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

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Page 2: Identifying training needs

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 outside the main city. This will require new skills for the work to be done there. A plan has been constructed to analyse which skills the company has and what training will be needed for staff to use the new technology in the new location.

Siemens needs new skills for many reasons:

  • to maintain competitive advantage, in ensuring Siemens has people with the right skills to develop new technologies and innovations
  • to ensure Siemens has a pipeline of talent and minimal knowledge gaps, for example, due to retirement
  • to fill a gap following the promotion of existing employees

Siemens is a business focused on innovation. This means it needs to anticipate and respond to rapid changes in the external business environment. For example, climate change and the growing emphasis on its carbon footprint has massively increased Siemens focus on wind turbines and renewable energy sources to address this.

Siemens needs to attract employees with the appropriate skills, either by recruiting people into the organisation or by training existing employees to develop more skills.

A recent example of opportunities is the forthcoming 2012 Olympic Games in London.  Siemens helped advise the Olympic bid and has great opportunities in providing security, healthcare provisions, media and communications technology for the Games. If it wins the bid for these provisions it will need to ensure it has the right people to deliver results.

Siemens | Training and development as a strategy for growth
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