SIEMENS: Training and development as a strategy for growth
How does workforce planning enable Siemens to identify its training needs? Answer:
Siemens is a one of the largest electrical and electronics engineering companies in the world. Every year it employs 20000 people in UK. In addition, Siemens UK invested a huge amount of money only on research and development, because their business focused on ‘innovation’. Therefore, for growth of their business, Siemens needs people with first class level of skill, knowledge and capability in engineering, IT, business and other relevant field.
Siemens Company’s strategic planning includes workforce planning, and it is a systematic process for identifying the human capital required to meet company’s goals and developing the strategies to meet these requirements. Workforce planning helps an organization to estimate its future workforce requirements and calculate the numbers, nature and sources of potential employees who might meet that demand. In other words, it is about getting the right number of people, with the right skills, in the right place and at the right time. Such as workforce, planning enables Siemens to inspection its present staff numbers and the skill it has in place as well as identify where it has skill gaps needed to meet its business objective.
Therefore, workforce planning actually enables Siemens to identify the future and present gap of skill, talent and opportunity, so that Siemens can go training programs. Every workforce planning has a similar kind of model like- •
Environment Scan: Siemens can analyze the new environment where they are going to shift their production plan to another city or place. Such as, they are relocating its main plant in Lincoln to a bigger site outside the main city. Therefore, they have to analyze the environment of new place to identify what kind of skill is in need. Because, every new place contain new opportunity and at the same time it needs new skill, extra staff and technology. •
Current Workforce Profile: Siemens have to analyze what kind of resource they have and they are creating their current workforce profile, for example what kind of technologies do they have and what sort of skill their staffs have. •
Future Workforce View: Then they are identifying their future workforce planning, such as what kind of technologies they should introduce or what type of training their employee should need. •
Analysis and Targeted Future: When they are, analyze their requirements of training, and then they can set an expected future or business objective for them. •
Closing the gaps: After analyzing their training needs and, they can minimize and close their gaps by implementing effective training programs. Analyzing training needs can be two types: these are Task analysis and Performance analysis.
Siemens can assess their new employee’s training need in and asses their current employees training needs. Because of their business is focuses on innovation, so it needs to predict and gradually respond to continuous change in new business environment. For example, Siemens attention is now focus on wind turbines and renewable energy source because of climate change and growing importance on carbon footprint. Therefore, Siemens needs to hire more employees with eligible skill or give training to existing employees to develop with new skills that can match with wind turbine operating. Workforce planning is also important for future opportunities. Siemens is now bidding for Olympic Games 2012 in London. If they win the bid, then they have to provide security, healthcare provision, media and communication technology for the games. Therefore, if they want to come up with positive result, they should employ new people or train existing employees with right skills. By workforce, planning Siemens can maintain Competitive advantage and establish a channel of talent and minimization of knowledge gap by giving retirement of old employees...
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