1. Fit for the Labour Market What companies need and how they can cooperate with universities to get it Official Bologna Seminar, Luxemburg, Nov. 6, 2008 Dr. Frank Stefan Becker, Siemens AG, Copyright © Siemens AG 2006. All rights reserved.

2. Page 2 No.6, 2008, Frank Stefan Becker Corporate Communications Copyright © Siemens AG 2006. All rights reserved. Siemens: Key characteristics and figures (Fiscal 2007, as of Jan. 1, 2008) Since 1847 International Innovative Focused on electrical engineering and infrastructure solutions Oriented toward sustainability Socially responsible In fiscal 2007 398,000 employees in 190 countries (68% outside Germany) Sales of 72.4 billion (83% outside Germany) Active in three business areas; 3.4 billion for R&D 37% of worldwide employees have a university degree 87% of the 22,400 new employees with a university degree hired outside Germany Every hour, Siemens receives orders worth 10 million.

3. Page 3 No.6, 2008, Frank Stefan Becker Corporate Communications Copyright © Siemens AG 2006. All rights reserved. First-cycle degree = University of Applied Sciences (Fachhoch- schule) or bachelors diploma Second-cycle degree = University or masters diploma International recruiting at Siemens – Graduates with bachelors degrees in technical fields dominate (Survey in fiscal 2005) 01000200030004000500060007000 Germany Europe excl. Germany North America Latin America Asia/Pacific Africa / Middle East / CIS First-cycle degree Second-cycle degree 45% of R&D staff still in Germany

4. Page 4 No.6, 2008, Frank Stefan Becker Corporate Communications Copyright © Siemens AG 2006. All rights reserved. Neither inadequate qualification (task exceeds ability) nor over-qualification (employee discontented and too expensive) are desirable At the beginning the technical task is of prime importance, but additional abilities are crucial for further development At Siemens: operational competence as a criterion! Even new engineers are required to have a broad spectrum of abilities, and subsequently work in various areas of the company Siemens Germany 2007: new hires are 50% university graduates (Second Cycle) and 50% university of applied science graduates (First Cycle), worldwide about 25% SC and 75% FC Both are required: FC directly applicable knowledge + company practice; SC: in-depth knowledge or qualification in a combination of subjects Task of the personnel department: finding the right employees for every job

5. Page 5 No.6, 2008, Frank Stefan Becker Corporate Communications Copyright © Siemens AG 2006. All rights reserved. Siemens Germany – Job openings Broad range of capabilities and skills required As of Oct. 2008; not including work/study positions, internships, openings for graduate/doctorate students. Bold: Potential jobs for engineers Total 2610, 81% for university- graduates.

6. Page 6 No.6, 2008, Frank Stefan Becker Corporate Communications Copyright © Siemens AG 2006. All rights reserved. Thorough knowledge of ones subject as the prerequisite for employment Ability to judge analytically, structure ones work, make plausibility checks, carry out research, evaluate information and identify problems Ability to look beyond ones own area of competence and take other factors (such as costs) into account Independence, initiative, independent learning, work techniques, discipline, frustration tolerance, ability to set priorities Interpersonal skills: communication, feedback, a feeling for situations, capacity for teamwork, fluent English Some skills can best be learned at the university, while others can also be acquired at work or in ones private life! Professional competence – Vital skills for todays employees

7. Page 7 No.6, 2008, Frank Stefan Becker Corporate Communications Copyright © Siemens AG 2006. All rights reserved. Electrical industrys priorities: General skills expected Ability to work in a team Presentation (verbal/written) for non-experts Working methods/ self-management General education/manners Foreign languages besides English 30 28 24 4 14 % Source: ZVEI Survey 2006

8. Page 8 No.6, 2008, Frank Stefan Becker Corporate Communications Copyright © Siemens AG 2006. All rights reserved. Evaluation of findings by mechanical engineering companies: Evaluation of findings by mechanical engineering companies: Large discrepancy between the target and actual performance of PhD graduates Management qualities/teaching International experience Project management Networking Company structures Management tools Research knowhow 020in %406080 Is highly competent Should be highly competent 5 6 17 12 5 1 67 68 48 47 40 69 42 60 Source: Impuls/VDMA Survey Anforderungen an die Promotion im MB und der Verfahrenstechnik 2007

9. Page 9 No.6, 2008, Frank Stefan Becker Corporate Communications Copyright © Siemens AG 2006. All rights reserved. Experience of young Electr. Eng. professionals – Importance of skills for the job and how well-taught these skills are at universities Very important Very well Rather well Working tech- niques, teamwork Methods, system know-how Hands-on know-how Communication/ presentation Foreign languages proficiency Theoretical expertise Negotiation/ leadership International Exchange 0 20100in %406080 27 10 Importance for the job Important Taught at university 31 38 21 38 15 36 49 46 38 76 60 67 52 57 16 9 21 16 31 9 63 51 44 61 36 26 9 50 Source: VDE survey Young Professionals 2007

10. Page 10 No.6, 2008, Frank Stefan Becker Corporate Communications Copyright © Siemens AG 2006. All rights reserved. Employee was not able to apply theoretical knowledge in the company situation Over-estimation of own abilities Inadequate social skills, inability to integrate Inadequate professional qualifications Unreasonably high salary requirements Other Source: DIHK* survey of 2,154 companies in 2004 *(German Chamber of Commerce) 020in %40 Reasons given by companies for letting newly hired graduates go

11. Page 11 No.6, 2008, Frank Stefan Becker Corporate Communications Copyright © Siemens AG 2006. All rights reserved. Education Research and Development Knowledge Sharing Education and Research Policy Requirement profiles for engineers and scientists Awards, scholarships Internships, theses, teaching appointments National/ international re- search programs and structures Symposia/ workshops Donations and partnerships Cooperation with industrial associations/ governments Bilateral and publicly funded joint research projects Internal/ external visitors Exchange of personnel Siemens closely interacts with universities and public research institutions

12. Page 12 No.6, 2008, Frank Stefan Becker Corporate Communications Copyright © Siemens AG 2006. All rights reserved. Generation21 Universities: Program principles and activities Yolante: Mentoring program for girls studying technical majors (D) W. v. Siemens Excellence award for an outstanding technical thesis International Masters and E. v. S. PhD scholarships for technical majors Sponsored student meetings with Nobel prize winners in Lindau Siemens teaching delegates (Lehrbeauftragte), 200 in Germany and Austria Cooperation in curricula reform (e.g. European Higher Education Area) Generation21 aims to convey our know-how to universities and to cooperate with them in education. It is based on the Siemens core competences, but does not cover activities relating to recruiting or research cooperation. Main programs are:

13. Page 13 No.6, 2008, Frank Stefan Becker Corporate Communications Copyright © Siemens AG 2006. All rights reserved. Quality assurance in an international labour market: Recommendations to universities Recruiting is local: in the country, for the country. But later international teams, delegation to a different country or just cooperations in virtual teams require an international spirit New curricula should be developed in close cooperation with industry or professional associations, taking into account the requirements of the labour markets A constant monitoring of the teaching success using student and alumni feedback should be established Programs should be accredited, accreditation organizations should closely cooperate to agree on standards and procedures (NQF) Universities should make use of the Bologna Process to reform curricula (Credit Points, output-orientation), and to provide employers with a meaningful Diploma Supplement Bachelor degrees have to be entry-tickets to the labour market: 25% BA hiring at SMEs in Germany DIHK survey, Die Studienreform zum Erfolg machen 2008

14. Page 14 No.6, 2008, Frank Stefan Becker Corporate Communications Copyright © Siemens AG 2006. All rights reserved. To sum it up: Knowledge has to match the practical requirements! Why didnt he learn how to swim - instead of studying French?! Thank you for your attention Frank-stefan.becker @siemens.com