Siemens AG is a German conglomerate company headquartered in Berlin and Munich. It is the largest industrial manufacturing company in Europe with global branch offices.
Siemens has around 386,000 employees worldwide and each year Siemens invests about 510 million pounds on training, education, and welfare of its employees.
Siemens has been at the forefront of employee engagement programs and providing world-class facilities, a work-life balance, and a reward-driven work environment.
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Siemens needed an employee review metric that was based on pure data, making it simpler for the hiring managers to evaluate their team. At the same time, we wanted the employees to be able to showcase their domain knowledge and skills without the fear of any biases affecting their review process.
Ajay Garg,
Associate Manager, Siemens
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Siemens needed a skill testing solution that would assist in assessing the skill specialization of employees across departments for various technical and cognitive criteria and present an accurate picture of the employee’s abilities. They also wanted to bring transparency to the employee evaluation process and also accelerate employee appraisals within a short span.
With ever-growing employee strength, better and more effective employee assessment is one of the major initiatives that Siemens aims at.
Siemens knew the importance of having the right skilled people in the right jobs. Hence, efficient workforce planning was the prime agenda where Siemens could audit its current employee strength and skills, and also identify the skills gaps.
Siemens wanted to set a process to help them evaluate their employees on various parameters like technical skills, soft skills, requisite job skills, and so on. On the employee evaluation parameter, assessment of technical skill amounted to almost 35%.
Siemens did not have an assessment process in place and with such a large workforce, the entire evaluation process appeared quite time-consuming. It was not simply about the assessments either; Siemens needed an assessment partner that could provide the latest technology assessments like HANA administration, HADOOP, Struts, Webdynpro, Spring MVC, Apache TomCat, CAST IRON, and many more. Besides an expansive assessment library, Siemens had to ensure that the tests were reliable. All tests and assessments need tofollow EEOC (The U.S. Equal Employment Opportunity Commission) guidelines.
In the current scenario, employee appraisals took an enormous amount of time, were not a fully transparent process, and did not depict an exact scenario of employee skill competency.
Siemens decided to design its employee evaluation process by moving past age-old methods which were tedious and time-consuming. Instead, they wanted employee assessments that were quick, fun, and at the same time providing precise results.
When Siemens tried out iMocha, they were impressed with the extensive skill library where they had access to a wide variety of skill assessments. With an automated assessment partner, they were able to set up a process wherein each employee was given an assessment based on the job roles they handled.
This set up a well-oiled employee appraisal process. Online assessments meant that there were no manual bottlenecks which usually happens in the case of traditional appraisal methods. Moreover, for each employee, there was systematic data filing in the form of reports. Reports provided an accurate representation of the employee’s skill competency.
One of the most important factors was that this process provided a transparent view to the employees. Reporting managers could share the assessment reports with the respective employee, discuss the reports, and evaluate them accordingly thereby eliminating any scope of bias.
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