Reference: The Digital Skills Compass of Uniper

The business model in the energy sector is shifting from a process-oriented to a customer- and data-oriented model. To remain productive and competitive in the future, employees must acquire new digital skills. But how? A project at Uniper demonstrates how companies can tackle the challenge of a skill transformation.

Traditional training concepts and learning methods meet the demands of digitalization only to a certain extent. Previously, identical learning content was rolled out across the board in a one-size-fits-all approach. As a result, individuals often lacked a connection to their specific workplace. However, the highly qualified and inspired employees urgently needed for digital transformation require training programs tailored to their individual learning needs and the diverse learning styles. In addition to this challenge, Uniper had to address several key questions on its journey: What digital skills are needed? What level of knowledge is required for each role? What are the biggest skill gaps? How should the company close the digital skills gap? How can employees be empowered for the digital age?

The "Digital Skills Compass" is an award-winning framework (Best of Consulting Award) that integrates competency management with individualized learning and development. In collaboration with HR and experts from various departments, specific competency models were defined, consolidating all relevant digital core skills and describing them at four competency levels (from basic knowledge to expert) with clear indicators. The resulting learning journeys serve as guides for building competencies.

The range of learning formats offered is extensive: it includes Brainsnacks—short informational videos, online classrooms, on-the-job application, Barcamp sessions, podcasts, articles, community formats, and active coaching. This approach has led to numerous qualification initiatives at Uniper, inspiring employees to take on new professional challenges and providing momentum for self-directed, sustainable transformation for individuals and the company.

Measurable Results

• Over 160 digital skills were collected and structured into a digital competency model.
• 15 Learning Journeys were developed, giving Uniper employees the opportunity to take charge of their digital personal development.
• By the end of the project, there were over 500 participants, with about 90 percent very satisfied with the learning experience and expressing interest in participating in additional Learning Journeys (NPS measurement).
• The Digital Skills Compass was established company-wide at Uniper as an effective learning framework and was also awarded by an external jury (Best of Consulting Award by WirtschaftsWoche).