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Go to Siemens in your region
Siemens is one of the leading companies in the digitalization industry. Our employees work intensively to successfully achieve the challenges of digitalization. This development changes the working environment and therefore becomes an extensive part of an innovative and future-oriented training of employees. Consequently the Siemens Professional Education (SPE) has set the goal to pave the way for future employees meeting the standards of digitalization.
In that process 25 digital competencies could be identified, including: cloud-computing, machine-to-machine-communication, network technology, identification systems, sensors, robotic and embedded systems.
Even though the impact of digitalization is very diverse, the basic training methods still remain essential – however, consequent adjustments to the digitalization are mandatory.
Apart from the content-related adjustments, the digitalization also influences the way of knowledge transferring, meaning the “digitalization of learning” in didactical processes.
The aim is to provide junior employees with custom-fit competencies while leading them with reasonable and innovative learning processes to their professional skills.
In addition to commercial and technical training as well as dual-study opportunities in Germany, the International Tech Apprenticeship@Siemens Program, formerly known as the Europeans@Siemens program, launched in 2012, invites 30 young talents from Europe and beyond each year to sign up for apprenticeships with Siemens in Berlin.
Thanks to a wide range of programs, we are also able to support people from challenging social backgrounds. Since 2008, 10% of our apprenticeship positions and dual-study opportunities have been made available to young people from disadvantaged backgrounds, for example, students with poor grades or a migrant background. A quota is also reserved for people with disabilities.
Siemens Professional Education actively supports refugees in Germany and is currently preparing around 100 refugees for professional education. Just under 60% of all trained refugees have moved directly into vocational training programs, while the remaining 40% are looking at very good job prospects. This innovative program will be continued in 2019 with 100 refugees, too.
Second place for Siemens partner school program -SCHULEWIRTSCHAFT-award “great potential”
The Siemens AG was awarded the second prize in the category “large companies” by the parliamentary state secretary Iris Gleicke on account of Siemens’ various activities in the partner school program in Germany.
In her eulogy the state secretary particularly underlined the nationwide engagement of the Siemens AG: Students, teachers and job counselors as well as the wider public are sustainably informed and supported regarding the interface between school and job. Gleicke: “The extensive and nationwide total package was very impressive.”
Dual training is the perfect combination of theory and practice: In addition to the learning theory, trainees and/or dual students simultaneously gain valuable experience on the job and first insights into their career planning.
As a talent forge, Siemens is currently in the process of establishing the successful dual-training model outside of German-speaking culture. Drawing on the experience gained in Germany, Siemens is building training centers abroad. However, the principle – theoretical study, applied learning and on-the-job experience – is adapted to local educational policies.
When winning major contracts abroad, Siemens is committed to creating local training opportunities, for example, in Egypt and India. Siemens Professional Education therefore increasingly supports Siemens business success abroad through a wide range of training activities. It goes without saying that Siemens aims to win promising talents for one of our own sites.
Crowds of visitors and a great deal of interest in dual vocational education and training at Siemens – the company’s participation in the first European Vocational Skills Week in December 2016, with events in nine countries, was a great success. The highlight that concluded the campaign week: together with Siemens’ Chief Learning Officer, Thomas Leubner, a team of apprentices from all over Europe presented EU Commissioner Marianne Thyssen a replica of Brussels’ Atomium that they had built themselves. As part of the events in Europe, EU Commissioner Günther Oettinger visited the Siemens Training Center in Berlin. There he met up with the Siemens Managing Board member Janina Kugel, who accompanied him through the Center and gave him the opportunity to exchange ideas with apprentices.
We focus on designing training solution, which enable young people to cope with technological change and provide them with specific skills that will be in demand in their future careers.
Thomas Leubner, Chief Learning Officer at Siemens
Participants communicate in all languages, but they have also learned to speak German so well that they passed their exams with good grades!
Christos Pabitis, Electronics Trainer
Education is the most powerful weapon which you can use to change the world.
Since 2014, students in Mvezo, South Africa, have been able to enroll in the Mandela School of Science & Technology. The secondary-education project is a bid to help combat social inequality and youth unemployment, while promoting a more inclusive, more environmentally-friendly economy.
Our largest sustainability project to date fulfills the dream of Nelson Mandela to build a secondary-education school for his hometown.
We encourage employees at all our sites to build their competencies and qualifications. In fiscal 2018, we invested around 280 million Euros in continuing education (without travel expenses), which equals about 745 Euros per employee. The effective and efficient building of competencies – a guarantee we extend to all our employees – is specifically designed for Siemens activities. Because we consider continuing education a part of human resources development as well as our corporate culture, training is free for employees and the time they invest in pursuing it is on the clock.
To ensure a broad training portfolio, there are several participating Siemens initiatives. The “Siemens Learning Campus” offers trainings for all employees and supports them in building their competencies. Leaders receive support in developing their teams; those responsible for entire business units receive support for strategic steps and change processes. The “Siemens Leadership Excellence” program is aimed at current and future executives. In addition, the individual business areas themselves share knowledge on technologies and products.
E-Learning is an integral part of our Siemens learning strategy to ensure that all employees worldwide have access to the latest knowledge at all times. E-books, video casts, interactive sessions and extensive courses with learning paths can be used anytime, anywhere and create maximum flexibility in individual competence development. More than 10,000 learning opportunities are available specifically for Siemens and in cooperation with external partners such as CrossKnowledge, Pluralsight and Boookboon.
Our employees can also publish their own videos on an internal video platform to share their knowledge with colleagues from all over the world. An internal social media platform also supports the global exchange of knowledge and networking within the company.
Siemens Core Learning Programs are a central element of our employees' skills development. They are specifically geared to specialist functions at Siemens (e.g. Sales, Project Management, Purchasing, Research & Development or Manufacturing) as well as to topics that are in the company's focus and of high relevance to business success. Innovative learning methods ensure that what has been learnt can be applied immediately in the workplace and thus provide maximum benefit for the individual employee. The currently 50 learning programs are standardized worldwide and provide all employees with access to knowledge that is critical to success. The qualifications acquired are internationally comparable and open up career development opportunities for employees throughout the Group. In this way, they support and accompany the systematic personnel development in the company.
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