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siemens.com Restricted © Siemens AG 2014
University Relations (UR) How Global Strategy meets local Skill – Gaps
Chris Schutz, HR Tech Europe | Amsterdam | October 23, 2014
October 2014
Restricted © Siemens AG 2014
Page 2 University Relations, HR PL TA SO
Introduction
Chris Schutz Global Head of Employer Marketing –
University Relations
October 2014
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Page 2
>>>
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Page 3 University Relations, HR PL TA SO
Bright people are the most important ingredient
for success
EMEA, CIS (excl. Ger.)
102,000 Employees
Americas
81,000 Employees
Germany
119,000 Employees
Asia Pacific
64,000 Employees
Global hirings <<< • 30,000 to 75,000 hires per FY
• ~5/6 outside of Germany
• ~2/3 have an university degree
Global R&D <<< • ~8,400 inventions in FY 2013
• Over 60,000 granted patents
• Between 5% to 6% of revenue (4.3bn €)
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Page 4 University Relations, HR PL TA SO
University Relations (UR) has different drivers
for Siemens
Business Training &
Development Image and Politics
R&D/Innovation
HR/Talent Acquisition
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Page 5 University Relations, HR PL TA SO
Different players had stakes in
University Collaboration
Recruiting functions
Corporate Research
Corporate student and entry programes
Business/Divisions R&D
Country programs
Individual engagement
Sector Talent activities
…
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Page 6 University Relations, HR PL TA SO
Modern governance "gathers" important stakeholder
Target: ONE Global Framework for UR
Project Members
Virtual project collaboration for ~12 months
Sector/
Business
R&D
Corporate
HR
Sector/
Business
HR
Country/
Cluster
HR
Corporate
Research/
Technology
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Page 7 University Relations, HR PL TA SO
What is the right balance between global
and local needs …
>>> Discuss
>>> Listen
>>> Envision
Align <<<
Develop <<<
Decide <<<
University Relations, HR PL TA SO
October 2014
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Page 8 University Relations, HR PL TA SO
Global implementation
What did we get out of it?
Key facts & figures
Concrete Outcomes
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Page 9 University Relations, HR PL TA SO
Modern UR combines global and local activities
Important examples
Global activities <<<
• Selection of top global partners
• …
• Develop globally applicable tools
• ….
• Foster global best practice sharing
• …
>>> Country activities
• Implement UR Framework and
define local strategy
• ...
• Manage local UR network and
select partners
• ...
• Organize and coordinate activities
• ...
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Page 10 University Relations, HR PL TA SO
A broad set of activities bring UR to live (1/2)
Examples of our Toolbox
Students
on Snow
CEO-Chair
Increasing
impact
UR
objectives
Campus Roadshow
Career fairs
Co-Branding
Event
Workshop –
Application Training
Student Ambassador
Job Profile
Presentation
Career Fair
Registration Tool
Business Case
Compliance Siemens
Togeture
Siemens goes Museum
Skill Training
Lectures:
High-speed lines
Manager's Call
Workshop –
Career
Pathway
Evaluation Sheets
Employee Broadcast
Siemens
Student Award
Inhouse (online)
lectures
CKI
Confrerence
Employer Branding Learning & Development
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Page 11 University Relations, HR PL TA SO
Increasing
impact
UR
objectives
A broad set of activities bring UR to live (2/2)
Examples of our Toolbox
Sir William Siemens Medal Award
Bright Futures Award
Open Doors
Open Minds
Engineering
You're Hired Award
Siemens Excellence Award
Sponsorship of
Organizations
Internships/Working
Students
Siemens Student Circle
Siemens Chatable
PhD Bachelor/Master
Thesis
Siemens Venture Cup
Language Courses
Siemens
Day
Talent Pipelining Recruiting
Innovation
Think Tank
Case
Competition
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Page 12 University Relations, HR PL TA SO
Activities – How some business areas have
established a more profund relationship
Example: "Energy" Divisions
University <<<
>>> Siemens
Professors
and Chairs
Students
CKI Manager
Career Centers
University
Liaison Manager
ULM
Back Office
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Page 13 University Relations, HR PL TA SO
What we have learned
Nota bene!
• Mind your company culture!
• Keep the focus!
• Envision the level of (de) centralisation
you can/want to have!
• Understand local needs!
Keep in mind
• Lots of internal synergies
• More Transparency
• Professionalization of external
appearance
• Local and global KPIs
• Higher quality for tools and events
• Clear strategic approach
Key benefits
>>> Better and more focused applications
and talent pipeline
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Page 15 University Relations, HR PL TA SO
External trend – Talent shortage in STEM fields
is increasing until 2030
Source: The Boston Consulting Group Inc. (2013, 2010)
No pressing talent shortage Talent shortage High talent shortage Very high talent shortage
2020 2030 Legend:
