SECTION A: CASE STUDY (40 marks) Instruction: Read the case carefully and answer
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SECTION A: CASE STUDY (40 marks) Instruction: Read the case carefully and answer ALL questions SIEMENS: TRAINING AND DEVELOPMENT AS A STRATEGY FOR GROWTH s a one of the largest electrical and electronics engineering companies in world. E very year it employs 20000 people in UK. In addition, Siemens UK invested a huge business, amount of money on research and innovation. Therefore, for growth of their emens needs people with first class level of skill, knowledge and capablity in engineering T, business and other relevant field. Siemens Company's strategic planning includes workforce planning, that helps and getting the right of an organization to estimate its future workforce requirements time.Throumber of people, with the right skills, in the right place and at the right t scanning: they have to analyse the environment of new place to dentify what kind of skill is in need. Siemen analyses workforce through profile, for example what kind of technologies do they have and what sort have. Through future workforce view Siemen identifies t of skill their staffs their future workforce planning, such as what kind of technologies they should introduce or what type of training their employoe should need. Using analysis and targeted training, and then they can set an expected future or business objectives their training needs, they can minimize and close their gaps by implementing training programs future: Siemen analyses their requirements of . After analysing effective Training and development programs of Siemens give them varieties of benefit and advantage. Five benefits that Siemens can attain through training and development. First roles and technology. Siemens is a place of t and innovation. Most of Siemens sector is automation, drive Flexible adaptable employees take on new technology, energy, financial solution, healthcare, mobility, lighting, IT solutions, consumer products and building technologies. Second: Improving productivity and eaming more revenue: Training and development program increases the productivity of existing employees because of new skill with new demographics and situations. Third: Long-term employee commitment: Siemens ensures long-term employee commitment by possessing development programs such as apprenticeships. These programs are attaching employees with Siemens from their study level and they are going to stay here for long time for their own development and future qualification. Fourth: Attractive to future employees: Siemens training program is attractive to future employees and giving them chance of learning with proper education facilities. Fifth: Employee confidence, motivation and job satisfaction increased when they are going through different development process. Siemens also measures its effectiveness of the training and development by an apprai system called performance management process. Performance management means taking an integrated, goal-oriented approach to assigning, training, assessing and rewarding employee's performance in line with the company's goal. At first, the employees and their line manager agree the objectives set at the beginning of the project. After that, objectives will be monitored throughout the whole project formally and informally, to ensure that all training programs are successful and for the best interests of the company. Feedbacks are it h the employees whether any intervention is needed or not. This may lead to modification to future company objectives. Training and development helps the growth of a business through its business objectives. Siemens provide training to their employees to improve their performance and up-to-date knowledge and skills to remain competent in the highly competitive market. This makes the employees motivated and confident; feels valued and stays longer in organization Employees' loyalty to organization will reduce the recruitment cost and increase the profit margin. To keep its world-leading position and growth in a competitive market, SiemensExplanation / Answer
Answer 1:- 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.
Answer 2:- Training and development programs of Siemens give them varieties of benefit and advantage. Such as improvement of services and customer feedback, responding to competition with other multinational companies and creating greater job satisfaction.
Five benefits that Siemens can attain through training and development:
Flexible adaptable employees take on new roles and technology: Siemens is a place of learning and development. It is a place for innovation. Because most of Siemens sector is automation, drive technology, energy, financial solution, healthcare, mobility, lighting, IT solutions, consumer products and building technologies. Therefore, new invention and innovation is an important matter for Siemens. Siemens is now working on a broad global arena. Therefore, their training and development can enable flexible and adaptable employees to respond with new environment and situation. They can take new role by completing training program and making new invention in technology.
Improving productivity and earning more revenue: Training and development program increases the productivity of existing employees because of new skill with new demographics and situations. Training and development is less costly than recruiting of new staff. Therefore, they are earning more revenue. In addition, trained employees are more confident, enthusiastic and skilled. Therefore, they can manage their jobs easily.
Long-term employee commitment: Siemens ensures long-term employee commitment by possessing development programs such as apprenticeships. These programs are attaching employees with Siemens from their study level and they are going to stay here for long time for their own development and future qualification. Therefore, it creates a long-term employee commitment by establishing trust, company society and responsibility for Siemens.
Attractive to future employees: Siemens training program is attractive to future employees. Because, Siemens give’s them chance of earning with education facilities. Through Siemens, a graduate can gain chartered engineer status through institution such as IET. They can take a part on different training programs by their choice or in relevant field. Every graduate gets a chance to take a two-year program, consists of nine modules including team working, customer focus, project management, communication skill and business writing. Therefore, Siemens attract fresh talent graduates and ambitious or skillful employees towards their organization.
Employee confidence, motivation and job satisfaction: Employee confidence and motivation increased when they are going though by different development process. By improving development opportunities, employees feel the company values them. The staff works better when valued that create long-term commitment and benefits to the company
Answer 3:- Siemens measures its effectiveness of the training and development by an appraisal system called performance management process. Performance management means taking an integrated, goal-oriented approach to assigning, training, assessing and rewarding employee’s performance. Taking a performance management approach to training means that the training effort must make sense in terms of what the company wants each employee to contribute to achieving the company’s goal.
This process begins with some steps in Siemens:
1. At first, the employees and their line manager agree the objectives at the beginning of the project.
2. After that, objectives monitored throughout the whole project formally or informally, it ensures that all training is successful and for the best interests of the company.
3. Annually the line manager discusses the result about progress toward the objective that has been set. Feedbacks are also discussed with the employees whether any implementation is needed or not. It helps Siemens to get feedback from staff on changes.
4. Another thing is new objectives are also set. In some cases, appraisals linked to pay reviews.
5. In some cases, appraisals linked to pay reviews. This helps the employee to feel valued and that motivate them to perform better or to put their best effort.
6. When they have seen that staffs are up-to-date in a fast changing business and they are involved in rapid change with the situations, then they can measure that training and development program was successful.
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