Mercedes-Benz Is Investing More Than €1.3 Billion in the Qualification of Its Employees

Rhea-AI Summary

Mercedes-Benz is investing over €1.3 billion in employee training and continuing education by 2030 to adapt to digital and electric transformations. The 'Turn2Learn' initiative will enhance lifelong learning through extensive e-learning platforms and customized learning paths, promoting professional development for all employees. The rollout begins in Q3, focusing on digital skills and offering thousands of online courses. This move aims to align workforce capabilities with sustainable and digital business strategies, ensuring competitive readiness in a rapidly evolving automotive industry.

Positive

• Investment of over €1.3 billion in employee training and education by 2030.
• Introduction of the 'Turn2Learn' initiative to enhance lifelong learning.
• Development of extensive e-learning platforms providing thousands of online courses.
• Customized learning paths that promote targeted professional training.
• Focus on digital skills to align workforce with company strategies.

Negative

• None.

• Job profiles of the future: The digital and electric transformation is changing all job profiles
• Turn2Learn: New and hybrid qualification push for continuing education at Mercedes-Benz worldwide
• Lifelong learning: Global rollout of e-learning platforms
• Customized learning paths for the entire professional life: Use in production and administration
• More than €1.3 billion by 2030 in Germany alone: Mercedes-Benz is investing heavily in employee training and qualification
• Sabine Kohleisen, Member of the Board of Management of Mercedes-Benz Group AG, Human Resources & Labour Director: “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.”

STUTTGART, Germany--(BUSINESS WIRE)-- Electrification and digitalisation 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 centre of sustainable personnel development.

In Germany alone, Mercedes-Benz will invest more than €1.3 billion in the qualification, training and continuing education of its employees by 2030. Turn2Learn is an extensive push that raises qualification at the company to a new level. It combines three elements: a wide range of learning opportunities via e-learning platforms, customized learning paths and in addition 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.

“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. 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,” says Sabine Kohleisen, Member of the Board of Management of Mercedes-Benz Group AG, Human Resources & Labour Director.

Digital 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. In the future, this 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.

Digital e-learning platforms usually offer several thousand online courses for almost all specialist units. The offer includes, for example, subject areas such as software, data science and cloud computing, the teaching of general business know-how and presentation techniques as well as agile working methods. The learning content can be used at any time and is packaged in compact units — often in the form of video tutorials, digital learning cards or online exercises.

Customized learning paths

From the very wide range of qualification options, employees will in future define customized learning paths as orientation for targeted and future-oriented professional training. When selecting the formats, the company enables employees to exercise as much self-determination as possible. Learning and education thus become a natural part of everyday working life. The learning paths are intended to accompany employees throughout their professional lives and will be continuously readjusted. This way, the company is also increasing the transparency of skills and abilities across teams and units.

Mercedes-Benz will place particular emphasis on qualifications that are crucial for the successful implementation of the company's sustainable business strategy and digitalisation. 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 wide range of continuing education on digitalisation 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 analyse 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.

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.

Turn2Learn is the logical continuation of the chosen qualification path

For the digital transformation, it is essential that all areas of the company invest in the development of digital skills. In total, Mercedes-Benz employees completed almost 1.3 million hours of professional and personal training last year in Germany alone. In 2021 there were around 75,000 participations in training courses on software, coding and IT at Mercedes-Benz Group AG worldwide. At Mercedes-Benz, around 80 per cent of all training formats are already digital or hybrid. The additionally planned e-learning platforms can be used to cover learning needs more quickly and to better track learning success.

Against the background of the digital transformation, Mercedes-Benz has rolled out the virtual ‘Digital Readiness Programme’ worldwide. The aim of the programme was to provide the entire Mercedes-Benz team with basic digital knowledge — from machine learning to the Internet of Things and blockchain technology.

The workforce in production is also in the middle of the qualification process. Since 2020, around 57,500 employees have successfully completed further training on topics related to electric mobility at our MB Tech Academies in Germany.

In addition to the needs-based qualification of employees, Mercedes-Benz also relies on targeted recruiting of new talents who have the appropriate skills. With its revised job portfolio for vocational training and the Cooperative State University, Mercedes-Benz is focusing early on the skills and qualifications that will be needed in the future. The company offers future-oriented apprenticeships for professions such as IT specialist or the new dual course of study on embedded systems, which combines engineering and IT.

Further information on Mercedes-Benz Group AG is available at:
group-media.mercedes-benz.com and group.mercedes-benz.com

Forward-looking statements:

This document contains forward-looking statements that reflect our current views about future events. The words “anticipate,” “assume,” “believe,” “estimate,” “expect,” “intend,” “may,” ”can,” “could,” “plan,” “project,” “should” and similar expressions are used to identify forward-looking statements. These statements are subject to many risks and uncertainties, including an adverse development of global economic conditions, in particular a decline of demand in our most important markets; a deterioration of our refinancing possibilities on the credit and financial markets; events of force majeure including natural disasters, pandemics, acts of terrorism, political unrest, armed conflicts, industrial accidents and their effects on our sales, purchasing, production or financial services activities; changes in currency exchange rates, customs and foreign trade provisions; a shift in consumer preferences towards smaller, lower-margin vehicles; a possible lack of acceptance of our products or services which limits our ability to achieve prices and adequately utilize our production capacities; price increases for fuel or raw materials; disruption of production due to shortages of materials, labour strikes or supplier insolvencies; a decline in resale prices of used vehicles; the effective implementation of cost-reduction and efficiency-optimization measures; the business outlook for companies in which we hold a significant equity interest; the successful implementation of strategic cooperations and joint ventures; changes in laws, regulations and government policies, particularly those relating to vehicle emissions, fuel economy and safety; the resolution of pending governmental investigations or of investigations requested by governments and the outcome of pending or threatened future legal proceedings; and other risks and uncertainties, some of which are described under the heading “Risk and Opportunity Report” in the current Annual Report or in the current Interim Report. If any of these risks and uncertainties materializes or if the assumptions underlying any of our forward-looking statements prove to be incorrect, the actual results may be materially different from those we express or imply by such statements. We do not intend or assume any obligation to update these forward-looking statements since they are based solely on the circumstances at the date of publication.

Mercedes-Benz Group at a glance

Mercedes-Benz Group AG is one of the world's most successful automotive companies. With Mercedes-Benz AG, the Group is one of the leading global suppliers of premium and luxury cars and vans. Mercedes-Benz Mobility AG offers financing, leasing, car subscription and car rental, fleet management, digital services for charging and payment, insurance brokerage, as well as innovative mobility services. The company founders, Gottlieb Daimler and Carl Benz, made history by inventing the automobile in 1886. As a pioneer of automotive engineering, Mercedes-Benz sees shaping the future of mobility in a safe and sustainable way as both a motivation and obligation. The company's focus therefore remains on innovative and green technologies as well as on safe and superior vehicles that both captivate and inspire. Mercedes-Benz continues to invest systematically in the development of efficient powertrains and sets the course for an all-electric future: The brand with the three-pointed star pursues the goal to go all-electric, where market conditions allow. Shifting from electric-first to electric-only, the world’s pre-eminent luxury car company is accelerating toward an emissions-free and software-driven future. The company's efforts are also focused on the intelligent connectivity of its vehicles, autonomous driving and new mobility concepts as Mercedes-Benz regards it as its aspiration and obligation to live up to its responsibility to society and the environment. Mercedes-Benz sells its vehicles and services in nearly every country of the world and has production facilities in Europe, North and Latin America, Asia and Africa. In addition to Mercedes-Benz, the world's most valuable luxury automotive brand (source: Interbrand study, 20 Oct. 2021), Mercedes-AMG, Mercedes-Maybach, Mercedes-EQ and Mercedes me as well as the brands of Mercedes-Benz Mobility: Mercedes-Benz Bank, Mercedes-Benz Financial Services and Athlon. The company is listed on the Frankfurt and Stuttgart stock exchanges (ticker symbol MBG). In 2021, the Group had a workforce of around 172,000 and sold 2.3 million vehicles. Group revenues amounted to €168.0 billion and Group EBIT to €29.1 billion.

View source version on businesswire.com: https://www.businesswire.com/news/home/20220707005327/en/

Ute Wueest von Vellberg, Tel.: +49 160 865 1507, ute.v.vellberg@mercedes-benz.com

Heike Rombach, Tel.: +49 176 309 22505, heike.rombach@mercedes-benz.com

Andrea Berg, Tel.: +1 917 667-2391, andrea.a.berg@mercedes-benz.com

Source: Mercedes-Benz

FAQ

What is the significance of Mercedes-Benz's 'Turn2Learn' initiative?

The 'Turn2Learn' initiative is a comprehensive training program aimed at enhancing lifelong learning for employees, enabling them to adapt to digital and electric transformations.

How much is Mercedes-Benz investing in employee training by 2030?

Mercedes-Benz is investing over €1.3 billion in employee training and continuing education by 2030.

What kind of training does the 'Turn2Learn' initiative offer?

The 'Turn2Learn' initiative offers extensive e-learning opportunities, customized learning paths, and access to a wide range of training resources.

When will the 'Turn2Learn' initiative be rolled out at Mercedes-Benz?

The rollout of the 'Turn2Learn' initiative is set to begin gradually in the third quarter.

How many hours of training did Mercedes-Benz employees complete last year?

Last year, Mercedes-Benz employees completed nearly 1.3 million hours of professional and personal training in Germany alone.