Transfer of knowledge and technology

In addition to technical skills, the creativity of employees is crucial to the innovative strength of a company. In companies, however, the opinion still frequently prevails that creativity arises spontaneously. The connection between area-specific expertise and creative results is often ignored. Creativity is seen as something restricted to some individuals who, because of their exceptional talent, could produce particularly imaginative and creative ideas. However, research results in giving us a different picture about technical creativity. One of the most important findings - both for companies and for educational institutions - is the realization that technical creativity can be fostered. However, to do so, an appropriate social and technical environment is required, as well as professional knowledge, and personal and individual traits.

Haas, Rüdiger; Jeretin-Kopf, Maja; Wiesmüller, Christian (Hg.) (2018): Technische Kreativität. Interdisziplinäre Aspekte der kreativen Technikgestaltung. 1. Auflage. Stuttgart: Steinbeis-Edition (Technik und Technische Bildung, 2). Buy the publication

Haas, Rüdiger; Jeretin-Kopf, Maja; Wiesmüller, Christian (Hg.) (2017): Technik, kulturelle Entwicklung und technische Bildung. Stuttgart: Steinbeis Edition (Technik und Technische Bildung, 1). Buy this publication

The successful realization of an Industry 4.0 environment essentially depends on the people involved. In the near future, technology should empower people, not replace them. To this end, small and medium-sized enterprises in particular need a change in corporate culture in order to take advantage of the potential opportunities offered by a digital future. The Human 4.0 interface requires that production work be rethought! To this end, the following basic ideas must be considered:

• Digital implementation in companies must be gradual so as not to overburden people. Nevertheless, it should have a noticeable effect right from the start.
• To achieve this, employees must be more highly qualified. Every employee must find his or her place.
• The best effects can be achieved when human being and machine are equally involved.
• In the future, humans will have a different, but still important role. However, the working environment will change significantly.
• The necessary technologies are already largely in place today.
• Employees' ideas must be incorporated into practical implementation.
• The use of the digital world secures competitiveness and thus jobs.
• From a technological point of view, we have a good starting position in the companies and can therefore see Industry 4.0 as a huge opportunity.
• Companies must act quickly and comprehensively to avoid falling behind. 

On the basis of these basic ideas, the question now arises as to what requirements companies should place on their employees, or to put it another way: What employee competence strengths will secure the future of a company in the Industry 4.0 environment? This raises the question of how to deal with the training needs, once identified.  

We support small and medium-sized companies on their way to the digital future. We look forward to your inquiry.

Brehm, Oliver; Haas, Rüdiger; Jeretin-Kopf, Maja (Hg.) (erscheint 2019): Industrie 4.0 in KMU. Machbarkeit autonomer Produktionsprozesse: Steinbeis-Edition. Buy this publication

Brehm, Oliver; Haas, Rüdiger; Jeretin-Kopf, Maja (Hg.) (2017): Industrie 4.0 in KMU - KMU-taugliche Wege zur Digitalisierung. Stuttgart: Steinbeis-Edition (Industrie 4.0 in KMU). Buy this publication

Brehm, Oliver; Haas, Rüdiger; Jeretin-Kopf, Maja (Hg.) (2016): Industrie 4.0 in KMU - Sind Sie fit für die Zukunft? Interdisziplinäre Aspekte und Perspektiven. Tagungsband. Stuttgart: Steinbeis-Edition. Buy this publication