In: Operations Management
Please read the attached Siemens case study, entitled “Training & Development as a Strategy for Growth” and then answer the following questions:
4) Identify four benefits to Siemens of its in-depth training and development of employees.
SUBJECT IS HUMAN RESOURCES MANAGEMENT
Improve customer service and feedback, improve meetings with
other multinational companies and create greater job satisfaction.
Four benefits that Siemens can achieve through training and
development: Improving productivity and increasing revenue Training
and development programs increase the productivity of existing
employees with new skills with new demographics and
demographics.
Training and development is no more expensive than recruiting. So
they earn more. In addition, trained employees are confident,
energetic and qualified. So they can easily manage their work.
Long-term employee engagement: Siemens offers long-term employee
engagement with development programs such as internships. These
programs connect employees with Siemens from their level of
education and they will stay here longer for future personal
development and qualifications.
It thus builds long-term employee commitment by building public
company trust and accountability to Siemens.
Attractive for future employees: Siemens training program is
attractive for future employees. Because Siemens gives them the
opportunity to make money with educational facilities. Through
Siemens, graduates can obtain graduate engineer status through
institutions such as ITC. Thy. They can participate in different
training programs of their choice or in their respective
fields.
Each graduate is given the opportunity to receive a two-year
program with nine modules, including teamwork, client focus,
project management, communication skills, and business writing.
Therefore, Siemens attracts ambitious graduates or professional
staff to its organization. Employee trust, motivation and job
satisfaction: Employee trust and motivation increase as they change
in different ways. By improving employee development opportunities,
employees understand that the company values them.
Siemens motivates its employees through an evaluation system called
the Performance Management Process. Achievement management means
using an integrated approach towards training, evaluation and
rewarding of employees. Adopting a training performance management
approach means that the training effort must have a clear
understanding of what the company wants each employee to contribute
to the company's goals.
This process starts with a few steps in Siemens:
1. The staff and their manager agree on the purpose at the
beginning of the project.
2. Then the goals observed throughout the project, formal or
informal, it ensures that all training is successful and beneficial
to the company.
3. Each year, the video manager discusses the results of progress
toward the set goals. Comments are also discussed with the employee
as to whether any implementation is necessary. It helps Siemens get
feedback from staff about the change. Another thing is that new
goals are set. In some cases, the assessment is related to the
payment of the exam.
4. In some cases, the evaluation involves review. This helps
employees feel valued and it motivates them to do better or work
harder.