Professional Documents
Culture Documents
Learning Outcomes: (Student to write briefly about learnings obtained from the
academic tasks)
Declaration:
I declare that this Assignment is my individual work. I have not copied it from any
other student’s work or from any other source except where due acknowledgement is
made explicitly in the text, nor has any part been written for me by any other person.
INTRODUCTION
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Siemens AG is a German engineering conglomerate and the largest of its
kind in Europe. Siemens & Halske was founded by Werner von Siemens on
12 October 1847.]Siemens has international headquarters located in Berlin,
Munich and Erlanger.
Industry Automation
Motion Control
Building Technologies
Industry Solutions
Mobility
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Power Transmission and Power Distribution
Imaging & IT
Workflow & Solutions
Diagnostics
Siemens decided that the best way to achieve this was to standardize all of
its global recruitment and personal development processes onto a single
system.
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Recruitment
Organizations follow recruitment strategies to hire the best talent for their
organization and to utilize their resources optimally.
The types of roles Siemens has to offer fall into eighteen different ‘job
families’. These are the categories that help give structure to our career paths
and will help you understand where you can fit into our organization.
They are:
o Sales & marketing
o Manufacturing
o Information Technology
o Finance Engineering
o Communication
o Administration
o Audit
o Facilities R&D
o legal
o Strategy
o Quality
o P&M
o Human resources
o General Management
o Procurement & logistics
o Technical services
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SIEMENS Career Channels
Candidates targeted
Siemens need people for various departments and roles and siemens always
provide job description and job specification for its entire jobs.
Students
Students who haven’t completed their studies also have many excellent
possibilities at Siemens. Siemens invite students to apply by visiting the
local Siemens website of the country in which one would like to do a
placement. It also has tie-up with educational universities.
Siemens PSE has collaborated with Transylvania University for the purpose
of the human resources policy to assure the hiring of the most suitable
candidates and the continuous improvement of the technical knowledge and
the social skills levels.
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To promote the collaboration between the university and the private
sector in the research and development field.
To contribute to the improvement of the teaching activities and of the students
To develop research activities.
To intensify the activity within the alternative teaching systems.
To provide training in the field of communication and information
Technology on Siemens equipment
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Source : http://www.eue-net.org/results/bpSiemens.html
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An important result of the collaboration between Siemens PSE RO and
"Transilvania University" is that the percentage of students who remained to
work within the company between 2005 and 2008 as employees is 17 %.
Graduates
According to Siemens graduates with above average exam results and are
curious and open-minded , will find that Siemens is the perfect place to start
ones career – in one of their 1,640 locations around the globe, including 176
R&D facilities. In order to select the students the company sometimes
organizes job-shops at faculties or asks for recommendations from the
teachers. Another recruitment strategy is publishing ads in the local
newspapers or on the internet.
Professionals
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Sources of Recruitment
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o Apply online
Employees can look for a suitable vacancy and apply for that vacancy
through the website of siemens which is
http://www.siemens.co.uk/careers/en (Siemens AG, 2010). Apart from
that, they can apply through some other website like trovit job, reed, etc.
After submitting application via online, Siemens recruitment team review
the application and check whether the individual’s capabilities,
qualifications and experience match with their requirement (Siemens AG,
2010).
o Press Advertisements
o Educational Institutes
o Placement Agencies
o Unsolicited Applications
o Job fairs
SELECTION
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Evaluating the candidates
Telephone interview
All employees need to face at least one face to face interview at Siemens.
The main goal is to discussed about the skills, competencies and experience
of the candidate and also to give him an options to know about the
organization (Siemens AG, 2009)
Aptitude Test
Siemens arrange aptitude test for some of its role. These tests assist in
determining the suitability of the candidate for the role. The aptitude test
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includes numeric reasoning, verbal reasoning and an occupational
personality questionnaire (Siemens AG, 2009). The results of tests are
assessed by qualified psychologists and compared against industry norms
that are relevant to the criteria being reviewed (Siemens AG, 2009).
Job-related Testing
Reference Checks
In the application form, the candidate will be asked to provide contact details
for two referees who can confirm your work experience. These referees will
be contacted and asked to comment on your skills and experience in relation
to the role you have applied for. These referees will generally be previous
supervisors, managers and colleagues who have direct knowledge of the
candidate’s abilities. Siemens conducts a minimum of two reference checks
with your nominated referees.
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Background/Probity Checks
This may include identity, integrity and credential checks which are required
to help assess candidate suitability to the role applied for. All offers of
employment are subject to satisfactory probity checks.
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Before a Company employs a new person in the business, it ensures to
give the prospective employee a letter of employment and acceptance which
outlines the conditions of employment. Once the prospective employee reads
and accepts the offer, he/she should return a signed copy to the HR. A
personnel file is then created and a record of the employee's agreement to
the companies terms and conditions.
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Induction Process and Argumentation for
designing the process
1. The greeting of new employees – the new employee should have someone
designated to meet them on arrival, to carry out the necessary personal
information checks and to put in place any necessary security arrangements.
3. The job – in terms of its content, how the department fits into the company
as a whole, the expected key performance indicators, how these are evaluated
and an explanation of the employee’s work colleagues including the line of
reporting.
7. Health and safety – giving the employees skills and knowledge needed to do
their job safely. This will include any risk assessments for employees who
describe any physical or other issues which will affect their ability to do the job
in a particular way.
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new employee needs any short, medium or long term training for them to
successfully perform their job to the highest level.
Pros:
i. Induction/orientation helps to build up a two-way channel of
communication between management and workers.
ii. It helps the new employee in making a good start in the organization by
playing a critical role under the socialization to the organization in terms of
performance, attitudes and organizational commitment.
iv. It helps to integrate the new employee into the organization and to
develop a sense of belonging.
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Cons:
i. Sometimes the new employee is overburdened with too many forms.
ii. The new employee is very often overwhelmed with too much to absorb in
short time and become stressful.
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SOURCES
http://www.siemens.co.in/en/jobs_careers/index.htm
http://www.siemens.com/entry/cc/en/
http://en.wikipedia.org/wiki/Siemens
http://www.scribd.com/doc/39115002/Hrm-at-Siemens
http://www.siemens.com/about/en/
http://www.accel-team.com/human_resources/hrm_02.html
http://www.ebc.com.au/artserver/as2.asp?inA=1&hx=1,238,243&AID=669
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