Wie man Wert aus Smart Data schöpft

NASA Astrophysics Data System (ADS)

Schüller, Katharina; Fritsch, Stefan

Der vorliegende Beitrag diskutiert an einem konkreten Forschungsprojekt, wie aus den Überwachungsdaten von Photovoltaikanlagen Algorithmen entwickelt wurden, die zukünftig die automatisierte Fehlererkennung und damit eine verbesserte Betriebsführung ermöglichen können. Um von Daten zum optimierten Prozess zu gelangen, sind vier Stufen notwendig. Nach der Datenintegration folgen die Qualitätssicherung, dann die Analyse und schließlich die Umsetzung in eine betrieblich nutzbare Anwendung. Für die Entwicklung valider, praxisrelevanter Modelle stellte es sich als unumgänglich heraus, dass bereits frühzeitig die datengenerierenden Prozesse und damit auch die physikalischen Grundlagen der Anlagen nicht nur von den Prozessexperten, sondern genauso von den Data Scientists verstanden wurden: Es genügt eben nicht, Daten zu konsolidieren und in ein Analysetool zu stecken, sondern die Wertschöpfung aus Daten gelingt nur, wenn eine domänen- und kompetenzübergreifend interdisziplinäre Zusammenarbeit erfolgt, in der beide Seiten bereit sind, kontinuierlich voneinander zu lernen.

Uber die Vereinbarkeit individueller Bildungsbedurfnisse und betrieblicher Qualifikationsanforderungen (On the Compatibility of Individual Needs for Education and Employment-Related Qualification Requirements).

ERIC Educational Resources Information Center

Heid, Helmut

1999-01-01

States that a tendency has developed to orientate educational-practical acting using learners' educational needs, while representatives of the employment system deduce political and practical educational maxims from requirements that result from economic structural changes. Defines the instructional importance of individual educational needs and…

[Problems of implementing integration management at company level in small and medium-sized enterprises].

PubMed

Hetzel, C; Flach, T; Weber, A; Schian, H-M

2006-05-01

At company level responsibility increases for the employment of workers with health-related problems or disabilities, but realisation in small and medium-sized enterprises (SME) is lacking. Therefore a model is developed based on theory and a survey. Minimum requirements for "betriebliches Eingliederungsmanagement" (integration management at company level) according to section 84 (2) SGB IX Book 9 of the German Social Code, the main products of the international movement "disability management", a description of roles for realisation and the main sources of employers' support are described. Although external supporting of SMEs is unquestioned, it is expensive and retards own initiative and own activity counting solely on this. Only by developing a minimum of SME's awareness, acceptance and competence, this will open up to (currently suboptimal) external support. Goal is identifying SME managers' attitudes, activities, proposals and expectations referring integration management at company level to derive concepts of SME's support. 13 interviews are analysed by qualitative content analysis identifying the following barriers: information deficit, absence of priority, limited possibilities for transitional work, cost, partially limited workers' self-responsibility, illness as a "tabes" subject. Possibilities overcoming these barriers are delineated. On that basis a model is presented: pragmatically for realisation, a company contact person with minimum competence, uniform external support, institutional partners' integration and quality assurance according to disability management. Interlocking SME world and social insurance world means first to support SME's awareness, acceptance and competence, second to create for SME a central contact in the "rehabilitation jungle" and third to develop SME-suitable premiums according to section 84 (3) SGB IX, Book 9 of the German social code.

Controlling betrieblicher Weiterbildung zwischen Hoffnung und Illuson - oder: Auch im Westen nicht viel Neues (The Controlling of Within-Company Further Education between Hope and Illusion, or: Nothing New in the West).

ERIC Educational Resources Information Center

Bank, Volker

2002-01-01

Discusses a survey of recent within-company further education publications available in German speaking areas, Anglo-Saxon countries, France, and Switzerland. Argues that there is a basic consensus evident in these publications. Critiques published patent remedies for controlling within-company further education. Searches for new methods of…

[Company integration management in small and medium-sized companies. Legal requirements and prerequisites for successful implementation].

PubMed

Ramm, D; Mahnke, C; Tauscher, A; Welti, F; Seider, H; Shafaei, R

2012-01-01

The article is based on the results of the project “Company integration management in small and medium-sized companies. Legal requirements and prerequisites for a successful implementation” (01 January 2009-31 August 2010). Since 2004 all employers have been legally bound to offer company integration management (BEM, Betriebliches Eingliederungsmanagement) for all employees who have been incapacitated for work for more than 6 weeks within a year (Section 84 SGB IX, Book 9 of the German Social Code). Objective of this law is to ensure ongoing employment. The aim of the study was to investigate the requirements companies, rehabilitation centres and services as well as social insurance institutions are faced with according to Section 84 SGB IX. Prerequisites for an effective implementation of BEM in small and medium-sized enterprises were analyzed. Protocol-based interviews with experts were adopted. A total of 38 interviews with experts were carried out. The experts interviewed were either willing to give information by interest (concernment) or were named by law as an initiator or co-operator in the process of integration. A substantial literature research was performed in advance of the interviews. The awareness level of BEM is still very low even 7 years after its introduction. Small and medium-sized enterprises do not have any significant experiential knowledge of long-term incapacity for work and, hence, about BEM. Due to a lack of workers representation in many small and medium companies, management does not receive initiatives or support in implementation of BEM from employees' side. Employers prefer a central contact point providing them with the information and help needed, the common service units, however, being widely unknown in this context. Cost comparisons suggest that a company integration management might be more cost-effective than dismissing employees who are incapacitated for some fields of work. These findings might even hold true for small

Welche Kompetenzen brauchen betriebliche Weiterbildner in Zukunft? Ergebnisse einer Delphi-Studie in einem Industrieunternehmen (Qualifications Needed by Educational Staff Working in the Field of Further Education in the Industrial Sector--Results of a Delphi-study Carried out in an Industrial Enterprise).

ERIC Educational Resources Information Center

Harteis, Christian; Prenzel, Manfred

1998-01-01

Attempts to reveal the qualifications that will become important, due to technological change and growing internationalization of competition, for trainers (educational staff) in industrial enterprises. Indicates that the results lead to a view of further education within firms as a service that is subject to competition on the open market. (CMK)