Smart autos need to process and react to different types of stimuli from the surrounding environment. This data sensing and processing is performed with the support of different sensors, gathered data and the proper hardware platform to process the received data and react properly to the simuli whenever required. This project targets audio stimuli and considers two important challenges: Processing and localisation of the Audio signal based on the classic as well as deep learning methods

Robert Bosch Energy and Body Systems Kft. was founded in Miskolc in the summer of 2003. We are in charge of producing automotive components and electronic gears. We are continuously introducing new products from air-condition equipment and electric motors to wiper systems, therefore our headcount also keeps increasing. Being one of the largest Employers in region we have a constant need for technicians and skilled labourers with targeted knowledge. For this reason the executive manager of our company signed a long-term agreement on August 31, 2011 with the Mayor of Miskolc as a City of County rights. The aim of the strategic partnership is to renew the vocational training in order to train for technicians and skilled labourers with up-to-date theoretical and practical knowledge in the MSZC Andrássy Gyula Vocational High School and Vocational Secondary School. The agreement stipulates the intention of BOSCH and the Municipality of Miskolc to collaborate in establishing a flexible vocational training offer adapted to the requirements of the industry as well as state of the art education al materials from entrance exam procedures to examination. Accordingly, our company founded the TGA – dual educational workshop in September 2011, where we provide practical training for the students. In the framework of the BOSCH Technician Program the 2-year mechatronic technician vocational training was launched in September 2015 (OKJ: 54 523 04). Our primary task is to transfer soft and hard skills and knowledge belonging to the profession. The students should learn about the minimum experience and behavioural forms that are essential during their professional practice and also in the working world. By the end of the training they must obtain high level, modern professional knowledge and our objective is to improve individual competencies.Dual education in Germany has a 100 years tradition. They train professionals since the 60’s on the modified requirements needed from them: self-sufficiency, susceptibility to new techniques, analytical thinking, cooperation ability, planning and decision making. They have conducted several experiments, the best solution of which was the implementation of the project system. Self-controlled learning assumes a brand you relationship in the teacher-student relation. The educational thematic of the TGA center in Bühl that belongs to our company group is also built on the project mindset. We strived to study, discuss and understand the application of the German method, in order to be able to transfer it to our own thematic. The practical training of the freshly introduced mechatronic technician dual education was made more colourful and enriched with the methods and practices seen, heard and experienced there.The trainer and student mobility action that we applied for was supporting us in reaching our above targets, which we split to several turns due its work organization and significant motivational strength. Our initial trainer headcount in dual education was 4 people, which has by now increased to 6. The management of our company decided for all trainers, who participate in dual education should take part in the mobility program by keeping the supported expenses unchanged and by this ensuring that all trainers learn and understand the operational mechanism of the mechatronic dual education in Germany. The trainer mobility, where the trainers attended the two-week study trips in pairs, was planned for October 2015 and January 2016. The duration of our student mobility was 30-31 days, where 6-6 mechatronic technician students participated also in two turns. During their practical training our students were cooperating with the German students in teamwork, getting familiar with the practical tasks of the German mechatronic technicians, produced a complete mechatronic finished product together, which our company purchased from the German trainer as a product of our activities and delivered home to integrate this system in our local training system. This tool is the visible and tangible product of the entire mobility project. As an impact of the project our vocational training activity has been revived, thanks to which we are commencing the direction of changes targeting international opening. As a result of the project we satisfy our labour requirement for well-trained labour with high-standard vocational skills, which in turns helps us to keep our competitive edge. The self-image and self-awareness of students participating in mobility project is also realized and their identity-awareness, study results, dedication to their profession and their responsibility also improve. They become more open and tolerant. They learn to take initiative, adapt to their colleagues and work in teams. The professional competencies of our trainers improve, and their satisfaction and motivation also increases.

"The aims of the Robert Bosch GmbH are based on the written and for all staffs generally valid so called ""house of orientation"" that describes the values of our enterprise. Beneath many others, the value of ""cultural variety"" as well as the core competencies ""being globally present"" and ""personal development"" have main importance as a bare of our daily actions. Moreover the Robert Bosch GmbH established a guideline that is binding for every Bosch training department. This guideline describes that it is an essential target to ""promote the mobility of our future skilled employees"". To achieve this aim we offer our apprentices the opportunity of ""being send to one of our Bosch partner locations in Germany or abroad"" as we as we promote their knowledge of foreign languages"", Furthermore, blindness should be counteracted. The young employees should realize that ' the Robert Bosch GmbH consists of more than one plant. The exchange shows the variety of products and know-how is generated by get to know different manufacturing processes and techniques. Another important fact is the increase of attractiveness of starting a training at the Robert Bosch GmbH by having the opportunity to be delegated to a facility abroad and to learn a lot about a foreign culture. Because of the demographic change there are less and less young people, who start a training in a company after having finished school. As a consequence for the companies there are less skilled employees This Ieads to a hard competition between the companies about getting the best of the school-Zeavers. These young people often also make their decision for a company based an additional possibilities like a delegation. Four our apprentices there are also other important goals to achieve. For them the delegation is a big challenge, especially because of the modified circumstances they have to face. Moreover for them it often is the first longer absence of their family and their home. Often named reasons for our apprentices are things Iike the unfamiliar food, maybe lower hygiene standards and the absence of family, partner and friends as well as the absence of hobbies and their Sport Clubs for example. Our apprentices stay about 2 to 8 weeks abroad depending on which country they are delegated to. We chose a relatively short time period for the delegation, because a longer time period would on the one hand mean that our apprentices would miss too many school Iessons and an the other hand a longer time period would mean too many additional costs. We choose our partner facilities for the Erasmus + project within the Bosch group. These facilities are in contact with our plant already for a long time, This simplifies the vocational adjustment, because the supervisors of our apprentices abroad already know the Bosch culture and the Bosch values. The apprentices have a Iocally contact person, whom they can address if they have questions or any problems to salve. Being an their own however, the search for identity and the self sufficiency of the apprentices is being promoted. Their language skills can also be improved by consistently communicating to their colleagues abroad. They are also attain intercultural competence, as they get a glimpse into a different culture with different values, attitudes, etc. and/or get knowledge about previously unknown ways of working. Furthermore the apprentices can improve their professional skills by getting done the several talks at the partner facilities and can appliance those professional skills after have returned to our plant. With the increasing globalization it is essential to communicate the importance of flexibility and mobility at the workplace already at the apprenticeship."

MUSE-COM^2 aims to develop and validate a novel system for AI-empowered multimodal communications considering semantics of individual modalities jointly optimized with the processing of the modalities in multi-access/mobile edge computing (MEC) servers. Unlike conventional semantic and goal-oriented communications, the inclusion of information processing in MEC imposes new challenges related to the impact of information carried in individual modalities on the MEC processing outcome. The goal is to obtain a coherent framework jointly reducing the amount of information carried over the wireless links and subsequently processed in MEC; thus, saving not only radio and computing resources, but also energy while leading to the same outcome of the MEC processing. Since various modalities carry information about the same object, a redundancy in transmitted data for individual modalities will be identified and analyzed using AI. The AI training itself is typically a very complex and time/energy consuming process. Hence, we will also optimize the AI training to improve its efficiency and to reduce its energy consumption. Furthermore, we will design AI-based solutions managing jointly communication and computing considering the semantics of individual modalities to improve the overall system performance. The project targets a multi-disciplinary approach that combines elements of AI and communication systems. Consequently, our research approach will involve a combination of computational modeling, experimental studies, optimization, and data analysis. The developed system will be widely tested and validated in the lab and, then, the system will be demonstrated in the real-world environment in the facility of the industrial partner of the project. We target a practical industrial use-case focused on a production line monitoring and an evaluation of the products’ quality. The efficiency of the developed system will be assessed in terms of the targeted KPIs, especially energy savings for communications, computing, and AI training. MUSE-COM^2 will address challenges for traditional networks with respect to their design, deployment, operation and optimization to reduce power consumption related to communication and computing in line with the call. This will be facilitated via joint multimodal semantic communication and computing exploiting artificial intelligence and machine learning techniques implemented in wireless communication systems to improve network management and resource allocation. The following topics expected in the project call are targeted in MUSE-COM^2: - Design of AI-enhanced techniques for resource optimization in Radio Access Networks (addressed in Tasks T3.2, T3.3, and T4.2); - Implementation of ML in physical layer signal processing (T3.2, T3.3, and T4.2); - Development of software techniques to improve energy efficiency in wireless networks (T4.3); - Design of protocols for reliable AI-based Edge processing (T3.3 and T4.2); - Generation and assurance of reliable training data for ML (T3.1 and T4.1); - Development of open-access testbeds (T4.3 and T5.1); - Design of use-cases to take advantage of these technologies (T2.1). In line with the call, MUSE-COM2 will make all the data, protocol description, and software needed to reproduce experiments publically available.

"The aims of the Robert Bosch GmbH are based on the written and for all staffs generally valid so called ""house of orientation"" that describes the values of our enterprise. Beneath many others, the value of ""cultural variety"" as well as the core competencies ""being globally present"" and ""personal development"" have main importance as a bare of our daily actions. Moreover the Robert Bosch GmbH established a guideline that is binding for every Bosch training department. This guideline describes that it is an essential target to ""promote the mobility of our future skilled employees"". To achieve this aim we offer our apprentices the opportunity of ""being send to one of our Bosch partner locations in Germany or abroad"" as we as we promote their knowledge of foreign languages"", Furthermore, blindness should be counteracted. The young employees should realize that ' the Robert Bosch GmbH consists of more than one plant. The exchange shows the variety of products and know-how is generated by get to know different manufacturing processes and techniques. Another important fact is the increase of attractiveness of starting a training at the Robert Bosch GmbH by having the opportunity to be delegated to a facility abroad and to learn a lot about a foreign culture. Because of the demographic change there are less and less young people, who start a training in a company after having finished school. As a consequence for the companies there are less skilled employees This Ieads to a hard competition between the companies about getting the best of the school-Zeavers. These young people often also make their decision for a company based an additional possibilities like a delegation. Four our apprentices there are also other important goals to achieve. For them the delegation is a big challenge, especially because of the modified circumstances they have to face. Moreover for them it often is the first longer absence of their family and their home. Often named reasons for our apprentices are things Iike the unfamiliar food, maybe lower hygiene standards and the absence of family, partner and friends as well as the absence of hobbies and their Sport Clubs for example. Our apprentices stay about 2 to 8 weeks abroad depending on which country they are delegated to. We chose a relatively short time period for the delegation, because a longer time period would on the one hand mean that our apprentices would miss too many school Iessons and an the other hand a longer time period would mean too many additional costs. We choose our partner facilities for the Erasmus + project within the Bosch group. These facilities are in contact with our plant already for a long time, This simplifies the vocational adjustment, because the supervisors of our apprentices abroad already know the Bosch culture and the Bosch values. The apprentices have a Iocally contact person, whom they can address if they have questions or any problems to salve. Being an their own however, the search for identity and the self sufficiency of the apprentices is being promoted. Their language skills can also be improved by consistently communicating to their colleagues abroad. They are also attain intercultural competence, as they get a glimpse into a different culture with different values, attitudes, etc. and/or get knowledge about previously unknown ways of working. Furthermore the apprentices can improve their professional skills by getting done the several talks at the partner facilities and can appliance those professional skills after have returned to our plant. With the increasing globalization it is essential to communicate the importance of flexibility and mobility at the workplace already at the apprenticeship."