Så stärker Vattenfall AI-kunskapen bland sina anställda

[Music] We continue our same record series. Today is episode 2 out of 4. We will soon present who we are, but first I want to say that we always hit a beat for our pictures. We are going to Hust, Stockholm, Gothenburg, and you know the address, hra.se. We are so sorry, but now we are starting this episode. I welcome you to a new episode of HR and AI-Pod. Today we have another guest, Bruno Fovard. I hope you will be here for the first episode, but today we have a guest from Battenfall. Frida Montsen, welcome. This is Rinniga, 23rd of June. How is it going with you? Thank you, it's great to be here and talk to you about AI. We are so grateful that you wrote an email to us saying that this is going to be so interesting and good. We also have Johannes, he is sitting on a chair, but maybe he will be in this episode, otherwise it will be Sara and Frida who will hold the dialogue today. Can you briefly tell us about you, your team, Battenfall? I don't think that many of you know exactly how it looks like with Anta Anstelle. How did you start talking about you, your team and Battenfall? Absolutely. If we start with the context of Battenfall as a company, Battenfall is a whole act of the Swedish state, but it is still an active company. So it is not a community, but it is still a company with about 20,000 employees who are spread in 10 different countries, especially in northern Europe. Our main market is in Sweden, Germany, the Netherlands, and then we also have a lot in Denmark. We also have many employees in Poland, for example. We have a European company, and we work with energy all over the world. It is a complex company, we have everything from energy generation, from nuclear power, nuclear power, wind power, and so on. We also have the electricity network, we have a customer organization, we sell energy, and from that, we create a lot of different roles in the company. My role is global, in the central part of the group. We are a team of 10 people, and we are divided into 3 countries. We work here in Sweden, and then in Germany, and in the Netherlands. What are your responsibilities as a team, what do you do? You say learning development, stress tree and portfolio. Who doesn't want to know what you are doing? It is quite exciting, because our team is a new starting team. It has only been founded in the past year, from the need to reflect the teaching, to be a more operative organization with a focus on maintaining, or rather, to take positions from the business to be more proactive, and to drive the teaching on the company and the strategy. When you look at the competence question right now, how central it is for many companies, and especially for a company that is so competent. One part is to move the teaching into what we call more critical competences, not only what is more like compliance, training, what we need to do, but what we actually need to learn to remain relevant in the future. Then we also have parts of the talent ecosystem. We also work with the learning tech ecosystem, the performance process, and those parts, and get together all those parts. Then we also have two sister teams in the organization. One part continues to work with an operative part connected to LMS, so we handle questions about that part, and then we have a part that is more focused on the leadership part. And then you also have a sister team, so that it is more suitable for you to sit there. Yes. And you also come in on a more... For starters, it is the AER journey, I mean, in the waterfall, and maybe something like that, where the elephant is, because we can't talk about AER in the organization, because that is what the team is talking about. But how has everything started in Sweden? Yes, but as you said, it is so bright. If you look at the waterfall as a company again, then the energy industry, this green transformation that you are talking about, is completely dependent on AI as a technique. Everything now comes from the balance of electricity to the maintenance of our facilities, Kraftstberg, to the predictive analysis of the weather for the environment, the energy system, and so on. The waterfall as a company has worked with AI as a technique for a long time, and was also quite early when it came to testing AI, to build an own GPT, GPT for internal information, and also a 3D pilot with co-pilot and so on. But I would say that... I mean, really now during autumn, when we started focusing more on that, with AI literacy, and what all the employees really need to do, to get to know what the organization is working on, that we started to create a broader transition into AI, and not only that connected to the technology. And Svenna, when you talk about this, is it self-evident that you think a part of this, or has it been something like, "Hello, here we are, listen to this journey." Yes, it's funny to say that. I don't think it's been a self-evident thing at all. I'm as new to the waterfall as much time is needed. I came in when this project started, and came from a group of AI companies. It had worked a lot with AI companies, and developed around it, and thought, "What are we doing here? What should we do?" And then it turned out that there wasn't much in the area of hair, that had been started, and should be added. However, we had, or had we had, a CEO, an IT manager, who is very involved in these questions, and who really wants to find a partner in the same job, within HR, to work more with them. I use questions that have to do with culture, competence, mindset, ethical, moral questions, everything that is out there, to handle the technology. So we started with looking at what we want now, what we want, and then I said that it's the best way to drive this, if we want something more long-term, and not just one-off. That's if we put together a cross-functional team, where we want to use competence, both from HR and from IT, in order to handle these questions. So we did that. So that was the starting point. Yes, so exciting. And this is what we hear from, we have to have the time when we look at what the progress factor is, what we see in other organizations, and you are there, in the cross-functional team, that it is so important. What do you think is the difference before you have worked in the cross-functional team? What do you think it gives for the effect? I think it has been completely exhausting for the progress, because we have been able to get into what we, from the HR side, are good at, to organize the learning, understand the reality, understand the needs at different levels, there is a lot of close dialogue and inventory, and in the future it really is a problem, what is it that we can create value somewhere through these efforts, and at the same time, we have had access to incredibly good experts, within AI data, and really fast support, understanding the techniques in the things that we have wanted to do. And also the network, many of those who are interested in these questions, especially, have had a contact with the IT organization, and not with the HR organization. And then we have, through IT, been able to talk to the dialogue, and be able to understand other things, than what you have traditionally been able to do. Yes, exciting. And how do you look at learning, like, what do you do for an employer, that you have an e-learning, and now you are done, or how have you all been doing this? We have a network, also an e-learning, but we have built it up in that way, as I usually talk to teachers, as a hybrid teacher, when you design an e-learning project, you need to have all the different components, that you need to find out and explore, you need inspiration, you also need to find a basic basic course, for the one who just wants to brush their skills, but also, above all, the possibility to test, and share your skills with others. So, we have done a big, "hej gundrande kigaks" with inspiration, and a lot of people, who have applied online, to set the course, or even the story, around AI, in case of water, and then we have, as a shorter bootcamp, focused on different areas, so it was bootcamps for AI, when the generative AI is connected to the financial sector, connected to HR, at the same time, we started with HR, so they could also feel, that you are leading the business, I mean IT, communication, and so on. And then, in addition to that, we also had lead tracks, because when we talked about the business, it came to the fore, that there absolutely was a need to learn the basics, and understand what AI is, what I am, with it in the field, the water has also been invested, in licenses, so almost all employees, who want to have a license, can get one, and then it is even more important, to make sure that it can be used, for something good, but the other part, that came forward with a clear need, was that you saw, that there is a lot of technique, a lot of knowledge, technique in the waterfall, and then we have those, who work with the business, and something good about that, but there is a gap, there in between, so how, how do we get these two sides, to meet, under better forms, because we also took forward, a leader program, but not just for the formal boss, but for everyone, who wants to be a leader, in this AI transformation, where we also looked at, how can this technique, actually be used, to connect to the business, so from, why is it important for us, what can we use, and how can we do it, where we, very much raised, internal experts, who talked about, those who are more like Lighthouses, who have come a long way, who talked about it, who wanted to ask questions, walk-on-walk, we went through the waterfall, to the tech stack, so this technique, this you can do with it, and even in these, shorter boat battles, that you focus more on, this you can do with your life, we also had, when we made finance, then we found that, some finance, that was good, to use AI today, that came in, and co-facilitated it, together with us, or... There are so many good things, that you could say, after that, we just stood up a bit, and we went to that, and then I remember everything, that I wanted to say, but that is, to go from an inspiration, there are so many who do this, kick-off, and I say to myself, I know, I'm out of space, to do half a day, all day long, but how do you really get, like, a significant increase, and you, in some learning experience, both learning development, and leadership, that you, on the other hand, completely talk about it, do you talk about it, more leaders, in the program, also the behavior, or is it more, AI for those leaders, to lead AI, or how, how do you feel about it? But, as you say, we have a significant change, that in the end, on every part, we have had, like, a significant, guide, almost, this is, like, so here you can think, to build, sustainable behavior, for yourself, connected, connected to AI. But then, we have also, spent a lot of time, on our, actually, our highest leader, our concern, leadership, that has also, gone, and said, we would like to, take pictures of this, I want to understand the technology, I want to use it, myself, in my daily work, because if, if I don't do that, how do I, then, be able to talk, with credibility, to our employees, and say, they are going to use the technology. So there we also, we have almost, developed a video, I mean, a, coaching, session, like, with, things that you do, in between, all the time, in every case, you looked at things, that they actually work with, it was not as I went in, and then I had, a PowerPoint, and told you, this is, you need to know, they got to, with themselves, things, that they, in fact, would work with, it could be a pre-read, to, meetings, or, a presentation, we went in, and worked, with the tools, to, see, how you can, to, improve, and so on. And it's also, what we see more, is that, we have to start, in doing, because, it doesn't matter, whether you are, a regular employee, that we have to, get to, know, and do, such, concrete examples. Is it also, what you have to do, in order to, to, contribute, in the next, business, or, what? Yes, but, what we did was, those who, were, ms, as you say, experts, got to, Kays, to the boat camp. So, in Hår, we took, ourselves, for example, how you can, work with, all from, performance, process, to, leadership, development, or, have it, as close, to, as, as possible. But, sometimes, there was someone, who, who, who, worked with, something completely different, and they, were, quite, more, and then, thought, that they, had to, get to, things like that. Yes, but, there is, enough, to hear, that we use, had it, been, I want to be, how, how have you, found them there? Because, I think, many, listen around, but, how, to find them here? Yes, but, this has been, a fantastic, decision, I myself, am, a bit, surprised, over, how, yes, but, how, how, something like that, initiative, and, yes, but, a positive, learning, I think, many, at least, think, that learning, is important, and that, you see competence, as important, and that, you would like to contribute, with, with, what you can, and then, we also, very clear structure, around what we did, that, we sat, like, with, Contata Case, and, some of those things, we also sat with, and, so, talked a bit about this, but, we, we are not here, if, if, the, it's easier to say, say, yes, but, fantastic, and, what, what do you have for, role today, you write, in the email, that you did, there, we write, we talk more about, in this, as, learning this, Yes, but, exactly, but, we have been, that, we usually share, with, subject matter experts, and learning delivery owners, actually, and, we have been, of course, learning delivery owners, that we have, like, said, that everything has, rolled out, but, to some extent, we have also built up, our own, subject matter expertise, especially, for people, who, in literacy, what is it, for, talents, we need to practice, and so on, because, we are good at that. So, that, we have, we have had, 2000 people, who have been, through our, learning initiative, during the spring, we have also, just, done, specific tasks, for, for some, teams, for living groups, leading conferences, and so on, and so forth. And, that is, what we see, that we, continue during spring, or during autumn, that, now, it is not just, this, for, adoption, you know, the technology, what can you use, what can you do, but, when you practice, the work life will change. Our, our work, will not be, as, out, the technology, will have a, a bigger effect, than, what it said, not exactly, what we had planned, and so forth, and so forth. So, it is there, somewhere, that we, so we are now, and, but also there, that we, as an organization, have built up, a mandate, also, against, against, our, organization, will be, consulted, when it comes to, what, what will our, our, our, and so forth, and so forth. Which I think, is, and, now, you are talking, and you are doing a lot, is that, you have a lot of A-experts, who are, super, technics, and data analysts, and engineers, so, which, which, what are you doing? Well, but it is a completely normal person, I thought, to say, it is, learned specialists, learning, experience, designers, we have, Pronto-Tom, that we had in, in three, three cities, Pronto-Tom is a bit like a hack-a-ton, but you, Pronto-Tom is the solution, Pronto-Tom. Prana. Yeah, but it was, it was, it was fantastic, but then, actually, the whole team, and none of them, were experts, most of them had, when we started this, most of them, some of them, who had never used, AI, over the course of time, when they stood, and, facilitated events, coached groups, and, yeah, it was none of them, who were, I almost got goosebumps, when you say that, because I was proud, of being heard, and, wow, I thought, they would like, so inspiring to hear, that, when you don't have to be an AI engineer, to stand there, and facilitate a Pronto-Tom, and, what do you think, if you look out, not like in your context, because this is an challenge, that we have, that we see, whether it is, or, or that is, what one can say, one does not live, that we are sitting on, so much competence, what do you think, that, we do not take more ownership, on this question, even though, it should be, a core question, right now, with us, but, it is, there is so much, in that, what I think, is, just a small deviation, because, I talked to, with my, on the 18th, soon, daughter, what she wants to be, when she becomes, big, I think, not working with technology, because I always like, to work, in the point of view of, between technology and, I think, I do not want to work with technology, as she has determined, but she, when she was six years old, she handed out, digital programs, that I learned, with, in the gym, through a rather advanced, education, so it is, what is it, what do we see, when we think, technology, that, also, has a, a word, that shows, and he also says, that most of those who go there, they go, they do not, they, they have no idea, that they are going to work, with data or technology, they are there to work, with people, but what is it, that only, people, on a, on a workplace, where we, are, today, it is something completely, completely different, but technology becomes, invisible, just a few years ago, it is not possible, not to say, that you will work with technology, but I think, that is the shift, that will be very tough, that you may not be, responsible for a number of, agents in the future, where you are not, most, on your presentation, without, the agents, presentation, which, yes, becomes something else. And, that is, like, other things, I also think, from this competence profile, that you think, that you need to know things, that you do not need to know, I am still, like, you use, sometimes, my man, who is not so hard, who has come to be, but when it comes to, you go hand in hand, to me, always, like, you do not have to know, everything, you can just, to be, new, sick, and interested, it is, it is, silent, as it looks, they are, built, to hear, human language, and human interaction, so, the more human you are, the better, will you, probably, get, output, from your, dialogue, much more, than to dare, perhaps, the first question. But, back a bit, to your two teams, have you, specifically, looked at your processes, or, have you, changed anything, with the help of generative AI, instead of, you started yourself? No. Yes, but I would say, that the big thing, there is a lot, about this, AI, literacy, that can be used, by AI, in the whole, work, from that, you, a certain time, generate, an idea, so that you, plan, through a workshop, to sum up, put together, get, a theme, get, an idea, what should we do, with this, what should the output be, should it be, a part of a new learning, an education, or, material, to a workshop, and so on, so that, and there I would say, that the whole team, have done it, in a natural way, with AI, supported. Then, when I talk, AI, with HWAR, I usually divide it into three, three different, areas, actually, that are, of, for HWAR, where, one part, is just that, that we have focused a lot, on our own competence, our own skills, how, how we use them, and then, what we have also worked, a lot, with, how we support our work, how we help them, to see, how their roles, and perhaps more, also, competitive, analysis, what we will need, and so on. And the third part, is HWAR, the ecosystem, that, that in itself, also has potential, to change so much, how we work, with, with HWAR, where we today, can be used, and think a lot, in processes. But, I'm a little afraid, to think, now we will change, to better our processes, but, I think that, where the technology is, where we maybe soon, will see, more in our organizations, it will be more about, work, than, a process, for example. So, one, but what we have started, to look at, is, right now, all agents, within, within the, tech stack, that we have, Microsoft, and how we can, so exciting, and perhaps, we can, on the occasion, to come, when you have, started with that. What are the obstacles, you have, what do you say, this has been challenges, and obstacles, because now it sounds like, you are just, we want to do this, we want to do this, and this, has it just been, have you had, or other, challenges along the way? No, but there are always, a lot of challenges in the beginning, so, it's always, you should understand, who, what, then, then, then, we will do this, and, in the beginning, the organization, but, there was, a lot of other questions, so, you know, how it is on a team, you have to go through, a lot of initiative, and, everyone perhaps, didn't think, that it was, absolutely important, so, you also have, to have it there, in itself, in all numbers, when you perhaps, don't have, 100%, everyone, with me, for, say, Stakeholder Management, it's like, a big team, but, now we do this, we roll out this, I know, that there are worries, I know, that everyone perhaps, doesn't, think, that, we're ready, or, that it's the right thing to do, but, there can be, a lot of such things, but, still, have, enough, a lot of, feelings, for, yes, but, I know, enough, I know, enough, very well, in that case, but, it's also, of course, with, all sorts of, what tools can you use, what tools can you not use, to keep, your, your, line, and, make, most possible of that, instead of just, fill in everything, that I think is, cool, or, or, so, the discussions, we've had a lot, also, and, the energy, question, and, medium question, that, it falls, with, high, medium profile, it's really, responsible, to use, of, general time, and, in that way, but, it will always be, things, and, when it comes to tech, ecosystem, where, to actually, switch out your system, and, then, you're there, with your, work with, information, management, or, data, governance, to also, be able to build, well, smart services, and that. But, it was nice, that everything, is not, completely dirty, but, it also sounds like, that we have, a clear connection, to the, business, because, we also meet, a lot, that, you don't really, connect to what we actually, do, tomorrow, and here, you will be able to work, with, you know, the last several weeks, but, what, don't get the effects, because, you can't see, how, we get this, so, it actually affects, our business, our customers, because, it's still, not all businesses, but, organizations, but, that's why, we still have, customers, that we're going to serve. But, really, in the water, in what way, it's a part of our, our business, forward, and, to be able to hang up, a lot of what we do, on, on AI, strategy, and even, in the water, quite, I mean, the company, has many, different parts, that have, very different, conditions, but, that it's also found, a bit, by the, business road map, that our, have taken forward, but, as a function, or, business road, also can look at, but, what we need to start with, and the first step, is almost always, competence, mindset, so that, then, we can go on, looking at, how to system, system, need to change things, use case, and, yes. And, now, you were a bit into that, but, you can look forward, you can be, in the water, on a journey, ahead of you, with, with AI, and, that, an important part, in, the development of, HR, as a function, is about, how, how can we, for example, be good at, lifting forward, the strategic, value, that we, that we, that we contribute to. So, which questions, are, have, strategic height, and are, business critical, questions, presently, are, a lot of, a lot of them, but also, data, if you look at, people, data, that, in itself, is, a value, and, if we are good at, working with it, and structuring it, and using it in a good way, we also have, a, an asset, that is important for, the company's future. But, otherwise, if HR, continues to, invest too much in, I mean, the more, operative, to, to, transfer all the service, institution, then I think, that we, soon, will see, the, the, agents, with more smart, automated, platforms, where, everything, already, is built, because, if you, just, arrange a learning, if I, had, think that, I am an e-learning, producer, and that is, my competence and expertise, but, then, I might not, have so much, assignment, or work in the future, if I do not, get good at, actually, looking at, a, new technology in this, where, it might not be, in the future, but, maybe, more, about AI literacy, and how we, in an interactive way, build, our own learning ability, with the help of AI. So exciting, and see, it is a wonderful time, to work, I think, when you have to be, with this development, and of course, for many, also, scared, to, my own, creativity, my pride, this, what I do, when something, others, might do it, even better, what happened with me, then, time, runs away, there are so many, but, if you, then, start, this journey, that you, have just learned, how, where should I start, if you send me, some tips? Yes, but I, I think, we started, really, trying to understand, the need, to learn, to feel the need, understand, what it is, actually, when, you need to have, and not just go, and take, the, actually, and then, not believe, some form of, technical expertise, without, that much, actually, about, use, and, and, creativity, I would say, that, the big, when you're not stuck, but this, the, the feeling is, thought to do this, and then, use it only, to that, to explore more, and draw people together, and I think, that in many organizations, so, but there are more, than you think, and, and contribute to learning, like, so put together, yes, a hackathon, or, something that is, how can we, use, the expertise, which will contribute, and, and then, don't underestimate, a storytelling, to actually, also tell, a story, that has a clear connection, to you, as a company, and why, think about it. Fantastic, I hope, that you can, also go back to your team, today, and be proud, that, which trips, you have done, and, what is inspiring, I think, that this, will inspire many, that, wow, which trips, just that, you can build it, from, that it does not need, to be, the experts, on the city, without, see how far, you can come, with, our, internal, amazing people, so funny, and inspiring, to listen to you, a little bit, but, on the train, in a tunnel, so he is a little bit frustrated, but, you can listen to this, afterwards, so, I'll see you, after this summer.