Wide coverage and strong pertinence
Siemens has a perfect talent training plan (see Figure 4-5), which basically covers the training of business skills, communication skills and management skills, ensuring a large number of production, technical and management talents before formal work, and constantly updating employees' knowledge, skills and management capabilities. Training has enabled Siemens to maintain the high quality of its employees for many years, which is one of the sources of its strong competitiveness.
1, the first vocational training: training technicians.
As early as 1992, Siemens set up an "Apprenticeship Fund" dedicated to training workers. These funds are used to absorb some young people 15 to 20 years old who have not entered the university after graduating from high school and participated in the first vocational training of enterprises for about three years. During this period, students should receive dual-track education: work five days a week, including three days of job training in enterprises and two days of learning knowledge in vocational schools. Because of the combination of theory and practice of the first vocational training, it provides an effective guarantee for young people to enter enterprises, and it is also very popular among young people. Now the company has more than 60 training places around the world, and the annual training funds are nearly 800 million marks. At present, there are 10000 apprentices who have received the first vocational training in Siemens, accounting for about 5% of the total number of employees. They learn business knowledge and technology, and can work directly in the production line after graduation. Apprentices trained by Siemens can also work in other factories unconditionally.
The first vocational training ensures that employees have a higher technical level and professional quality when they formally enter the company, laying a solid foundation for the long-term development of the enterprise.
2. University elite training: selecting management talents.
Siemens plans to receive about 3000 college students from all over the world every year. In order to make use of these valuable talents, the company has put forward a training plan for university elites.
Siemens strengthens communication with college students and enhances its attraction to college students. The company has established close ties with universities in various countries, arranged activities for students and teachers, and provided free practice places and teaching places, and held reports. Siemens awards more than 300 scholarships in key universities every year, and provides guidance and help for students to find jobs after graduation.
University graduates who enter Siemens must first accept a comprehensive assessment, which includes not only professional knowledge, but also practical work ability and team spirit. The company arranges suitable jobs according to the assessment results. In addition, Siemens also selected 30 top students from college students for special training to cultivate their leadership skills. The training time is 10 month, which is divided into three stages. In the first stage, let them be fully familiar with the situation of the enterprise and learn to obtain information from the Internet; In the second stage, let them work in some business fields, be fully familiar with the products of this enterprise and strengthen team spirit; In the third stage, it is assigned to subordinate enterprises (including overseas enterprises) to undertake specific work and gain practical experience and knowledge and skills in practical work. At present, Siemens has more than 400 such "elites", of whom 1/4 is receiving overseas training or working abroad. The university elite training program reserves a large number of managers for Siemens.
3. On-the-job training for employees: improving competitiveness.
Siemens attaches great importance to on-the-job training of employees, and 60% of the company's annual training fee of 800 million marks is used for on-the-job training of employees. There are two main forms of on-the-job training and continuing education for Siemens employees: Siemens management course and on-the-job training employee retraining plan, among which management course training is particularly unique.
Siemens middle school management course is divided into five levels. Each level of training is based on the previous level of training, and the acquired skills are improved from the fifth level to the first level in turn.
The fifth level is aimed at employees with management potential. Through the training of management theory courses, improve the self-management ability and team building ability of participating companies. The training content includes Siemens corporate culture, self-management ability, personal development plan, project management and team coordination skills to understand and meet customer needs.
The fourth level training is aimed at junior managers with great potential. The purpose of training is to prepare participants for junior management. The training content includes the completion of comprehensive projects, quality and production efficiency management, financial management, process management, organizational construction and team behavior, effective communication and network.
The first level is called Siemens for counseling and training. Trainees also become managers who have held or may hold important positions. The purpose of training is to improve leadership. The training content is also specially arranged according to the students' situation. Generally speaking, it is based on management knowledge and Siemens' business needs.
By participating in Siemens management course training, employees who are engaged in management work or have management potential in the company have an excellent opportunity to learn management knowledge and participate in management practice. These courses improve participants' ability to manage themselves and others, benefit from cross-functional communication and transnational knowledge exchange, establish close internal network links among company employees, enhance the competitiveness of enterprises and employees, and achieve the purpose of developing employees' management potential and cultivating company management talents.
In a sense, it is this powerful training system that has created Siemens' brilliant achievements.