Siemens' multi-level training system

covers a wide range and has strong pertinence

Siemens has a comprehensive talent training plan (see Figure 4-5), which basically covers the cultivation of business skills, communication skills and management skills, so that new employees of the company have high business ability before they officially start work, ensuring a large number of production, technical and management talent reserves. 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. First vocational training: training technical talents

As early as 1992, Siemens set up an "Apprenticeship Fund" dedicated to training workers. These funds are used to absorb some young people aged 15 to 2 who did not enter the university after graduating from middle school and participate 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 the theory and practice of the first vocational training, it provides an effective guarantee for young people to enter the enterprise, and it is also very popular among young people. Now the company has more than 6 training places around the world, and the annual training funds are nearly 8 million marks. At present, there are 1, apprentices receiving the first vocational training in Siemens, accounting for about 5% of the total number of employees. They study 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 will have high technical level and professional quality when they formally enter the company, which lays a solid foundation for the long-term development of the enterprise.

2. elite training in universities: selecting management talents

Siemens plans to receive about 3, college students around the world every year. In order to make use of these precious talents, the company has put forward the elite training plan in universities.

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 Company awards more than 3 scholarships in key universities every year, and provides guidance and help for students seeking jobs after graduation.

University graduates who enter Siemens must first accept comprehensive assessment, which includes not only professional knowledge, but also practical work ability and team spirit. The company will arrange appropriate jobs according to the assessment results. In addition, Siemens also selected 3 top students from college students for special training to cultivate their leadership skills. The training time is 1 months and 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 their team spirit; In the third stage, they will be 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 4 such "elites", and a quarter of them are receiving overseas training or working abroad. The University Elite Training Program reserves a large number of managers for Siemens.

3. On-the-job training of employees: improving competitiveness

Siemens pays special attention to on-the-job training of employees, and 6% of the company's annual training fee of 8 million marks is used for on-the-job training of employees. There are two main forms of on-the-job training and further education for Siemens employees: Siemens management course and on-the-job training staff retraining plan, among which management course training is particularly unique.

The course of Siemens Secondary School Management is divided into five levels. The training at each level is based on the training at the previous level, and the skills acquired from the fifth level to the first level are improved in turn.

the fifth level is aimed at employees with management potential. Through the training of management theory course, 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, team coordination skills to understand and meet customer needs.

the training target of the fourth level is junior managers with high 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 networking. The first level of

is called Siemens executive course training. The trainees have 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 situation of the participants. Generally, it is formulated according to the management knowledge and the business needs of Siemens.

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 connection among company employees, enhance the competitiveness of enterprises and employees, and achieve the purpose of developing employees' management potential and training company management talents.

in a sense, it is this powerful training system that has made Siemens brilliant achievements.