Training and Development refer to the process of imparting specific skills, abilities and

knowledge to employees involved working for an organisation. Training is the short-term

reactive process meant for operatives and some state that development is the continuous pro-
active process meant for executives1.

Together, Training and Development may be understood as any attempt of the company s to
improvise on current or even future employee performance. Large organisations tend to invest
heavily in employee training and development as the benefits of such training varied and
immense.

There are primarily two different types of training modules:

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Analysis of Siemens’ Training and Development Programmes

Siemens has been known to be a leading technology business and has been aid to be the largest
electrical engineering companies of the world. The examples provided by means of the case
study explore the various methods which are used by Siemens to manage its constant need for
highly skilled employees by means of strong implementation of a variety of training and
development programmes. Following is the analysis of the same:

1) Apprenticeships: School graduates had the option to avail technical apprenticeships

allowing them to ‘earn as they learn.’ This training is a combination of the off-the-job
training programmes and on-the-job experiences and combines the best of both worlds.
2) Commercial Academy: The Academy programme is often regarded as an alternative to
going to university, allowing students to rotate around in different departments allowing
them to acquire a plethora of skills. Participants split their time between study and
working at Siemens. This is a ‘Blended’ training system that ensures that the candidates
acquire academic based skills from the institution and, practical skills from the
Organisation.
3) Graduate Programmes: This particular aspect of employee training implemented by the
organisation is an ‘off-the-job’ kind of module that allows the candidates to distance
themselves from the workspace and acquire graduate level qualifications as individuals.
Here the ‘training’ is more employee-centric to the extent that it may technically
encroach into the territory of ‘Development.’ In fact each graduate of this programme has
a ‘one-on-one’ conversation with their managers to map out their individual training and
development. The examples that have been provided in the context of this particular
training are most illustrative of this point.
4) Siemens Graduate Development Programme: This programme was a means of
developing graduates to imbibe their essential skill sets required by them on their daily
life. Every Graduate that joins the organisation has to be a part of the two year
programme which consists of 9 modules. From the examples given it is evident that the
focus lies in the long term development of the employees. Their developmental strategies
make a clear use of the motivational theories of Herzberg and Mashlow, and are the
perfect example of the fact that motivated and satisfied employees stick around.
Benefits to Siemens

1. Boosts Morale: When organisations invest in Training, employees feel like a valuable
asset and are very motivated.
2. Training contributes to employee stability: Training improves efficiency which allows
employees to contribute to growth which renders a workplace stable.
3. Attraction of High Calibre of Talent: Organisations prioritising training set benchmarks
and attract talented human resource.
4. Helps in Maintaining Skills and Knowledge: Certain skills are equivalent to muscles; one
really has to practise to get better at them. Training provides employees with
opportunities to practice and improve.
5. Competitive Edge: Transient business environments require constant adaptability of
employees which comes from regular training sessions only.

These are only a few ways in which Siemens derives benefit from the intensive training and
development strategies it employees. It is also important to note that the Organisation is very
employee-centric. The fact that they gave their employees a substantial bonus during the
Pandemic is a good example of this.