To streamline our training offerings and to gear them more closely to our actual needs, we have merged our employee and management competency building and development programs into a single service unit, Learning Campus (LC). The Learning Campus continuing education measures are based on the specific business needs of Siemens. To ensure that this is the case, our learning organizations maintain close contact with the operating units and actively involve them in the design of the training offerings. In this way, we guarantee effective and efficient competency building for all Siemens employees.

Besides classical employee training methods such as seminars, workshops and coaching, the Learning Campus offerings also target teams, departments, organizational units or specific audiences throughout the Company. For example, in the form of custom workshops, change management projects, competency management in organizations, or the worldwide rollout of key corporate topics, such as e-learning campaigns.

A central element of competency development for our workforce are the global Siemens Core Learning Programs. They are designed specifically for Siemens activities performed by, for instance, sales managers, project managers, software architects, and buyers. The programs are uniform throughout the world and build on each other, thus supporting and promoting systematic personnel development within the Company. For example, four learning programs map the development path from project member to project manager, then to senior project manager, and finally to project director. The acquired qualification is internationally comparable and provides employees with opportunities for career development throughout the Company. Currently, 25 Core Learning Programs of this kind are on offer. Last year 3,696 employees from 70 countries signed up for the programs.