Siemens skill!  Learning Challenge aims to fuel the future with 'Next Skills'

Siemens skill! Learning Challenge aims to fuel the future with ‘Next Skills’

We meet up with Siemens’ Folks and Organizations crew in ASEAN, on how key expertise creates a helpful ecosystem for everybody to be taught and develop.

A crew from Siemens comprehensively surveyed this 12 months’s HR Excellence Awards throughout the area, choosing up a slew of awards in essential classes. This contains:

in HR Excellence Awards, Singapore:

  • bronze – Excellence in ladies’s empowerment technique
  • Silver – Excellence in HR Change Administration
  • Bronze – Complete Rewards Technique

in Human Resources Excellence Awards, Indonesia:

  • Bronze Medal – Excellence in Human Useful resource Change Administration
  • Bronze – Excellence in Office Tradition

in HR Excellence Awards, Philippines:

  • Gold – Excellence in HR Change Administration
  • Bronze – Excellence in Office Tradition

in HR Excellence Awards, Thailand:

  • Bronze – Excellence in Complete Reward Technique
  • Bronze Medal – Excellence in Human Useful resource Change Administration

In gentle of this achievement, we’re catching up Siemens individuals and organizations crew in ASEANbelow the steering of Duong Mai Chinh, Head of World Studying and Progress at ASEAN, on methods to encourage staff to construct a behavior of studying day-after-day, and to speed up talent growth and refining.

s Congratulations on the achievement! Can you are taking us via the highs and lows of your individuals technique?

Constructing Siemens in ASEAN as an adaptive studying group and expertise ecosystem is our strategic imaginative and prescient the place employability has been set as a transparent precedence for us to allow our staff to stay versatile and related in an ever-changing world and a thriving future.

Important to our work is creating a singular alternative and empowering everybody to problem themselves to undertake a progress mindset and construct new studying habits; to speed up the event of their abilities; to remain motivated and encourage others to be taught; and to create a significant ecosystem for studying and progress in Siemens ASEAN.

Ability! Problem and competitors is an initiative to allow our staff to construct a studying behavior day-after-day, to speed up the refinement and re-skilling, with the intention to create a win-win ecosystem for studying and progress.

s How did the HR crew establish and align enterprise and worker wants and formulate this optimum answer?

The necessity to hone and rehabilitate the abilities of our individuals has by no means been extra pressing. We’ve been on a journey to rework our workforce to drive productiveness, innovation and progress. Bridging the digital abilities hole, anticipating the precise abilities for the long run, motivating and interesting our native enterprise communities and folks to speed up their upskilling journey to create the workforce of the long run are advanced points we face. It requires everybody to work collectively to foster a tradition of studying and make our office extra versatile, succesful and inclusive.

We lead the training journey collectively in the direction of the long run. We problem our staff to work as a crew to be taught. We award extra engaging crew awards than particular person.

As a result of we imagine this creates many distinctive alternatives for individuals to attach and expertise the advantages of social studying resembling making studying enjoyable, studying from friends, sharing new studyingAnd the and galvanizing crew members to community and construct relationshipss, and cooperation.

We foster a tradition of lifelong studying and comprehensively empower each worker to embrace a progress mindset and a day by day studying behavior in realizing our ambition of eight digital studying hours per particular person in 2021, 16 hours in 2022, and persevering with to double it by 2025 at Siemens ASEAN .

Ability! The 30 Days Problem was launched in September 2021. It’s an initiative to empower our individuals to set time for studying day-after-day, accelerating talent growth and galvanizing others to be taught and develop.

The problem is designed and constructed utilizing motivation to encourage staff to take action

  • Put aside half-hour to be taught new abilities day-after-day.
  • initiating and difficult self-discipline and consistency to develop a studying behavior,
  • Uncover your self and discover strengths and abilities to be taught,
  • Present successful spirit and domesticate progress mentality,
  • Have interaction in social studying and encourage others to be taught and develop,
  • Embrace self-directed studying, and make it extra enjoyable, rewarding, and sustainable.

This initiative helps our HR technique of constructing Siemens into an adaptive studying group to thrive within the unsure future. Quickly it gained the total help, patronage and endorsement of our govt administration for its deployment within the ASEAN area (Singapore, Malaysia, Indonesia, Thailand, Vietnam and Philippines) overlaying greater than 4,000 staff, six regional head places of work, 11 branches/gross sales/consultant places of work, and two manufacturing websites.

s Are you able to share the outcomes your technique achieved – be it on the enterprise, HR or individuals aspect?

We’re happy that the problem had an actual optimistic influence on our colleagues. As they loved the advantages of lifelong studying, they realized to set clear private targets by having the self-discipline and perseverance to realize it. They impressed us by sharing new studying about communication, management, time administration, psychological well-being, digital abilities, discovering strengths, progress mindset, and extra.

Our initiative was the spotlight of the 12 months for profitable cultural modifications, constructing a behavior of studying, and making a optimistic office expertise the place our staff really feel valued and respect our dedication/help to their studying and progress.

Folks appreciated the initiative, in addition to our dedication/help to their studying and progress. They spoke extremely of how they have been motivated to vary and undertake new studying habits, to find their strengths, to be taught new abilities, to encourage one another and revel in studying collectively.

In consequence, they’ve continued their dedication to the training journey after the competitors. This has positively impacted the group’s studying and adaptive capability. Additionally, they’ve embraced the concept of ​​gamification and scaled the problem to speed up technical/product studying for his or her BU individuals in Asia Pacific and Germany.

s What’s your message to all of the stakeholders who’ve supported you on this journey?

The ASEAN Training Competitors and Problem wouldn’t have been potential with out the sturdy help of our senior leaders, principals who’ve led by instance, and naturally, the entire members who’ve joined us on this journey.

s What excites you most when you concentrate on the way forward for human sources?

sFolks analytics/ Amnesty Worldwide Expertise and client expertise intelligence will likely be on the forefront to reinforce enterprise and buyer influence. The The way forward for human sources relies upons on worker and person expertise. The Worker expertise platform And the enterprise outcomes threaded. we recognitionse have to deal with Folks aanalytics that allow us To use the information ta Establish gaps in talent unitsAnd the Evaluation of demand and provide of expertiseAnd the And the a plus HR‘s worth and effectivity. Subsequently, You’ll develop into HR a A extra vital enterprise perform, instantly affecting key enterprise choices.


Photograph / Siemens ASEAN

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