“Limitless opportunities for lifelong learning.”
Mercedes-Benz in Stuttgart today said that the digital and electric transformation is changing all job profiles so it is starting lifelong learning with a global rollout of e-learning platforms.
Corporate management and the General Works Council have agreed to introduce an extensive range of further training and retraining via e-learning platforms for company and private use. The “customized learning paths” are for the entire professional life of production and administration personnel. (read AutoInformed on: Mercedes-Benz and Unions Agree on EV Production Plans)
This – it’s claimed – will offer employees an unprecedented variety of opportunities to learn independently and flexibly for their current job or future dream job. Free access to the entire range of platforms also gives employees the opportunity to pursue further training according to their personal interests. The company also bears the costs for the licenses here. The rollout will start gradually in the third quarter in administration and in first pilot areas of production.
“With Turn2Learn we create limitless opportunities for lifelong learning at Mercedes-Benz. In the transformation, lifelong learning is not a buzzword, but the condition for success – for the company and for each individual colleague,” aid Sabine Kohleisen, Member of the Board of Management of Mercedes-Benz Group AG, Human Resources & Labor Director.
In Germany, Mercedes-Benz will invest more than €1.3 billion in the qualification, training and continuing education of its employees by 2030. The so-called “Turn2Learn” is said to raise qualification at the company to a new level. It combines three elements: a range of learning opportunities via e-learning platforms, customized learning paths and the previously available continuing education programs. “These elements offer employees tailor-made qualification opportunities in production and administration – in different combinations digitally and face-to-face,” said Mercedes.
Mercedes-Benz said “it will place particular emphasis on qualifications that are crucial for the successful implementation of the company’s sustainable business strategy and digitalization. For example, specific, preconfigured learning paths, such as data scientist or data architect, are defined for the data workers. These learning paths can be individually supplemented and adapted. To ensure learning paths are as individualized as possible and learning platforms are used efficiently Artificial Intelligence will be used in the future.”
Qualification in Production
Employees in production are already receiving a range of continuing education on digitalization and electrification. Production plants are becoming more and more intelligent, are networked and collect large amounts of data. “With newly acquired data and methodological skills, employees working, for example, as data specialists can analyze the systems much better and use them more efficiently and effectively. Challenges and any disruptions in the production process can thus be recognized even earlier in the future and interruptions can be avoided,” Mercedes said.
For the ongoing transformation of job profiles in production, the company offers, for example, “suitably tailored digital retraining with individual support and defined target positions. After an initial successful pilot project during which employees (the so-called “digital pioneers”) from the Berlin plant receive further training on their individual journey to the career goal of Junior Software Developer, projects continue: In the Mercedes-Benz Powertrain plant in Untertürkheim “Digital Superheroes” from production and production-related areas began training for their extra-occupational qualification as Data Specialists in June. The pilot projects will subsequently be rolled out further.”
For a fully electric future, Mercedes-Benz trains its employees in the field of electrics/electronics from basic to expert level. “The qualifications are based on the specific tasks of the employees and vary in scope and content. For example, the basic requirement for employees to be allowed to move around in the high-voltage environment is high-voltage safety courses that only last a few hours. An additional basic training program as an electrician, which lasts several weeks, is necessary in order to work independently on the high-voltage system,” Mercedes said.
About Ken Zino
Ken Zino, editor and publisher of AutoInformed, is a versatile auto industry participant with global experience spanning decades in print and broadcast journalism, as well as social media. He has automobile testing, marketing, public relations and communications experience. He is past president of The International Motor Press Assn, the Detroit Press Club, founding member and first President of the Automotive Press Assn. He is a member of APA, IMPA and the Midwest Automotive Press Assn.
He also brings an historical perspective while citing their contemporary relevance of the work of legendary auto writers such as Ken Purdy, Jim Dunne or Jerry Flint, or writers such as Red Smith, Mark Twain, Thomas Jefferson – all to bring perspective to a chaotic automotive universe.
Above all, decades after he first drove a car, Zino still revels in the sound of the exhaust as the throttle is blipped during a downshift and the driver’s rush that occurs when the entry, apex and exit points of a turn are smoothly and swiftly crossed. It’s the beginning of a perfect lap.
AutoInformed has an editorial philosophy that loves transportation machines of all kinds while promoting critical thinking about the future use of cars and trucks.
Zino builds AutoInformed from his background in automotive journalism starting at Hearst Publishing in New York City on Motor and MotorTech Magazines and car testing where he reviewed hundreds of vehicles in his decade-long stint as the Detroit Bureau Chief of Road & Track magazine. Zino has also worked in Europe, and Asia – now the largest automotive market in the world with China at its center.
Mercedes-Benz Starting Global E-Learning for Employees
“Limitless opportunities for lifelong learning.”
Mercedes-Benz in Stuttgart today said that the digital and electric transformation is changing all job profiles so it is starting lifelong learning with a global rollout of e-learning platforms.
Corporate management and the General Works Council have agreed to introduce an extensive range of further training and retraining via e-learning platforms for company and private use. The “customized learning paths” are for the entire professional life of production and administration personnel. (read AutoInformed on: Mercedes-Benz and Unions Agree on EV Production Plans)
This – it’s claimed – will offer employees an unprecedented variety of opportunities to learn independently and flexibly for their current job or future dream job. Free access to the entire range of platforms also gives employees the opportunity to pursue further training according to their personal interests. The company also bears the costs for the licenses here. The rollout will start gradually in the third quarter in administration and in first pilot areas of production.
“With Turn2Learn we create limitless opportunities for lifelong learning at Mercedes-Benz. In the transformation, lifelong learning is not a buzzword, but the condition for success – for the company and for each individual colleague,” aid Sabine Kohleisen, Member of the Board of Management of Mercedes-Benz Group AG, Human Resources & Labor Director.
In Germany, Mercedes-Benz will invest more than €1.3 billion in the qualification, training and continuing education of its employees by 2030. The so-called “Turn2Learn” is said to raise qualification at the company to a new level. It combines three elements: a range of learning opportunities via e-learning platforms, customized learning paths and the previously available continuing education programs. “These elements offer employees tailor-made qualification opportunities in production and administration – in different combinations digitally and face-to-face,” said Mercedes.
Mercedes-Benz said “it will place particular emphasis on qualifications that are crucial for the successful implementation of the company’s sustainable business strategy and digitalization. For example, specific, preconfigured learning paths, such as data scientist or data architect, are defined for the data workers. These learning paths can be individually supplemented and adapted. To ensure learning paths are as individualized as possible and learning platforms are used efficiently Artificial Intelligence will be used in the future.”
Qualification in Production
Employees in production are already receiving a range of continuing education on digitalization and electrification. Production plants are becoming more and more intelligent, are networked and collect large amounts of data. “With newly acquired data and methodological skills, employees working, for example, as data specialists can analyze the systems much better and use them more efficiently and effectively. Challenges and any disruptions in the production process can thus be recognized even earlier in the future and interruptions can be avoided,” Mercedes said.
For the ongoing transformation of job profiles in production, the company offers, for example, “suitably tailored digital retraining with individual support and defined target positions. After an initial successful pilot project during which employees (the so-called “digital pioneers”) from the Berlin plant receive further training on their individual journey to the career goal of Junior Software Developer, projects continue: In the Mercedes-Benz Powertrain plant in Untertürkheim “Digital Superheroes” from production and production-related areas began training for their extra-occupational qualification as Data Specialists in June. The pilot projects will subsequently be rolled out further.”
For a fully electric future, Mercedes-Benz trains its employees in the field of electrics/electronics from basic to expert level. “The qualifications are based on the specific tasks of the employees and vary in scope and content. For example, the basic requirement for employees to be allowed to move around in the high-voltage environment is high-voltage safety courses that only last a few hours. An additional basic training program as an electrician, which lasts several weeks, is necessary in order to work independently on the high-voltage system,” Mercedes said.
About Ken Zino
Ken Zino, editor and publisher of AutoInformed, is a versatile auto industry participant with global experience spanning decades in print and broadcast journalism, as well as social media. He has automobile testing, marketing, public relations and communications experience. He is past president of The International Motor Press Assn, the Detroit Press Club, founding member and first President of the Automotive Press Assn. He is a member of APA, IMPA and the Midwest Automotive Press Assn. He also brings an historical perspective while citing their contemporary relevance of the work of legendary auto writers such as Ken Purdy, Jim Dunne or Jerry Flint, or writers such as Red Smith, Mark Twain, Thomas Jefferson – all to bring perspective to a chaotic automotive universe. Above all, decades after he first drove a car, Zino still revels in the sound of the exhaust as the throttle is blipped during a downshift and the driver’s rush that occurs when the entry, apex and exit points of a turn are smoothly and swiftly crossed. It’s the beginning of a perfect lap. AutoInformed has an editorial philosophy that loves transportation machines of all kinds while promoting critical thinking about the future use of cars and trucks. Zino builds AutoInformed from his background in automotive journalism starting at Hearst Publishing in New York City on Motor and MotorTech Magazines and car testing where he reviewed hundreds of vehicles in his decade-long stint as the Detroit Bureau Chief of Road & Track magazine. Zino has also worked in Europe, and Asia – now the largest automotive market in the world with China at its center.