Martin Hottass provides an employer's perspective of investing in work-based learning in: Skills Requirements for the Future.

1. Siemens Professional Education November 2014
Skills requirements for the future
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2. Is our organization prepared for a successful future?
Page 2
Does our
workforce have the
right competences to
drive the business
strategy?

3. Page 3
For internal use only / © Siemens AG 2012. All rights reserved.
Identifying development needs
Organisational development needs
Identified through Resource and Talent Planning activities
in line with strategy for current and future business needs
Identified development needs
Individual development needs
Identified through Appraisals & Succession Planning activities
reviewing development areas for current performance
and future potential

4. What is a successful resource strategy to support
the business objectives ?
Strategic
Page 4
Business Planning
What do
we need ?
Execute and
Implement
What have
we got ?
How do we
close the gap ?
The output of the 5B
meetings are defined
and reviewed….
§ Recruitment plan
§ Development plan
§ Delegation planning
§ Talent Pipelines
§ Succession Plan
§ Management Learning
nominations
§ Org Development Plan
§ ……
ðExecute defined
action plans
Resource Supply Resource Demand
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 and
integrate)
§ Borrow (transfer from
other Siemens entities)
§ Build (development and
skills improvement)
§ Bump (exit and
outsource)
§ Bind (different retention
measures)
§ Quantitative Planning
§ Qualitative Planning
Required:
harmonized Job Structure
& reliable Management
Information (MI)
Review and adjustment in
regular review meetings
with responsible
management and HR
Partner/Consultant
What core
competencies?
How many?
Where?
When?
Resource Strategy

5. The Background
The population of the UK is growing in size and is also becoming increasingly older. In 2010, 17% of
the population were 65 or older. The number of people aged 85 years and older has more than doubled
over 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 the
proportion of the population aged between 16-64 normally considered to be economically active, is due
to fall from 65% to 59%
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Page 5 Martin Hottass One HR
Source: Engineering UK 2012

6. 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% of
population
It will become increasingly difficult to attract the new employees
Siemens
strategy
§ 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
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7. Engineering
Maintenance
Electrical Power
Engineering
Primary Key Stage 3 Level 2
(GCSE/BTEC)
Project
Management
Finance
Level 3 (A
Levels/Higher
Diploma)
Post Graduate
Opportunities
Degree Post Graduate
Qualification
Work Experience Apprenticeships Higher
Power
Academy
Apprenticeships
Degree
Sponsorships Internships
Graduate
Opportunities
UK Education Pipeline Working for Us
Entry Level Talent
Landscape
Mechanical Engineering
Electrical/
Electronic Engineering
Servicing Medical
Equipment
E3
Academy
Cambridge
Bursary
Lincoln
Bursary
Engineering:
Electrical
Electronic
Mechanical
Field Service
Materials
Manufacturing
Production
Software
Systems
Application
Business:
Business
Finance
Supply Chain &
Procurement
Product
Management
Railway Signalling
Design
Technical Sales
IT
Advanced
manufacturing
Engineering
Siemens
Global
Graduate
Program
me (SGP)
Events & Initiatives
Education Portal
Schemes of Work
Interactive Learning Tools
Free Software for Schools
Employee Working with Schools support
The Crystal
Sir William
Siemens
Certificate
SEMTA Skills
Awards
UTC Support
Principal & Partner University Engagement
Employer Presentations & Career Fairs
Greenpower Challenge
Big Bang
Curriculum Engagement – E.g. Engineering You’re Hired
National Student Challenge
Employability Skills Sessions
Sir William Siemens
Medal
Bright Futures
Internship Campaign

8. Siemens Professional Education UK
In 39 locations Siemens trains around 2,700 apprentices
for approx. 200 cooperation partners
Collaboration with
Delivery for
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9. Entry Level Talent Routes into
Siemens
Direct Entry
PhD R&D Centres
Graduate Graduate Programme
Higher Higher Apprenticeships
National 5 Apprenticeship
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10. Delivery model
Example – Electronics Apprenticeship
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11. Siemens Finance & Commercial Academy
Introduction of CIMA
qualification from certificate
Page 11
Finance & Commercial Academy Programme
CIMA Development plan Placements
Structured development plan
linked to placements and
CIMA studies
Talent Pipeline
level
Rotational placements to
continue in Finance and
Commercial roles
CIMA qualified and part qualified accountants within 4-5 year period
Strategically aligned to meet business needs and requirements

12. Contact
Martin Hottass
Manager, Skills & Siemens
Professional Education
UK & Republic of Ireland
Phone: +44 (191) 275 2124
Fax: +44 (191) 275 2133
Mobile: +44 (7921) 245 797
E-mail:
martin.hottass@siemens.com
siemens.co.uk
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