07 May 2018

Siemens’ Training Challenges

Siemens training requirements



In a company such as Siemens with more than 377,000 employees in more than 200 countries, clear and unambiguous communication is of critical and strategic importance. With many international and multidisciplinary teams working together, deploying a common language helps Siemens to compete – both nationally and internationally.

In recent years, Siemens has undergone a complete digital transformation while in tandem many employees now work in matrix and multifunctional teams with colleagues from across the globe. Deploying English as Siemens’ corporate language enables and empowers employees to collaborate and build successful working relations.

Over the course of the last twelve years and more, Siemens way of working has evolved significantly as their business has changed and new technologies have developed. Equally, their approach to training has also changed with the company fully embracing digital and virtual learning to develop its international teams.

Siemens Spain & Learnlight
A partnership that has triumphed worldwide
Siemens Spain & Learnlight
A partnership that has triumphed worldwide

Siemens training requirements

Siemens first approached Learnlight looking for a corporate English language program with an emphasis on flexibility.

The organization required an innovative language training solution that catered to the specific training requirements of Siemens’ employees from a wide range of backgrounds, different learning needs and varying levels of competency. Each employee group could be further segmented by their different learning requirements, their availability, their location and their exposure to the language.

The challenge that Siemens set Learnlight was to design a program that met all these requirements in a creative, flexible and economic way.

Gaining efficiencies and improving standards

Like many companies, Siemens’ training efforts across the globe were decentralized with each office developing its own solutions for their local market and employees.

While this decentralized approach does have certain benefits it also has a number of disadvantages. Multiple vendors, inconsistencies in delivery, varying price points, difficulties in tracking return on investment, etc. are just some of the more common ones.

Siemens needed a training partner that could be deployed nationally throughout Spain (and eventually beyond) that guaranteed learner engagement and improvement, provided complete transparency on performance and would work with Siemens as the company and its employees evolved.

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