls, to think innovatively and to use the strengths of diversity that can be intertwined with competence development / competence nurturing. This process will enable and develop a company’s competitiveness where inclusion and lifelong learning will set a fundamental tone. Skane's regional development strategy points to many challenges, but also many opportunities. Focus on innovation and competence nurturing is a key issue for companies in the region. Skane has slipped up on gender balance within industry where 25% of employees are women and/or young and from growing populations where one fifth were born abroad. Identifying the untapped skills that exist in groups that have not entered the labour market yet, and to develop skills that are already available in companies, will be crucial for development, growth and increased competitiveness. Inclusive workplaces with gender equality shines through in all the elements of the project. Smart Industrial Competence 2.0 will increase skills and ability of the employees in participating companies and will provide knowledge for attitudinal change towards diversity and non-discrimination issues. The project will expose how better gender equality creates better competences which could result in increased abilities for innovation and internationalization. The project will meet an already identified need for strategic competence development and competence nurturing and includes mapping, analysis and competence raising efforts on both strategic and individual level. All employees in the participating companies participate in strategy workshops for anchoring, engagement and understanding of the company's development strategy and its innovative approach. Participants will receive individual skills coaching that will strengthen him/her and is in line with strategies of the company. Management will conduct potential growth analyses, innovation analyses and will participate in networking meetings with other participating companies. During the running of the project, we will integrate workplace culture with the company's strategy work, diversity work and non-discrimination issues as well as with the competence management process according to Swedish standard SS 624070: 2017. This will result in a process that continues in the companies following the project that supports continued work with other existing projects and new networks that IUC Syd works with. The project's evaluation will focus on whether the efforts have increased competence and changeability of employees, and if it gave the company knowledge and a change in attitude towards diversity and non-discrimination issues. Also if an increased ability for change / innovation and internationalization has been created. The project's results will be shared with member companies in Industrial cluster IUC Syd, as well as with other corporate networks and other players around SME industry and industrial service companies. The project partners will distribute their knowledge and experience from the project into their own respective organizations. 15 companies have shown interest to participate in this project. The participating companies have a total of 659 employees, of which 99 (15%) are women and 560 (85%) are men. Particular attention will be paid to women in production with regards to resources for competence nurturing in order to improve the work-content for women in production management. We are very experienced in the Skane industry branch and want to challenge ourselves with this project by finding models to fill the shortfalls (increased innovation and inclusion / diversity) as we generally see is an achilles heel for small and medium-sized industrial companies. At the same time, we create a model for constant learning both in the company and outside it of through partners. (Swedish)
0 references
The project, Smart Industrial Competence 2.0, will provide support to 15 small and medium-sized industrial enterprises with the two clear shortfalls. One shortfall is the ability to increase the innovative strength within the operation and the second is to take advantage of diversity’s positive impact on the company’s development. The challenges are to work with these shortfalls, to think innovatively and to use the strengths of diversity that can be Intertwined with competence development/competence nurturing. This process will enable and develop a company’s competitiveness where inclusion and lifelong learning will set a fundamental tone. Skane’s regional development strategy points to many challenges, but also many opportunities. Focus on innovation and competence nurturing is a key issue for companies in the region. Skane has slipped up on gender balance within industry where 25 % of employees are women and/or young and from growing populations where one fifth were born abroad. Identifying the untapped skills that exist in groups that have not entered the labour market yet, and to develop skills that are already available in companies, will be crucial for development, growth and competitiveness increased. Inclusive workplaces with gender equality shines through in all the elements of the project. Smart Industrial Competence 2.0 will increase skills and ability of the employees in participating companies and will provide knowledge for attitudinal change towards diversity and non-discrimination issues. The project will expose how better gender equality creates better competences which could result in increased abilities for innovation and internationalisation. The project will meet an already identified need for strategic competence development and competence nurturing and includes mapping, analysis and competence raising efforts on both strategic and individual level. All employees in the participating companies participate in strategy workshops for anchoring, engagement and understanding of the company’s development strategy and its innovative approach. Participants will receive individual skills coaching that will strengthen him/her and is in line with strategies of the company. Management will conduct potential growth analyses, innovation analyses and will participate in networking meetings with other participating companies. During the running of the project, we will integrate workplace culture with the company’s strategy work, diversity work and non-discrimination issues as well as with the competence management process according to to Swedish standard SS 624070: 2017. This will result in a process that continues in the companies following the project that supports continued work with other existing projects and new networks that IUC Syd works with. The project’s evaluation will focus on whether the efforts have increased competence and changeability of employees, and if it gave the company knowledge and a change in attitude towards diversity and non-discrimination issues. Also if an increased ability for change/innovation and internationalisation has been created. The project’s results will be shared with member companies in Industrial cluster IUC Syd, as well as with other corporate networks and other players around SME industry and industrial service companies. The project partners will distribute their knowledge and experience from the project into their own respective organisation. 15 companies have shown interest to participate in this project. The participating companies have a total of 659 employees, of which 99 (15 %) are women and 560 (85 %) are men. Particular attention will be paid to women in production with regards to resources for competence nurturing in order to improve the work-content for women in production management. We are very experienced in the Skane industry branch and want to challenge ourselves with this project by finding models to fill the shortfalls (increased innovation and inclusion/diversity) as we generally see is an achilles heel for small and medium-sized industrial companies. At the same time, we create a model for constant learning both in the company and outside it of through partners. (English)
25 January 2022
0 references
Le projet, Smart Industrial Competence 2.0, fournira un soutien à 15 petites et moyennes entreprises industrielles présentant les deux lacunes manifestes. L’une des lacunes réside dans la capacité d’accroître la force d’innovation au sein de l’exploitation et la seconde est de tirer parti de l’impact positif de la diversité sur le développement de l’entreprise. Les défis sont de travailler avec ces lacunes, de penser de manière novatrice et d’utiliser les atouts de la diversité qui peuvent être liés au développement des compétences et à l’acquisition de compétences. Ce processus permettra et développera la compétitivité d’une entreprise où l’inclusion et l’apprentissage tout au long de la vie donneront un ton fondamental. La stratégie de développement régional de Skane met en évidence de nombreux défis, mais aussi de nombreuses opportunités. L’accent mis sur l’innovation et le développement des compétences est un enjeu clé pour les entreprises de la région. Skane a glissé dans l’équilibre entre les hommes et les femmes dans l’industrie où 25 % des salariés sont des femmes et/ou des jeunes et des populations en croissance où un cinquième des travailleurs sont nés à l’étranger. L’identification des compétences inexploitées qui existent dans les groupes qui ne sont pas encore entrés sur le marché du travail et le développement de compétences déjà disponibles dans les entreprises seront cruciales pour le développement, la croissance et l’accroissement de la compétitivité. Dans tous les éléments du projet, les milieux de travail inclusifs et l’égalité entre les hommes et les femmes brillent. Smart Industrial Competence 2.0 renforcera les compétences et les compétences des employés des entreprises participantes et fournira des connaissances en vue d’un changement d’attitude sur les questions de diversité et de non-discrimination. Le projet exposera comment une meilleure égalité entre les hommes et les femmes crée de meilleures compétences susceptibles d’accroître les capacités d’innovation et d’internationalisation. Le projet répondra à un besoin déjà identifié de développement des compétences stratégiques et de renforcement des compétences et comprendra des efforts de cartographie, d’analyse et de renforcement des compétences, tant au niveau stratégique qu’au niveau individuel. Tous les employés des entreprises participantes participent à des ateliers de stratégie pour l’ancrage, l’engagement et la compréhension de la stratégie de développement de l’entreprise et de son approche innovante. Les participants recevront un coaching individuel qui le renforcera et est conforme aux stratégies de l’entreprise. La direction mènera des analyses de croissance potentielle, des analyses de l’innovation et participera à des réunions de réseautage avec d’autres entreprises participantes. Au cours de la mise en œuvre du projet, nous intégrerons la culture du lieu de travail au travail stratégique de l’entreprise, au travail de diversité et aux questions de non-discrimination, ainsi qu’au processus de gestion des compétences selon la norme suédoise SS 624070: 2017. Il en résultera un processus qui se poursuit dans les entreprises suivant le projet qui soutient la poursuite des travaux avec d’autres projets existants et les nouveaux réseaux avec lesquels IUC Syd travaille. L’évaluation du projet portera sur la question de savoir si les efforts ont permis d’accroître les compétences et la capacité de changement des employés et s’il a permis à l’entreprise d’acquérir des connaissances et un changement d’attitude à l’égard des questions de diversité et de non-discrimination. Aussi si une capacité accrue de changement, d’innovation et d’internationalisation a été créée. Les résultats du projet seront partagés avec les entreprises membres du pôle industriel IUC Syd, ainsi qu’avec d’autres réseaux d’entreprises et d’autres acteurs de l’industrie des PME et des entreprises de services industriels. Les partenaires du projet diffuseront leurs connaissances et leur expérience du projet dans leur propre organisation respective. 15 entreprises ont manifesté leur intérêt pour participer à ce projet. Les entreprises participantes comptent au total 659 salariés, dont 99 (15 %) sont des femmes et 560 (85 %) sont des hommes. Une attention particulière sera accordée aux femmes dans la production en ce qui concerne les ressources nécessaires à l’acquisition des compétences afin d’améliorer le contenu professionnel des femmes dans la gestion de la production. Nous sommes très expérimentés dans l’industrie Skane et voulons nous défier avec ce projet en trouvant des modèles pour combler les lacunes (innovation accrue et inclusion/diversité) comme nous le voyons généralement comme un talon d’achilles pour les petites et moyennes entreprises industrielles. Dans le même temps, nous créons un modèle d’apprentissage constant tant dans l’entreprise qu’en dehors de celle-ci par l’intermédiaire de partenaires. (French)
25 January 2022
0 references
Identifiers
2018/00335
0 references