Discover how the L-DIH turns digital training into a strategic asset, empowering teams, closing skills gaps and driving industry 4.0 success.
Jean-Michel Gaudron
In the era of industry 4.0, where technological innovation fuels competitiveness, people remain a company’s most valuable asset. Yet investing in cutting-edge tools without equally investing in the people who use them can hold businesses back from achieving their full digital potential.
That is why a strong, strategic training policy is now essential, ensuring employees are not just technology users, but skilled contributors to innovation and long-term growth.
The Luxembourg Digital Innovation Hub (L-DIH), in partnership with the University of Luxembourg Competence Centre, helps companies build this foundation through its digital training offer: a targeted approach to bridging digital skills gaps and aligning training programmes with each organisation’s real needs.
Following a digital skills maturity assessment, a tailored training roadmap is developed for each company. This roadmap considers both the current skill levels of employees and the company’s future strategic direction. “The goal is clear: to equip teams with the right skills for their roles while supporting the broader strategic goals of the organisation,” explains Dr Thomas Benz, Training Specialist at the University of Luxembourg Competence Centre.
Continuing education offerings are often limited to learning how to operate a specific tool or software, without providing broader perspectives on its potential applications. Gaining these perspectives typically requires more fundamental training. When that isn’t possible, learners can still enhance their training by adding selective, tailored, and focused elements that go beyond simply using a tool or software. “Instead, the focus should be on developing effective employees who not only know how to operate digital tools, but also know how to optimise their use, solve problems, and apply best practices,” adds Dr Benz.
The L-DIH Digital Champions programme is a prime example of this approach. It offers a multi-level structure enabling participants to gain both technical proficiency and strategic insight. “This empowers them to play an active role in driving technological change,” says Dr Benz.
While the abundant offer of training programmes can make the decision-making process complex – especially for companies unsure of where to begin – the L-DIH analyses what options correspond best to each company’s expectations and needs. “By providing a detailed overview using tools such as the ‘Digital Skills Maturity Assessment’, we equip companies with everything they need to make well-informed career development choices,” adds Dr Benz.
But what if the right training does not yet exist? L-DIH provides a collaborative solution: four-hour co-creation workshops that bring together companies, training experts and education providers to design programmes tailored to specific company needs.
We equip companies with everything they need to make well-informed career development choices. Dr Thomas Benz, University of Luxembourg Competence Centre
Forward-thinking companies no longer view training as a cost but as a strategic investment – a tool for talent retention, competitive advantage and navigating rapid digital transformation. By focusing on customised, collaborative and goal-oriented training, L-DIH helps companies in Luxembourg fully leverage their human capital.
These L-DIH services are intended for companies based in Luxembourg that manufacture, transform or assemble products and are part of a group employing less than 3,000 people worldwide. “It’s important to stress that everything is designed to make life easier for the company: the cost of the assessment is 100% covered, with no upfront payment required and no special administrative procedures. Eligibility is verified from the outset to avoid any unpleasant surprises,” explains Mickael Desloges, Senior Advisor ‑ Assessments & Roadmaps at Luxinnovation.
