Training and development as a strategy for growth
A Siemens case study

Page 4: Development

The costs of recruiting staff are high. It is far more cost effective to keep good staff. Siemens need well-trained employees with good key skills and capabilities, especially communication and team working skills.

This gives Siemens a competitive advantage as employees will be more flexible, adaptable to change and be more creative and innovative. They do their jobs better and are able to develop into other roles in the future.

Siemens implemented the Siemens Graduate Development Programme in 2005, as a means of developing graduates with the essential skills set they need in their everyday role and to equip them for a long-term career at Siemens.

Every graduate that joins Siemens, regardless of role or location joins the 2 year programme. This consists of 9 modules including team working, customer focus, project management, communication skills, and business writing. The training is hosted at a number of Siemens sites, so graduates get exposure to different parts of Siemens, learn about the business, and network amongst the graduate population.

By improving the development opportunities, employees feel the company values them.

The motivation theories of Herzberg and Maslow show that staff work better when valued. This delivers long-term commitment and ensures benefits to the company.

Siemens | Training and development as a strategy for growth



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