ESTEP: Cooperation between social innovation researchers and industry

1. ESTEP: Cooperation between social innovation researchers and industry Dr. Veit Echterhoff, ThyssenKrupp Steel Europe AG Antonius Schröder, TU Dortmund Making Sense of Social Innovation Parallel Session C, 26-27 February 2014

2. Agenda • Social Innovation in European Steel industry: Roleof Human Resources as a lever • Cooperationprojects • GT VET • European Workplace Innovation Network euwin • Cross-cooperation ESTEP workinggroups 2

3. HR in a changing environment • Reaching innovation through a holistic HR adjustment HR today HR yesterday Strategy 35% 10% Main processes 45% 30% 20% 60% Administration Since 2010 1970 - 1990 1990 - 2010 Administrator Service Partner Strategic Partner 3

4. Workplace innovation as superior challenge • Forces appear on companies and lead to new HR roles & functions Forces on European Steel Industry HR roles& functions Challengesforeachcompany Science Innovation Management Moderator Technology Demographics Management Consultant Innovation Talent Management Expert … … … 4

5. i KHM Know-How Management as a competitive factor • Practical Arrangement of a workplace innovation Technique-centredKnow-HowManagement Human-orientedKnow-How Management Integrative Approach: People in thecentreandTechniqueas a tool • HR as a Moderator: Structured Know-Howtransfers; Editorial officeforthe IT-based „Know-How Memory“ • HR as an Expert: IdentifycriticalKnow-Howoftheproductionteams;PrepareandprovideKnow-How • HR as a Consultant: Connector between Stakeholders (e.g. Users, HR department, decision-maker) 5

6. Demographics – The megatrend for the Economy & Society • Managing the change with the holistic program „ProZukunft“ • Demographic Change • AgingStaff • Extension oftheworkinglifetime • Shrinkingpopulation • Lesspupilsandgraduates • Skills shortage • Pressure on innovations • Change ofvalues • HR in a leadingposition, whenitcomesto: • Improvementoftheemployability • StrengthentheCompetitivenessandCapacityof innovation • Employer of Choice • Inclusion of all stakeholder • Age StructureThyssenKrupp Steel Europe • 2006 • Ø-Age: 44 years • Forecast: 2020 on basis 2006 • Ø-Age: 55 years • Aktuell: 2013 • Ø-Age: 46 years • 2006 • 2013 • 2020 6

7. Field of actions for HR inside the Demographics Management • Focus on Generations, phases of life and career Phasesofcareer Generations PhasesofLife Developingcompetences Improvinghealth,safetyandability Retaining employees Ideallydeploying employees Analysis und Controlling Employer representatives Worker participation 7

8. Four major dimension to ensure innovation and success 1 2 3 4 Participation Communication Measurability Leadership • Employee Survey • Steeringgroupswithdecisionmakers, employees, otherstakeholder • Connectinginterdisciplinary employees • Catalogue of HR Indicators, e. g. agestructure, Return on Education, Time-to-market • Measuringtheeffortstobe a seriousbusinesspartner • Relief ofthedecisionmakersbystructuralleadershipprograms • Foster innovation withleadershipbyinteraction • Align Leadership to Corporate Culture • Usingnewwaysofcommunicationwith all employees, e. g. via Social Media • Changingthecommunicationcultureto a cultureofdialogue 8

9. Agenda • Social Innovation in European Steel industry: Roleof Human Resources as a lever • Cooperationprojects • GT VET • European Workplace Innovation Network euwin • ESTEP Working Groups: Technological andSocialInnovation 9

10. GT VET GT VETGreening Technical VET – Sustainable Training Module for the European Steel Industry Green Skills Training Module ofandforthe European Steel Industry 10

11. GT VET: Partnership ESTEP WG “People”Steel Companies and Research Institutes • Germany: • sfs – TU Dortmund (Coordinator) • ThyssenKruppSteel Europe AG, Duisburg • Poland: • Instytut Metalurgii Żelaza IMZ, Gliwice • ArcelorMittal Poland S.A., Dabrowa Górnicza • Italy: • Istituto per la Cultura e la Storia d'Impresa ICSIM, Terni • Acciai Speciali Terni AST, Terni • UK/Wales: • Cardiff School of Social Sciences, Cardiff University • Tata Steel UK, Port Talbot • Strategic Partners: • European Steel Association EUROFER, Brussels • industriALL, Brussels • External Evaluation: • VFA – Development and Innovation Consultants, Athens • Jean-Claude Charbonnier (Consultant) 11

12. Cooperative Development of the Training Module G E R M A N Y I T A L Y P O L A N D U N I T E D K I N G D O M The trainingmoduleof GT VET was developedandtested in closecooperationbetween: • researchinstitutions, • trainingand environmental departmentsofthecompany • thetraineesandtrainersofthecompany • theteachersofvocationalschools. 12

13. Integration in the Innovation Process Rightfromthebeginningofthedevelopmentprocessthetraineesandexpertsofthecompanieswereintegrated: • Identifyingtheneedsofthecompanyandtheworkers, the relevant topicsandlearningoutcomes, didactics first prototype • Testingtheprototypsbyintegratingthem in theregulartrainingprogrammeofthecompanies feedbackfromthetrainees, teachers • Optimisationandcross-national integration 13

14. euwin: European Workplace Innovation Network • EUWIN is a growing and living European Network to raise awareness about workplace innovation and its benefits. • Euwin is recruiting Ambassadors from • enterprises, • chambers of commerce, • business federations, • social partner organisations, • public agencies • and research institutions. http://ec.europa.eu/enterprise/policies/innovation/policy/workplace-innovation/index_en.htm 14

15. WPI: The Fifth Element • Work organisation • Job design • Teamworking • Integration of technology • Flexible working • Learning and reflection • Individual/team discretion • Continuous improvement • High involvement innovation • Learning and development • Shared knowledge and experience Customer focus Employee engagement Enabling culture Resilience Positive employment relations WORKPLACE INNOVATION THE FIFTH ELEMENT HIGH PERFORMANCE GOOD WORK SUSTAINABLE ORGANISATIONS • Structure and systems • Reducing organisational walls and ceilings • Incentivising enterprising behaviour • Fairness and equality • Workplace partnership • Dialogue • Representative participation • Involvement in change • Openness and communication • Integrating tacit and strategic knowledge 15

16. Social media-presence: • LinkedIn • Twitter • Facebook • The ‘newsletters’ • The ‘knowledge bank’: 100+ examples of WPI • The Fifth Element: our foundation • Our partners: websites, events • euwin in 2013: the communications 16

17. Conferences Connecting Communications Influencing SHARE your experiences and LEARN from others: http://tiny.cc/rh6juw 17

18. ESTEP: Combining Technological and Social Innovation SocialInnovation: A Cross-CuttingThemeforTechnological Innovation within HORIZON 2020 Social Innovation 18

19. 4 I Process of Social Innovations (Hochgerner) • Idea: • Improvement, overcome social or technological challenges • Intervention: • funding, scientific support, core coordination structures, settings, common framework • Implementation: • public responsibility, open innovation process, development in partnership, new structures and technologies • Impact: • companies • regions • institutions involved • professionalization, efficiency and effectiveness

20. Requirements concerning labour organisation and labour policy are increasing. The question about conditions of preservation and further development of innovation capacity at the level of organisation of human work will become the central future issue of public innovation policy, where economic, technological and social innovations interact. Conclusion 20