Mercedes-Benz is heavily invested in learning and development.
Uncover what benefits it brings to the business and why the company is supporting ambitious programs.
Share
Learning and development (L&D) is an essential part of any business’s strategy. Not only can it save companies expenses on external hires but it can also drive retention rates.
The latest company to invest in this area is Mercedes-Benz. The iconic manufacturer has committed to investing €1.3 billion in L&D, in Germany alone, by 2030.
Detailing the reasoning behind this investment, the company said in a press statement: “Electrification and digitalization are fundamentally changing the world of work.
“The transformation will lead to further development of all job profiles at Mercedes-Benz. The company is therefore putting lifelong learning and continuing education for employees at the center of sustainable personnel development.”
Improving L&D effectively
The mission statement that accompanies the investment will mean developments for L&D teams. While improving existing learning platforms and face-to-face training, the company will invest in e-learning and customized learning paths.
At no cost to employees, the company intends to give an “unprecedented variety of opportunities to learn independently and flexibly for their current job or future dream job”. In addition, the learning of an individual can be personal and not relate directly to their career.
Not only does this learning philosophy help Mercedes-Benz adjust to a changing digital world that requires new skills, but could also help employees feel fulfilled. Job fulfillment is increasingly important to the workforce, particularly after a period when millions of employees left the workforce to consider what they wanted from their roles.
Employees are free to choose whatever course they wish but Artificial Intelligence (AI) will be used to make sure the pathways are used efficiently.
Staff who are in production will be offered courses that will help them adapt to electric products and new ways of working. The company explained that there would be a “suitably tailored digital retraining with individual support and defined target positions” for those adapting to altered roles.
Using Turn2Learn
The investment is being labeled Turn2Learn and is seen internally as a continuation of the company’s chosen qualification paths.
In a statement about the developments, Sabine Kohleisen, member of the board of management of Mercedes-Benz Group AG, human resources & labor director, commented: “For a fully electric and digital future as a luxury brand, we have generated a noticeable sense of new beginnings at Mercedes-Benz. Turn2Learn takes this up and puts the qualification for all employees at Mercedes-Benz on a new level.
“With Turn2Learn we create limitless opportunities for lifelong learning at Mercedes-Benz. Everyone can continue their education independent of time and place, and across all units and levels. As a company, we primarily rely on learning paths that enable us to forge ahead with digitalization and electrification.
Kohleisen added: “I am very pleased that Turn2Learn enables colleagues to educate themselves according to their personal interests in order to promote willingness for lifelong learning. In the transformation, lifelong learning is not a buzzword, but the condition for success — for the company and for each individual colleague.”
