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

Page 1: Introduction

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Siemens is a leading technology business and one of the largest electrical and electronics engineering companies in the world. In the UK, it employs over 20,000 people and is in the top three electrical and electronics companies in the world. It has been a pioneer in innovation since 1843 when Siemens installed the first street light in Godalming, Surrey. In 2006, Siemens UK invested over...
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Page 2: Identifying training needs

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For a business to be competitive, it is important that it has the right number of people with the right skills in the right jobs. Workforce planning enables Siemens to audit its current staff numbers and the skills it has in place as well as identify where it has skills gaps needed to meet its business objectives. For instance, Siemens is relocating its main plant in Lincoln to a bigger site...
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Page 3: Training

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Training involves teaching new skills or extending the skills employees already have. There are two forms of training. As well as induction training, where new employees learn the basic information they need to begin working, Siemens has three main development programmes designed for 'Entry Level Talent', i.e. those beginning their career with Siemens after...
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Page 4: Development

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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...
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Page 5: Evaluation of training and development

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Well-trained employees provide a number of benefits that contribute to a business' competitive advantage. To measure the effectiveness of its training and development, Siemens uses an appraisal system, known as a Performance Management process. Employees and their line managers agree objectives at the beginning of a placement and progress is then monitored formally and informally throughout the...
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Page 6: Conclusion

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Training and development helps the growth of a business. Siemens has a clear focus on having a well-motivated and trained workforce. The company needs to have motivated and confident staff who have up-to-date skills in order to remain competitive. In addition, well-trained staff are an asset to the business and help to retain customers. Well-trained staff who remain with the business mean...
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