Talent management is extremely important to us. We are committed to recognizing, developing and unleashing the talent within our workforce. Four different career tracks are available to employees at Infineon. In addition to this, we invest in support programs, training opportunities and networks to propel each employee along the path best suited to their skills.
Our people are our most valuable asset. As leaders, our role is to help each employee develop their individual potential. Take one of our current projects, for example. Since the summer 2019, we have been offering an extensive online learning portfolio in collaboration with an external service provider. Infineon employees can access these courses whenever they want or need it.
Infineon offers four different career paths for employees looking to progress through the company – the Individual Contributor, Management, Project Management and Technical Ladder paths.
All four paths are equally valuable. They enable our employees to advance in their career based on their individual interests, skills and abilities and in line with the company’s strategic requirements. We offer both career-specific and general, cross-track training and learning resources to support them on their journey here.
Actively developing our talent is at the heart of our talent management efforts. Our employees can prove themselves in challenging situations and gain valuable experience. As managers, we rely on new systems and processes that are being continuously refined and optimized to identify these talents.
STEPS is a global process that serves as a guiding framework for managers and employees at Infineon. Goals, expected behaviors and development steps are agreed in ongoing, open dialog between managers and employees with a clear focus on goal attainment and performance.
In September 2018, we launched a new philosophy, process and tool for STEPS. The name remains the same, but the content has changed:
This approach reflects Infineon’s response to changing demands caused by rapid growth and increasingly dynamic markets. The ability to define clear goals and expectations in good time and provide feedback has become all the more important to secure and expand the company’s future success.
For me, STEPS is about open, honest dialog with my line manager in a framework that enables me to succeed in my daily work while constantly developing through continued learning.
In March 2019, we carried out an employee survey over two weeks to gather initial feedback on the implementation of STEPS. More than two thirds of the respondents said that they were familiar with the STEPS philosophy. Overall, greater employee ownership and managers’ responsibility to coach resonated positively.
HR now aims to further anchor the STEPS philosophy with employees and support the change process. After all, STEPS simply provides a framework and guidance. It is ultimately down to each individual to get the most out of it – over the entire year.
Personal development and learning are top priorities at Infineon. As such, we continually reassess the learning opportunities and formats we offer. After all, the company also benefits from a workforce dedicated to continually expanding its knowledge and skills. As of July 31, 2019, our employees have been able to access the extensive library at the LinkedIn Learning website. LinkedIn Learning allows Infineon employees to learn on demand, accessing knowledge when they need it without having to attend day-long workshops. LinkedIn Learning offers an extensive portfolio of learning resources, including over 14,000 online courses in seven languages. Short videos covering everything from MS Office and Tableau to time management and negotiation strategies can be accessed twenty-four-seven. The platform enables users to expand their knowledge and personal skills at any time and place. To date, over 9,300 courses and 43,000 videos have been completed by Infineon learners.
We want to offer our employees and leaders a broad range of learning resources and formats that they can access on demand. This enables everyone at Infineon to create a learning and development plan tailored to his or her personal needs.
Our increased focus on the development of key leadership skills is by no means limited to top executives at Infineon.
In 2019, the people development team at Infineon collaborated closely with relevant business stakeholders, selected external training partners and experts from different areas to design and deliver a completely new training landscape for developing leadership and management skills across all four career paths.
The new leading and learning portfolio comprises a total of six training programs tailored to Infineon’s needs and designed to develop leadership skills according to the role and seniority of the employee in question.