Our working environment is constantly evolving. To enable its people to deal with the associated challenges, Klüber Lubrication offers a wide variety of options for their personal development.
The launch of Microsoft 365 or working in hybrid teams – whether in the office or from home – are just two examples: demands on employees have changed considerably during the past few years. And it’s a process that’s far from completed. Training measures are a good way of getting prepared for continuous changes as they offer an opportunity to identify and utilise skills and potential that have so far gone untapped. New qualifications also help people to strengthen their own profiles.
We have found that people are now more intrinsically motivated to get additional training. The average number of training days at Klüber, for example, has risen from three in 2020 to over five in 2022.
Andreas Maurer
Multi-faceted options
“We regard enabling our employees as our global task,” says Andreas Maurer, Head of Training, KLM. This is why Klüber offers a wide range of training, ranging from the basic training for newcomers to seminars for senior managers. New skills can also be acquired independently by accessing more than 500 e-learning modules on our Cornerstone platform. Recently developed formats such as the online training offered by “LinkedIn Learning” are part of the portfolio, which exemplifies how it is continuously adapted to changing requirements.
This is supplemented by more conventional training formats in German or English, teaching subjects like soft skills, languages, sales, or IT competences. “One of our core areas is business skills,” Andreas Maurer says. Training related to this field is held regularly in Munich. It may be designed for German-speaking employees, for example most of our basic and product training courses, or for an international audience. “For the Basic Product Application Training in English, for example, 20 participants from all regions will be coming to Munich,” Andreas Maurer relates. The KL training portfolio is supplemented by the option of inviting coaches for a wide range of subjects. “While we have a wide network of external partners to draw from, this is a segment that is still under construction,” he adds.
Andreas Maurer, Head of Training, KLM
Self-optimisation
Andreas Maurer has seen interest in training go up among colleagues. “Everything’s become faster. We have found that people are now more intrinsically motivated to get additional training. The average number of training days at Klüber, for example, has risen from three in 2020 to over five in 2022,” he says. For Andreas Maurer himself, too, learning is an everyday practice.
This is why he and his team took part in white belt training. Since this training is offered as part of the Operational Excellence (OpEx) initiative, it is not in his area of responsibility, but is organised by the Project Management Office (PMO). “OpEx is another scheme that helps employees to develop themselves further. It can significantly change the way they look at processes and their own behaviour. ‘Lean thinking’ not only helps to create a better work environment, but can also be applied in everyday life. It helps to identify where you can save time and improve your routines,” explains Paulo de Mello, Head of PMO. Andreas Maurer is only too happy to agree, since, as he says, “we also want to improve ourselves and the offer for our colleagues continuously.”