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Restricted © Siemens plc 2014 All rights reserved. siemens.co.uk
Skills requirements for the futureSiemens Professional Education November 2014
Page 2
Is our organization prepared for a successful future?
Does ourworkforce have the
right competences todrive the business
strategy?
Page 3
For internal use only / © Siemens AG 2012. All rights reserved.
Identifying development needs
Organisational development needs
Identified through Resource and Talent Planning activitiesin line with strategy for current and future business needs
Individual development needs
Identified through Appraisals & Succession Planning activitiesreviewing development areas for current performance
and future potential
Identified development needs
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What is a successful resource strategy to supportthe business objectives ?
StrategicB
usinessPlanning
What dowe need ?
Execute andImplement
What havewe got ?
How do weclose the gap ?
The output of the 5Bmeetings are definedand reviewed….
§ Recruitment plan§ Development plan§ Delegation planning§ Talent Pipelines§ Succession Plan§ Management Learning
nominations§ Org Development Plan§ ……
ðExecute definedaction plans
Workforce parameters, e.g:§ FTE structure§ Age & gender structure§ Education Structure§ Competence Analysis
Statistical parameters, e.g.:§ Fluctuation rates, hires
and leavers pipeline§ Retirement§ Productivity increase
§ Buy (attract, select andintegrate)
§ Borrow (transfer fromother Siemens entities)
§ Build (development andskills improvement)
§ Bump (exit andoutsource)
§ Bind (different retentionmeasures)
§ Quantitative Planning§ Qualitative Planning
Resource Supply Resource Demand
Required:harmonized Job Structure
& reliable ManagementInformation (MI)
Review and adjustment inregular review meetings
with responsiblemanagement and HRPartner/Consultant
How many?Where?When?
What corecompetencies?
Resource Strategy
Restricted © Siemens plc 2014 All rights reserved.Page 5 Martin Hottass One HR
The Background
The population of the UK is growing in size and is also becoming increasingly older. In 2010, 17% ofthe population were 65 or older. The number of people aged 85 years and older has more than doubledover the last fifteen years to1.4 million, whilst the percentage of under 16s has fallen from 21% to 19%.The population aged 65 years + will account for 23% of the total population by 2035; whilst theproportion of the population aged between 16-64 normally considered to be economically active, is dueto fall from 65% to 59%
Source: Engineering UK 2012
Restricted © Siemens plc 2014 All rights reserved.Page 6 Martin Hottass One HR
Summary
Decrease in 18 year old population from 800,000 in 2010 to 690,000 by 2020
Increase of ageing population – by 2035, 85+ age group will account for 5% ofpopulation
It will become increasingly difficult to attract the new employees
Siemensstrategy
§ Attraction activities from primary school onwards§ Sponsorship of University Technical Colleges in key geographic Siemens
locations§ Continuation of best in class apprenticeship provision to prepare entry level
talent for career @ Siemens§ Retention of existing contracts with Government agencies to deliver
apprenticeships in house§ Increased retention by offering professional accreditation across the board
Primary Key Stage 3 Level 2(GCSE/BTEC)
Level 3 (ALevels/Higher
Diploma)Degree Post Graduate
Qualification
Post GraduateOpportunities
Work Experience Apprenticeships HigherApprenticeships
DegreeSponsorships Internships
GraduateOpportunities
UK
Educ
atio
nPi
pelin
eW
orki
ngfo
rUs
Entry Level TalentLandscape
Mechanical Engineering
Electrical/Electronic Engineering
Servicing MedicalEquipment
EngineeringMaintenance
Electrical PowerEngineering
E3Academy
CambridgeBursary
LincolnBursary
PowerAcademy
Engineering:
Electrical
Electronic
Mechanical
Field Service
MaterialsManufacturingProduction
SoftwareSystemsApplication
Business:
Business
Finance
Supply Chain &
Procurement
Product
Management
Railway SignallingDesign
Technical SalesIT
ProjectManagement
AdvancedmanufacturingEngineering
FinanceSiemensGlobal
GraduateProgramme (SGP)
Even
ts&
Initi
ativ
es
Education PortalSchemes of WorkInteractive Learning ToolsFree Software for SchoolsEmployee Working with Schools support
UTC Support
The Crystal
Sir William
Certificate
Sir WilliamSiemens
Certificate
SEMTA SkillsAwards
Employer Presentations & Career Fairs
Greenpower Challenge
Big Bang
Employability Skills Sessions
Sir William SiemensMedal
National Student Challenge
Curriculum Engagement – E.g. Engineering You’re Hired
Bright FuturesInternship Campaign
Principal & Partner University Engagement
Restricted © Siemens plc 2014 All rights reserved.Page 8 Martin Hottass One HR
Siemens Professional Education UK
In 39 locations Siemens trains around 2,700 apprenticesfor approx. 200 cooperation partners
Collaboration with
Delivery for
Restricted © Siemens plc 2014 All rights reserved.Page 9 Martin Hottass One HR
Entry Level Talent Routes intoSiemens
ApprenticeshipNational 5
Higher ApprenticeshipsHigher
Graduate ProgrammeGraduate
Direct EntryR&D CentresPhD
Restricted © Siemens plc 2014 All rights reserved.Page 10 Martin Hottass One HR
Delivery modelExample – Electronics Apprenticeship
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Siemens Finance & Commercial Academy
Finance & Commercial Academy Programme
Talent PipelineCIMA qualified and part qualified accountants within 4-5 year period
Strategically aligned to meet business needs and requirements
CIMA Development plan PlacementsIntroduction of CIMA
qualification from certificatelevel
Structured development planlinked to placements and
CIMA studies
Rotational placements tocontinue in Finance and
Commercial roles
Restricted © Siemens plc 2014 All rights reserved.Page 12 Martin Hottass One HR
Contact
Martin Hottass
Manager, Skills & SiemensProfessional EducationUK & Republic of Ireland
Phone: +44 (191) 275 2124
Fax: +44 (191) 275 2133Mobile: +44 (7921) 245 797
E-mail:[email protected]
siemens.co.uk
