According to the Volkswagen Goals and Strategies, being able to provide a well-organised systematic training programme and to customise it to an individual level is an essential indicator of the employer excellence Volkswagen aims for (Volkswagen Goals and Strategies, 2017).
The corporation has consistently and gradually developed and improved its very own methodology on this aspect, after exploring all the possibilities of training as a manufacturing giant. Volkswagen currently divides employees into different vocational groups where similar technical skills are trained to build a centrally organized training system (The Volkswagen Group, 2019). By doing so, employees can seek help from the experiences and processes of the system within group and across disciplines at any time and select preferred training measures with freedom. This flexible arrangement also allows training and development to adjust to local skill and knowledge needs across the entirety of Volkswagen. The short-term specific training combines theoretical knowledge with practical challenges so that they would immediately get proficient in certain real-life tasks. What is more intelligent and admirable is that Volkswagen does not merely teach specialised skills and make employees interchangeable parts of the assembly line and neglect flexibility and employee satisfaction improvement (Volkswagen AG, 2020). Instead, they provide general management training and personal development programmes at the same time, which may provide opportunity down the line for career development. On top of such implementation, the group also encourages overseas training, which undoubtedly helps expand employee’s horizons and develop an international mindset. Volkswagen also established learning centers led by experienced colleagues for each vocational group to facilitate the transfer of knowledge (The Volkswagen Group, 2019).
This extensive and central training system that is widely used by all brands under Volkswagen’s name acts as an important guideline and resource pool to customise trainee and professional development programmes (Volkswagen AG, 2020 ; The Volkswagen Group, 2019). Dual vocational training stands out among all tailor-made programmes and proves out to be an extremely successful training approach, given the high levels of employee satisfaction and retention currently measured at the company (Sergio & Rylova, 2018). This programme incorporates apprenticeship programmes in the company into vocational education, and therefore helps participants to secure employment, and is particularly beneficial for younger students (Wieland, 2015). Moreover, for young people eligible to study in university, an alternative option called cooperative education is implemented simultaneously for them to choose from. Such dual study programmes allow potential employees to give consideration to both university studies and pursuit of vocational career, which could even be a step further from the traditional vocational training (Thiel & Hartley, 1997). They have been an exceptionally useful and reliable setup to discover and train young talents in Germany and now due to country-of-origin effect these handy principles have recently been introduced and implemented at many international locations of the group (The Volkswagen Group, 2019). This further assists the global integration focus of human resource practises and strategy.
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