1. National and International structures for training and education, including
- Co-operation between industry and the education sector
- National organisation of training. How standards are applied
- International standards for training in the railway sector and across training institutes and operators
2. Talent / New Generation
- How do you attract the new generation to the railway sector ?
- Collaboration with schools, colleges and universities (e. g. apprenticeship)
- Industry / Company branding
- Increasing diversity
- How to attract young professionals coming from other sectors
- How do you induct the new generation to the railway sector ?
- Programmes, structure, content (including core industry skills)
- How do you develop and retain the new generation ?
- Knowledge transfer from experienced railway experts
- Talent management programmes (including international)
3. Innovation and Technologies
- Digitalised railway and the impact on job role and skill requirements. How to train the new competencies ?
- Digitalization of training & learning solutions (including social media) : success stories
- Software applications (standard or in-company specific) which may be used to help on training needs assessment, simulation training, competencies development and evaluation, training management, etc
- Research & development for innovation in the area of training
- Cost efficiency in training
- Trainer as digital coach : will the role of the trainer change due to the integration of new technologies (virtual classroom software, distance learning, etc.) ?
- New technologies for training adapted to disabled persons (hearing impaired or deaf persons, dyslexic)
4. Training Management Cycle
- Training Needs Analysis
- Training design
- Trainers (training, certification, development)
- Testing/Examination/Assessment/Certification
- Transfer of learning to the workplace
- Training evaluation and return on investment
- Planning & Scheduling : reliable training and disposition of resources (incl. new subjects in training) to ensure a constant well qualified workforce
5. Training Initiatives
- Training supporting sustainable development
- Development of new competences for emerging jobs
- Safety risk culture (personnel & customer safety/railway safety)
- Security skills for intervention & prevention (suicide, terrorism, anti-social behaviour)
- Non-Technical Skills and safety
- Management and leadership development
- Customer service / Customer orientation
- New challenges, such as cross-cultural, inter-generational, diversity
6. Impact of COVID-19
- What have we learnt / done differently through the COVID-19 crisis ?
- How has training / assessment been adapted ?
