Siemens is a leading electronics and electrical company headquartered in Munich, Germany. It recruits employees through both online and in-person processes like interviews, aptitude tests, and background checks. Siemens provides ongoing training to employees through both on-the-job methods like mentoring, coaching, and job rotation as well as off-the-job programs like apprenticeships and graduate programs. Employee performance is regularly appraised and compensation includes performance-related pay as well as standard benefits like health insurance and pension plans.

1. SIEMENS HUMAN
RESOURCE
POLICIES
MANAGEMENT

2. INTRODUCTION
 Siemens is one of the world recognized electronics and
electrical business (Siemens, 2009).
 The company has its root in Munich of Germany.
 The worldwide operation of Siemens is controlled from
this Munich Headquarter. In United Kingdom, Siemens
control their local business from its local headquarter in
Bracknell at Berkshire (Siemens, 2009).
 Siemens has been positioned among the top 3 electronics
and electrical organizations all over the world. The
company designs and manufactures products and
services for both household customer and professional
customer.

3. SELECTION AND RECRUITMENT
 Apply online
 Telephone interview
 Face to Face interview
 Aptitude Test
 References and background check
 Offer and Acceptance

4. TRAINING & DEVELOPMENT
 Training is a planned effort to assist employees in
learning job related behaviors in order to improve
performance (Graham & Bennett, 1989).
 Training doesn't only mean teaching new skills to
existing employees or teaching required skilled to
new employees. Training is a continuous process
which enable organizations to keeps its employees
ready for the job. Siemens normally follows the
following two types of training:
a) On Job Training
b) Off Job Training

5. ON JOB TRAINING
 Shadowing
 Mentoring
 Coaching
 Job rotation

6. OFF THE JOB TRAINING
 Apprenticeships
 Siemens Commercial Academy
 Siemens Graduate Program
(SGP)

7. PERFORMANCE APPRAISAL
 To determine the effectiveness of its
development and training, Company uses an,
Performance Management process which is
known to be appraisal system (The Times
100, 2009).
 Line managers and their employees agree
objectives at starting of a placement and
move on are then monitored informally and
formally throughout the placement. Its helps
to concentrate everybody on the developing
requires of the business.

8. COMPENSATION AND BENEFITS
 Performance-related Compensation
 Typical Pay Composition
 Fixed pay
 Benefits
 Risk protection
 Health and Well being
 Pensions