EUcareNET, 27th-29th June 2018 in Dresden

First day As part of the "EUcareNET Net-work Events" organized by the EUcareNET consortium, under the direction of DEKRA Akademie GmbH, from 27 - 29 June 2018 in Dresden, the participants, including various stakeholders from politics, associations and company representatives from the health sector, had their hands the opportunity to exchange ideas about project initiatives and current research results in the field of nursing. An important part of the "EUcareNET Net-work Event" was the "HCEU Final Conference" on June 27, 2018. Here, the participants got an insight into the comparability and recognition of the professional qualifications of nurses in different European countries and also worldwide. The conference was opened with greet-ings by Mr Dietmar Metzger, DEKRA (DE). On the first day, the conference highlighted the recognition of foreign qualifications of nurses on a European and global scale, as well as the extent to which the nursing profession is likely to change in the future. The topics were discussed during discussions, lectures, workshops and an evening panel. Discussions with stakeholders and rep-resentatives on the topic of "recognition of foreign degrees in care" included discussing diverse reception conditions for foreign nurses, and nursing practice in other countries. Mr Andreas Dürrschmidt talked about his time as a keeper in Ireland and the hurdles he had to overcome. In addition, a young nurse from Albania reported on her experiences in nursing in Germany. The subsequent keynote address by Ms Birgit Naase, Ministerial Director at the Federal Ministry of Health (BMG) on BMG funding opportunities for companies hiring foreign nurses, came to the guest keen interest. In this way, immigration to Germany should be simplified, bureaucratic hurdles disman-tled and funds provided for newly created positions. However, in the context of a discussion following the lecture by Ms Naase, it became clear how slow and sometimes tough processes could be initiated and successfully implemented operationally.

The presentation of the HCEU competence matrix on the comparability of foreign degrees and the associated project results met with great interest among the auditorium. The participants were particularly impressed by the Visualization of the competence matrix in a three-dimensional model. Statements like: "To present the results is an unbelievable technical solution." Or "It's awesome, I'm not aston-ished." Are only representative of the numerous enthusiastic feedback from the participants. This presentation enables cross-country comparability of individual competence components,

so-called "learning outcomes". On the one hand it shows overlaps and on the other hand gaps, also called "gaps". It quickly became clear that there is a lot of overlap within Europe, that is to say, an equality of coverage in the area of learn-ing outcomes. The matrix shows the sta-tus quo in relation to the competences of a person acquired so far. In perspective, other countries, especially third countries, should be included in the matrix to sup-port the mobility of nurses in the Euro-pean labor market.

There were three Parallel workshops on the first day: The first workshop with the topic ‘Transparency of qualifications and qualification pathways in healthcare’ (EN/DE) conducted by Karin Klas, IMC University of Applied Science Krems, AT, Claudia Ball, DEKRA Akademie GmbH, DE and Iwona Bodys-Cupak, Jagiellonien University Krakow, PL., met with lively interest and gave numerous impulses for the further conference day within the discussions In the second workshop the participants gained detailed insights into the competence requirements for health care today and in the future (EN/DE) through speakers from England/Greece, and Germany: George Pavlidis, University of Sheffield, UK, Miriam Peters, Philoso-phisch-Theologische Hochschule Vallendar, DE, Christine Weiss, iit,

DE Additionnally a policy-practice dialogue on the German labour market for care workers from third countries took place with the topic: Legal background and official processes (possibilities and limits of residence permits (DE only) Contributions and conversations by and with:

Lea Bohn, Forschungsinstitut Betriebliche Bildung (f-bb) gGmbH

Andrea Brinkmann, Bundesamt für Migration und Flüchtlinge, DE

Susanne Bornhöft, GfG, DE

Sebastián Merle, ZAV, DE

Isabell Halletz, Arbeitgeberverband Pflege, DE

Peter Klingler, DEKRA Qualification GmbH, DE

Elisabeth Veit, Schön Klinik Management SE (DE) In the Political Practice Dialogue in the evening on the German la-bor market for nurses from third countries, moderated by WDR presenter Jürgen Zurheide, it be-came clear how much the high de-mand for nurses on the part of companies and the support from politicians are still diverging. Peo-ple from politics and business, but also the nursing employers' asso-ciation, represented by Isabell Halletz, had an exciting exchange of views on the lack of skilled workers and their political and social dimensions. The panel showed that sometimes it depends on individual workers who decide on which le-gally secure paragraph immigration to Germany can be performed. In some cases there are simply too few resources at the institutions in-volved. In addition, there are changing legal requirements.

Second day At the beginning of the second day of the conference, Claudia Ball, DEKRA Aka-demie (DE), welcomed the participants to the HCEU matrix in a few words and in-vited the participants to attend one of two workshops.

"Language Learning as a Central Element of Successful Integration in Transnational Mobility of Healthcare Professionals"

One of the workshops was headed by Mrs. Kerstin Sjösvärd of the Stockholm Gerentology Research Center (SE). Her workshop focused on Language Learning as a central element of suc-cessful integration in transnational mobility of healthcare professionals.“ The workshop pre-sented the results for the projects TDAR and Arbedsam. Demographic change is a major chal-lenge for the health sector. Against this back-ground, it is necessary to recruit nurses from abroad. However, these often do not speak the language of each country. In order to overcome

this obstacle, Sweden offers foreign language professionals free language courses up to B1 level. To support the development of language skills of foreign nurses, the ArbetSam project was established. The project is supported by partners, including trade unions, trade associa-tions and universities, from eight European countries. The key concept of the project is job-related learning right at the workplace. This will improve learning and performance in the workplace. The responsibility for developing the language skills of foreign professionals should be shared among the nurse, the employer, the colleagues and the state.

"Intercultural Competencies within nursing and eldery care" Sotirios Plakas and his colleagues Marianna Mantzorou and Theodoula Ada-makidou from the University of West Attica, Athens (GRC), together with Ms. Dasantila Hoxha, Commune di Ortona (IT), addressed the "Intercultural Compe tences within nursing and eldery care. "At the beginning of the workshop, the results of the project" INTERHEALTH "were presented. The aim of this project is to strengthen the intercultural skills of nurses in Europe through non-formal learning.

As part of the training, nurses learn to understand different cultures and their ethnic background and to deal with them in everyday life. For this purpose, various training methods were developed, which should train the staff, in addition to the direct col-leagues to respond to the different values of the pa-tients. Only in this way is it possible to provide pa-tients with optimal care "regardless of race, ethnic background, mother tongue, religious or cultural be-liefs." This project of great importance shows the result of a survey. Here it became clear that even countries with a high-quality health system, have problems with cultural differences to fight. Especially migrants complain about culture-related problems with colleagues and patients. In the context of demographic change, cooperation with nurses from across Europe is becoming increasingly important. Therefore, "INTER-HEALTH" calls for a better education of intercultural competences in the health sector.

Hygiene Museum In the afternoon, the conference participants had the opportunity to participate in a guided tour of the Hygiene Museum Dresden.

At 18:00 o'clock it went to the Social Dinner at the City Beach Dresden. The evening was mainly for networking and informal exchange of participants.

Third day

"Digitalisation in the health sector"

The lecture by Mr Thorsten Dunkel, NA BIBB (DE) on digitization in the health sector heralded the last day of the conference in Dresden. Among other things, the lecture dealt with the topic "robotics in nursing". While robots are already being observed in nursing care in Asia, Germany is not yet able to integrate ro-bots into nursing because of insufficient skills. On the one hand, there is too little information about the reactions of patients to the robots and, on the other, their acceptance by the patients. It should be em-phasized, however, that digitization in nursing is di-rectly related to caregivers working with robots, fac-ing challenges, which can also lead to dangers. The lecture ends with the question of how digitization will change the profession of caregiving in the future. Workplace integration of nurses and elder care workers abroad Following the lecture given by Mr. Dunkel, the par-ticipants were given the opportunity to attend one of two workshops, as on the previous day.

One of the two workshops was held by Lisa Marie Lorenz, DEKRA Akademie GmbH (DE), who also represented her colleague Stefanie Kicherer, PGS Wohngruppe GmbH. The work-shop dealt with the topic of "Workplace integration of nurses and elder care workers abroad." At the beginning of the workshop, Ms Lorenz presented the project "MaWIC". The aim of the project is to facilitate migration and workplace integration, in the health sector, with the help of qualified staff and specially designed Concepts. In order to make it easier for new colleagues from different countries to integrate at the workplace, the project will train so-called "Ma-WI coaches" who, however, have to fulfill certain requirement and role profiles. A MaWI coach is after his training for the successful work integration of migrants zu-constantly. However, the project "MaWIC" wants to act not only in the health sector, but also in the industrial sector. Mrs. Kicherer, whose presentation was held by Ms. Lorenz, dealt with the shortage of nurses in the Health sector. The shortage of nurses is facing a fast-growing market. In order to meet the need for nurses, companies are now recruiting nurses from abroad. PGS Wohngruppe GmbH supports companies in

finding apartments and language courses for foreign nurses. As part of the lecture time and again the strong will and motivation of foreign specialists was emphasized. Since many foreign skilled workers lack professional experience, or this does not correspond to the German standard, this must be acquired non-formally in the companies. The talk by Mrs. Kicherer was followed by a discussion about the difficulties of co-operation of different cultures and how these difficulties can be solved. The result of this discussion clearly showed that the difficulties can be resolved quickly if, above all, stereotypes are resolved and language barriers overcome.

“Transparency of competences within healthcare in different application contexts“

The parallel workshop, conducted by Mrs. Judith Albinus and Mr. Kai Ziegler, DEKRA Akademie GmbH (DE), and Mrs. Marjan Kobreh (AT), dealt with the topic of the "Transparency of compe-tences in healthcare in different application con-texts." The workshop first introduced the development process of the HCEU matrix. The HCEU matrix represents a competence matrix, which is a tool for demonstrating competence development of

nurses. The development process of the ma-trix consists of four essential steps. After initial drafts of the matrix, experts, including trainers, professional nurses, and nursing employers, will be interviewed on Matrix results. After the surveys, suggestions will be discussed and in-tegrated into the matrix, resulting in the first re-sults that will serve as the template for the final results. In addition, the workshop offered par-ticipants the opportunity to develop their own competence matrices based on the HCEU matrix.

Worldcafé results: „The future of healthcare in Europe“ After the workshops, participants were invited to participate in a World Café on The Future of Healthcare in Europe. The Worldcafe consisted of eight tables, with eight different themes.

"Healthcare education in a digitalized world"

The first table, moderated by Mr. Erik Funke and his colleague Mr. John Tilley, addressed the key issue of what healthcare education will look like in the future. On the one hand, many participants advocated using digital technologies such as robots, virtual reality, and augmented reality to promote interaction, entertainment, or even disease awareness. On the On the other hand, all participants felt that these technologies can not and must not re-place human action and interpersonal con-

tact. The advantage of using this Technology is to physically relieve nurses (eg use of exo-skeletons for physically hard work) and psychologically (eg, ease documentation) and to allow more time for direct contact with patients and relatives. Whether we like it or not, the digital transformation will come and it will not end in the health sector. In this context, it is important to prepare caregivers for future innovation and to start training as early as possible. Training concepts and approaches must therefore be flexible and adaptable. Likewise, nurses need to be trained to be self-adaptive. As a result of these digital changes and the implementation of digital technologies, nurses should continue to be caregivers and continue caring, even if they require a basic technical understanding. The tech-nical support requires own staff, which has a technical and nursing background. This can cre-ate a new field of work. However, a complete separation of "technical competences" and "nurs-ing skills" is not realistic in the future. This is also convincing for the participants, who have already worked with modern training methods. Above all, the simulations used so far enable trainees to practice in a safe environ-ment, to implement processes and to perfect their abilities. It is also a good opportunity to integrate different training methods to enable a varied training. Above all, however, the simu-lations have positive effects on the education and training of the trainees, so that they too work and work with them. In contrast, the participants also mentioned that a good balance between classic and modern approaches.

However, education and training will change in the future, and it is worth taking into account the trends and innovations in education, especially in health.

“Integration of migrant health care profes-sionals at workplace“

Lisa Lorenz addressed the topic "Integration of migrant health care professionals at workplace ". The background to this topic is the growing shortage of nursing professionals more and more countries are recorded in Europe. Migration and, in particular, labor migra- tion, where people move to another country for em-ployment purposes, could be a possible solu-tion to this labor shortage. Because migration does not work without integration, participants discussed different integration needs. They paint a remarkable picture of the prerequisites for successful integration, necessary support, the context of integration, and links between these issues. One participant summarized the challenge as "culture is everywhere and completely neglected". Integration should be a comprehensive package of language learning, work experience, Learning practices of work processes, cultural training (experience of intercultural communi-cation and various meanings of body language) are understood. Language learning is the cornerstone of the whole integration process as it allows migrants to communi-cate (to understand and express themselves). It has to be the everyday language as well as the occupational language, for example abbreviations of the profession. Integration is a task for several actors (eg employer, society and government), all of whom have different contributions. On the one hand, for the government this means promoting the harmonization of European curricula in order to facilitate the mobility of workers and the recognition of vocational training (see the idea of the HCEU project). On the other hand, it is a political task to open the labor market to foreign professionals (change laws) and to allow migrants to work as a professional caregiver. Participants said that non-Greek migrants in Greece sometimes need to work in the private sector of the health sector without insurance. Erasmus is seen as an appropriate tool to promote European mobility of young people and professionals, enabling social interaction and intercultural learning. As an example, social events can be held here at international conferences in European projects. These are a great way to meet international people, get to know each other, communicate and have fun.

The employer also has the responsibility to support the integration of foreign skilled workers into a specialist (placement of initial training in the workplace, creation of opportunities for informal learning) and the interpersonal sense (informing employees about the new ones) Col-leagues). Patients / clients in nursing care facilities who have the information that foreign pro-fessionals will look after them in the future need to be prepared. For example, an explanation of the integration process should follow.

In addition, the openness of colleagues mainly influences the integration of migrants, who in their eyes are both new colleagues and for-eigners. Here, panelists cited two strategies to increase their openness. The first is a fair ex-planation of the need for foreign workers and the integration process of the employer. The second strategy could be the organization of events to create social encounters and get to know the other culture or the country of origin of the migrants. This could give migrants a voice and the locals might see more similari-ties than expected.

„Future qualification requirements on nursing and elderly care professionals” Society and health care are constantly changing, but what will they be Core tasks of nurses and nurses in the future? How should current curricula be adapted to prepare future caregivers for their tasks? This question was answered by Mrs. Judith Albinus and Mr. Kai Ziegler together with the participants at their table. The discussion started pretty quickly with a vision of the future. Dig-itization and robotics were key issues in the beginning. Almost all participants agreed quickly on one point: There should always be human-to-human support, since robots can not replace interpersonal interaction and people can not be replaced. Apart from that, the focus should be on maintenance, not on maintaining the machine. The benefits of increasing digitization and technology have also been taken into account: Doc-umentation is steadily increasing and nursing tasks are constantly changing. Robotics and digitization could therefore also bring relief. To ensure genuine human attention in all life situations, human care could increasingly become a service or even a luxury with more intercultural competences / soft skills. IT and care are still a bit opposite today. The adjustment should therefore be gradual. It is possible that technical content can be integrated into the nursing training. IT skills are required as well as manage-ment skills.

Another frequently discussed topic was the changes in the future nursing profession: It has been noted that many changes in the professional nursing world will take place. For example, these core competencies are shared in Europe and even around the world. This could also mean education of equal worldwide value, which would greatly facilitate the brain drain. Each country should follow common rules (Europe / World-wide) for the migration of nurses. Some participants believe there will be more speciali-zations and specialists in the care sector in the future than they are today. Additional qualifications would thus become increasingly important. To reduce uncertainty, different concepts of responsibility and autonomy of caregivers are needed. One participant had a desire for the future nurse: she should feel com-fortable and identify her own needs and an increase in the need for self-care competence.

"Our privacy matters – personal data within healthcare/pharmacy"

The topic of "data protection" was also pursued within the framework of the World Café. The ta-ble, hosted by Marcin Piëch, INTERPERSON-NEL Polska, addressed the following question: "Our privacy is important - personal health data / pharmacy" - personal data as a truly valuable product for the health / pharmaceutical market will the GDPR change the rules of the game? Today, our personal data is a very valuable prod-uct for many companies. It's no longer just about getting customers to where they are, quickly and directly. Today service and product providers

want to know what we buy, what we like, what our habits are. All this should increase sales by tailoring their products / services to our needs and expectations. This also applies to compa-nies and institutions in the health / pharmaceutical sector. However, in this case, our data is special because it provides information about our health contain. Therefore, they are consid-ered sensitive and should be processed and protected in a special way. At the same time, the data in question is particularly desirable because our health is a priority for most of us. There-fore, we invest heavily in their protection, which is why we stand for a decisive element of this market. On 20 May 2018, a Basic Data Protection Regulation (GDPR) came into force, which the

Processing of personal data. This law brings many innovations, in particular with regard to the obligations imposed on data processors, such as the need to take protective measures against cyberattacks that are on the rise. All this to better protect our privacy, especially when it comes to our health. Nonetheless, the experts who work daily in health care establishments emphasize that certain rules arising from the regulation are very difficult to implement. This is mainly due to infrastruc-ture and available resources (eg it is impossible to implement single rooms for all patients or to create information points). In addition, they note that one of the key aspects for the correct application of the new Regulation is the effective training of staff processing the data of the patients, in particular to prevent unlawful collection and dissemination practices of patient data to third parties Most of us are aware of the introduction of the new law and support this initiative. At the same time. We recognize that privacy in the medical-pharmaceutical field can not be fully complied with. It is important to strike a balance between respect for patients' rights, effective health protection and the market to which we belong. This is a long-term process that takes place in an ever-changing environment, from legal aspects to the Progress in technology and medicine is shaped.

"Universal educational programs of healthcare professions (according to core work tasks) in all of Europe. Fiction or a real possibility? " The table, hosted by Sabine Schwenk, 3s re-search laboratory (AT), offered participants the opportunity to take part in the "Universal educational pro grammes of healthcare pro-fessions" (ac-cording to core work tasks) in all of Europe. Fiction or a real possibility? " The first discussion focused on the belief that curricula are usually based on global regulations, but also on national specificities and to focus on the personal focus of lecturers, who in some cases can be very individual; B a geriatric nurse might pay more attention to his / her field. So these things have to be taken into account. Following this, the questions were raised as to whether a common nursing curriculum could theoretically be possible. Of course, there will be legal issues as many universities are self-governing and have certain preferences can emphasize. The largest part of the nursing profession in Europe is based on high school or university nursing schools. There are many differences in terms of actual care practice. For

example, in some EU countries, families / relatives need to provide basic services. The docu-mentation procedures vary greatly from country to country. In certain countries, care includes activities that are not included in other countries. It has been argued that although perhaps 80% of the nursing curriculum across Europe is similar and nurses need to perform all nursing activities, the actual work tasks can and will be named differently. In addition, a nursing curriculum is not just a list of topics, but also includes assessment methods that must be compatible with learning outcomes. It was concluded that at the moment it is almost impossible to have a common care plan, but that this would and could be a very interesting goal. The EU directive already has a very strong influence, because if universities and care institu-tions want their care certificates to be recognized by the EU, they must follow the guideline, which is a small step in the right direction. Some people said that from their point of view, it would be extremely difficult to have a consistent care plan across Europe, and one person even asked if this would make any sense.

As a next step, the group decided to make a list of pros and cons, which speaks in favor of a com-mon care plan and what speaks against it. Arguments for a common care plan are:

The guideline is very important because it already requires the same number of training hours (4,772 hours)

mobility of patients

the same care standards for patients, pa-tients would feel safer because they can travel all over Europe and need to be sure to have the

same quality of care (in some countries, you only get good care when you pay for it);

The EU makes us stronger when it comes to competing with other continents, a common curriculum would not only be good for recognition processes, but also a common quality standard, a prestige instrument;

Disadvantages or challenges of a common care plan, the participants saw in:

Differentiated legal framework

Differentiated education systems

Different cultures (eg attitude towards learning outcomes) be used to certain educational pathways

How to train all current nursing professors / teachers to teach a new common curriculum? How should this be assessed?

Difficulty of complete complete types of curriculum descriptions, e.g. In some countries the curricula are very long and in others very theoretical; they are already based on learning outcomes.

After some discussion rounds with different groups of people, it became clear that the majority of the panelists supported a common curriculum. However, many have argued that you would always need a certain amount of "national curriculum components", such as: B 10%. This can be legal issues, but also communication problems or the fact that in some countries elderly care is still organized by families and not in others. It also became clear that it would be very important to define what the word "syllabus" means, which can mean many different things. After a brief discussion, the group decided that a future common "curriculum" with learning outcomes descriptions ( according to the EQF).As a final statement it was decided that a joint care plan would require a lot of experience with the people who want to develop it. A consensus would have to be between the different ones Countries that need very good project manage-ment skills to achieve this. Another opinion was that it might be the best idea for A future common curriculum would be to do so on a voluntary basis as a start, not in a com-pulsory manner. It would also be very important to have good marketing, so that this syllabus would have a very good name / image.

"Competences in care can be gained in many different ways" The starting point of all discussions at the ta-ble, moderated by Ms. Sandra Bohlin-ger, was that competencies in nursing can be gained in many different ways. In addition to formal education, they can also be acquired through family care, volunteer services or other non-professional care. But how can skills acquired in this way be integrated into training paths in order to make the best pos-sible use of them? What are the challenges?

What are the possibilities? Diners began discussing whether and how recognition of informal, non-formal learning, caring for relatives, and volunteering regarding formal qualifications in care and care for the elderly could be recognized. The participants discussed and provided several examples: In Austria recognition is possible, but only in relation to the change from assistant nurse on the second level to assistant nurse on the second level, ie below the level of registered nursing. However, this possibility seems to exist only on paper, the participants were none practical examples of the application of this Regulation. In addition, there is no way to accept non-formal or informal learning or volunteering as part of a formal qualification for admission as a nurse. In the United Kingdom, recognition is only possible with regard to care for the elderly. This recognition is granted by private education providers and linked to the National Qualifications Framework.

However, there is no connection in terms of care, as nursing and the elderly are strictly sepa-rated. In Germany, there are several ways to reduce the training time of nursing staff and geriatric nurses. However, this is only possible for those who have previously obtained a formal quali-fication. For example, a three-year nursing education can be shortened by one year if the applicant has passed the nursing assistant examination, which consists of one-year training. Some training providers also offer non-formal training in the care of relatives, babysitting or identification of asylum seekers' ability to submit their documents have lost. However, there are no opportunities to recognize previous learning acquired outside of formal education and training. In Serbia there are no exceptions and all nurses have to get the formal qualification path and pass all tests and exams. The systems are very strict in terms of licensing and train-ing. All groups represented at this table came to the conclusion that recognition of prior learning outside formal education is not possible in their countries. They agreed that the legal provisions needed to be changed to allow for such opportunities.

“Cultural diversity and globalisation within nursing and el-derly care“ "Cultural Diversity and Globalization in Nursing and Care for the Elderly," was the theme of Lucyna Płaszewska's table. Żywko, Jagiellonian University from Kra-kau, Poland. The cul-tural diversity among the patients / clients as well as the nursing staff decreases as part of a general Global migration trends across Europe and globally increasing. But how does this in-creasing cultural diversity affect care? The topic was discussed in small groups of participants who made a valuable contribution to the discussion. The main themes identified focused on several aspects: 1. Migration and globalization are the facts and we need to adapt to these phenomena. They have advantages, but they also bring challenges. 2. Positive facts about globalization and migration:

cultural diversity enriches us (sensitivity for people from different cultures)

Migration and globalization create the opportunity for development - both for Health pro-fessionals as well as the general population,

It can reduce nationally oriented thinking.

3. Difficulties related to cultural diversity and migration:

language barriers, including subject jargon and dialects, various patterns of non-verbal communication,

Difficulties in adequately assessing the health and needs of the patient / client, lack of properly translated patient / client assessment tools,

Barriers in communication between men and women, such as the nursing of men by a nurse

Related to dressing (for example, Muslim female nurse traditional clothing my cause discomfort to the patient). 4. Challenges There are needs for:

curriculum development - for both health care professionals and nurses (language courses, cultural diversity education and its impact on health care, methods of implementing culture-consistent care),

Population education, especially young people in schools, the need to integrate cultural diversity issues into school education programs,

new legal regulations,

recruitment policy of hospitals and geriatric care facilities towards patients / clients, eg. Creation of the environment suitable for people from different cultures, adaptation of med-ical procedures and treatment methods that respect the rights of patients / clients from different cultures and religious backgrounds.

5. The positive examples of culturally congruent care:

A hospital in Australia that has created environment, food etc. for people from different cultural backgrounds;

Some hospitals in Europe have a policy towards people from different cultures.

“Technological process“ The last table of the World Café, moderated by Mrs. Dimitra Rousvanidou, dealt with the technological progress in the care. All partic-ipants agreed that even technological pro-gress is amazing and very innovative. The human touch is not replaced by this techno-logical equipment. Except to facilitate remote problems in several countries with islands or mountain areas, e.g. Telemedicine, and a so-lution for lone-living, elderly people, such as emergency buttons, nurses and

Nurses, this will continue to be present in the health care system. There is a need for adaptation of study and vocational training, given all these changes that the future will bring. The junior healthcare professionals should improve their operational and intellectual capacities to either manage the new technological equipment in order to use it efficiently. It will be important to restructure the education and study of nurses and also to provide a permanent lifelong training integrate to counter new developments. As shown in an evaluation following the conference, the event fulfilled the interests of the par-ticipants and provided them with new and relevant information for their work. The participants also informed about integrating the relevant results of the event into their daily work. All in all the network event has been very well received and very good evaluated. Further activities of this kind have been requested in order to further exchange discuss and learn with and from each other!