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... and thus, always in touch with the latest trends. Much has been achieved in the field of training and continuing education since 1891, but Siemens has remained at the forefront of knowledge.
We at Siemens firmly believe that every individual is entitled to access to education and this principle guides our actions. Over the past 125 years, some 160,000 people in Germany have undergone training with Siemens. In FY 2016 we serve 11,428 apprentices and students – 6,735 for Siemens and 2,457 for third parties in Germany and another 2,236 for Siemens in about 20 more countries – making us one of the largest and most innovative providers of professional education for secondary-school graduates in the world. Siemens invests 239 million Euros per year in training – 189 million Euros in Germany alone.
Siemens is one of the leading companies in the digitalization industry. Our employees work intensively to successfully achieve the challenges of digitalization. This development changes the working environment and therefore becomes an extensive part of an innovative and future-oriented training of employees. Consequently the Siemens Professional Education (SPE) has set the goal to pave the way for future employees meeting the standards of digitalization.
In that process 25 digital competencies could be identified, including: cloud-computing, machine-to-machine-communication, network technology, identification systems, sensors, robotic and embedded systems.
Even though the impact of digitalization is very diverse, the basic training methods still remain essential – however, consequent adjustments to the digitalization are mandatory.
Apart from the content-related adjustments, the digitalization also influences the way of knowledge transferring, meaning the “digitalization of learning” in didactical processes.
The aim is to provide junior employees with custom-fit competencies while leading them with reasonable and innovative learning processes to their professional skills.
In addition to commercial and technical training as well as dual-study opportunities in Germany, the Europeans@Siemens program, launched in 2012, invites 30 young talents from Europe each year to sign up for apprenticeships with Siemens in Berlin.
Thanks to a wide range of programs, we are also able to support people from challenging social backgrounds. Since 2008, 10% of our trainee positions and dual-study opportunities have been made available to young people from disadvantaged backgrounds, for example, students with poor grades or a migrant background. A quota is also reserved for people with disabilities.
Siemens Professional Education actively supports refugees in Germany and is currently preparing more than 60 refugees for professional education. Just under 60% of all trained refugees have moved directly into training courses, while the remaining 40% are looking at very good job prospects. This innovative program will be stepped up substantially in 2017 with 100 refugees.
Second place for Siemens partner school program -SCHULEWIRTSCHAFT-award “great potential”
The Siemens AG was awarded the second prize in the category “large companies” by the parliamentary state secretary Iris Gleicke on account of Siemens’ various activities in the partner school program in Germany.
In her eulogy the state secretary particularly underlined the nationwide engagement of the Siemens AG: Students, teachers and job counselors as well as the wider public are sustainably informed and supported regarding the interface between school and job. Gleicke: “The extensive and nationwide total package was very impressive.”
Quality and innovation
Dual training is the perfect combination of theory and practice: In addition to the learning theory, trainees and/or dual students simultaneously gain valuable experience on the job and first insights into their career planning.
As a talent forge, Siemens is currently in the process of establishing the successful dual-training model outside of German-speaking culture. Drawing on the experience gained in Germany, Siemens is building training centers abroad. However, the principle – theoretical study, applied learning and on-the-job experience – is adapted to local educational policies.
When winning major contracts abroad, Siemens is committed to creating local training opportunities, for example, in Egypt and India. Siemens Professional Education therefore increasingly supports Siemens business success abroad through a wide range of training activities. It goes without saying that Siemens aims to win promising talents for one of our own sites.
Crowds of visitors and a great deal of interest in dual vocational education and training at Siemens – the company’s participation in the first European Vocational Skills Week in December 2016, with events in nine countries, was a great success. The highlight that concluded the campaign week: together with Siemens’ Chief Learning Officer, Thomas Leubner, a team of apprentices from all over Europe presented EU Commissioner Marianne Thyssen a replica of Brussels’ Atomium that they had built themselves. As part of the events in Europe, EU Commissioner Günther Oettinger visited the Siemens Training Center in Berlin. There he met up with the Siemens Managing Board member Janina Kugel, who accompanied him through the Center and gave him the opportunity to exchange ideas with apprentices.
We focus on designing training solution, which enable young people to cope with technological change and provide them with specific skills that will be in demand in their future careers.
Each year, Siemens invites some 30 promising young talents to Germany to sponsor their dual vocational education and training (technicians in electrical/electronic engineering or mechatronics). Upon successful completion of their apprenticeships, they return to their home countries and start their careers at a local Siemens site. The program was expanded for candidates from Africa, for example from Egypt or South Africa.
Participants communicate in all languages, but they have also learned to speak German so well that they passed their exams with good grades!
Now, more than ever, companies are called upon to fulfill their role as corporate citizens. And at Siemens, we accept this role without reservation or restriction. We are convinced that a company is only entitled to exist if it creates sustainable value for society over the long term.
Siemens Austria has received the Diversity award for outstanding achievements in apprentice training. The National Award "Best companies in apprenticeship training – Fit for Future" is bestowed in 3 categories by Austria’s Federal Ministry of Economy.
We support young migrants by providing internships and special classes to facilitate their entry into the job market.
This program provides people in difficult situations with the opportunity to gain access to the job market.
Education is the most powerful weapon which you can use to change the world.
Since 2014, students in Mvezo, South Africa, have been able to enroll in the Mandela School of Science & Technology. The secondary-education project is a bid to help combat social inequality and youth unemployment, while promoting a more inclusive, more environmentally-friendly economy.
Our largest sustainability project to date fulfills the dream of Nelson Mandela to build a secondary-education school for his hometown.
Commitment to the company
Our education program is not limited to training the next generation. Our employees also enjoy a wide range of training opportunities. Especially in this fast-changing job market, everyone should be free to develop their interests and skills. Only by providing these options will a company be able to retain its talents long term.
We encourage employees at all our sites to build their competencies and qualifications. In fiscal 2016, we invested around 270 million Euros in continuing education (without travel expenses), which equals about 775 Euros per employee. The effective and efficient building of competencies – a guarantee we extend to all our employees – is specifically designed for Siemens activities. Because we consider continuing education a part of human resources development as well as our corporate culture, training is free for employees and the time they invest in pursuing it is on the clock.
To ensure a broad training portfolio, there are several participating Siemens initiatives. The “Siemens Learning Campus” offers trainings for all employees and supports them in building their competencies. Leaders receive support in developing their teams; those responsible for entire business units receive support for strategic steps and change processes. The “Siemens Leadership Excellence” (SLE) program is aimed at current and future executives. In addition, the individual business areas themselves share knowledge on technologies and products.
Our employees, too, share their know-how with coworkers all round the world by publishing self-made videos on an intranet video platform. Their efforts are flanked by an intranet social-media platform that facilitates the exchange of knowledge and networking across the company.
The Siemens Core Learning Programs stand at the core of our competency-building initiatives for employees. They are geared specifically towards operations at Siemens, such as sales, project management, procurement, research and development, and manufacturing.
Our currently 29 programs are uniform throughout the world and build on each other. The acquired qualifications are internationally comparable and provide employees with career opportunities across the entire company, thus supporting and promoting systematic personnel development throughout Siemens.