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

Page 5: Evaluation of training and development

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 placement. This helps to focus everyone on the developing needs of the business.

Annually, the results form the basis of a staff dialogue where the employee's manager reviews the progress towards the objectives that have been set. Feedback is discussed with the employee and any development needs are captured in order to decide appropriate training. Together, new objectives for the following year ahead are set. In some instances, appraisals are linked to pay reviews. In these cases, pay rises depend on employees meeting or exceeding their objectives.

There are several benefits for Siemens in using appraisal. It can:

  • ensure that all training is being used well and for the best interests of the company
  • keep all staff up-to-date in a fast changing business
  • make sure that staff are well motivated
  • get feedback from staff on changes
  • make sure staff are involved in changes.

Siemens | Training and development as a strategy for growth



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