Siemens 2011 Annual Report Download - page 69

56 Use the power of Siemens
Unleash the strengths of
82 an integrated technology company
57 Encourage lifelong learning and development
58 Empower our diverse and engaged people worldwide
60 Stand for integrity
57
10,000 young people
are currently enrolled in vocational training programs
and university-level work-study courses at Siemens.
www.siemens.com/career
g. Encourage lifelong learning
and development
One of our greatest strengths is our outstanding work-
force. Our employees’ expertise, skills and dedication
have made Siemens the company it is today. Building on
this foundation, we’re aiming to grow even further. And
one means to achieving this strategic end quickly and
effectively is continuous learning, which not only en-
hances our people’s knowhow but also directly fosters
their pioneering spirit, initiative and willingness to as-
sume increasing responsibility.
In fiscal , we invested roughly €251 million, or about
€608 per employee, in our employees’ training and con-
tinuing education. All around the world, we give our
people at all levels the chance to fully develop their po-
tential.
This begins with our young new employees, whom we
prepare for their tasks in the global competitive arena
with training programs worldwide. In Germany, we’re
one of the largest private providers of vocational train-
ing programs and professional training within the coun-
try ’s work-study system. Further information on our
training and education programs is available at
www.siemens.com/career.
We’ve also developed international programs that are
helping our regional units in many countries train their
own employees and recruit new hires. For example, our
International Employee Development Program (IEDP)
provides new employees at our Regional Companies in
Brazil, China, India, Italy, Mexico, the Czech Republic
and the U.S. with training geared specifically to the
responsibilities they ’ll assume when they return home.
The Siemens Mechatronic System Certification Program
(SMSCP) integrates modules from our training system
in Germany into existing programs at colleges and uni-
versities elsewhere – acquainting students from around
the world with Siemens products and technologies
early on.
As part of our education offerings, uniform Core Learn-
ing Programs worldwide give our employees the key
qualifications they need to excel at their responsibili-
ties. The focus here is on practical experience. Devel-
oped by our international teams of experts, the pro-
grams are geared to the challenges of everyday business
operations; after all, the knowledge gained is to be ap-
plied directly in practice. To complement existing learn-
ing programs in areas such as project management and
software development, we rolled out new programs in
fiscal 2011 tailored to various organizational functions –
from supply chain management and corporate human
resources to sales management.
As we see it, one key prerequisite for long-term business
success is always having the right people at the right
place at the right time – because the more closely em-
ployees are matched with their responsibilities, the
greater their satisfaction and commitment will be. The
Siemens Leadership Framework (SLF) supports us in
making personnel decisions. This process enables us to
systematically define all requirements for open posi-
tions and compare them with employee profiles that
have been compiled in accordance with international
standards. In addition to professional expertise and
management potential, we also evaluate the pioneering
spirit and innovative strength of our employees.
g