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Bosch Siemens Home Appliances - worldwide training on compliance

In 1967 Siemens AG and Robert Bosch GmbH founded Bosch Siemens Home Appliances (BSH) as a joint venture. Since 2015 BSH has belonged exclusively to the Bosch Group. In 2014 BSH generated revenues of approximately € 11 billion. The company employs 53,000 employees worldwide in 50 countries. Its product portfolio covers all modern household appliances. BSH is Europe’s market leader; worldwide it is number three.

Uniform standards in compliance training

Although BSH has a great number of factories at home and abroad and a global sales and service network, it wants to ensure that all employees are trained in compliance issues according to their own area of responsibility. A uniform worldwide standard for compliance training needs to be verifiably adhered to for this purpose.

The solution: the IMPACT program

Erich Danzer, Head of Human Resources Corporate Processes at BSH, reported on the organization and execution of compliance training on the basis of a modern learning platform in his presentation, “Objectives-based management of worldwide compliance trainings”. The platform was developed together with tts in order to implement the IMPACT program (International Management Program for Compliance Training). It consists of the three building blocks Target Group Management, Compliance Training and Compliance Training Reporting.

The implementation

The Chief Compliance Officer, whose office is at the company headquarters in Munich, is at the top of the BSH Compliance Organization. On the next level are the respective regional and local compliance managers. Each of these managers is of great importance because it is their responsibility to specify the scope of the compliance training that each employee must undergo. For this purpose they assign each employee to one or more specific “target group(s)”.

There are a number of detailed, but globally consistent trainings according to each area of responsibility or role. A personnel officer must observe compliance regulations that are different to those followed by a field staff or a warehouse worker. Despite all of the “uniformity” the trainings are verbally and visually adapted to the respective culture. To guarantee standardized compliance training, the IMPACT Program rests on three pillars:

1. Target group management

  • Target group assignment. The manager assigns (via his portal, which he works with on a daily basis) one or more compliance target group(s) to each individual employee. He can see the relevant status of each of them: who has been successfully trained or who has not yet completed his relevant training courses.
  • Determination of the mandatory training through the people responsible for compliance.
  • Automatic information from the employees via e-mail. They are prompted to complete specified trainings by the learning platform. An employee who is promoted receives a prompt to visit further compliance trainings if his new task (permanent post) requires it.
Erich Danzer, Head of HR Corporate Processes, BSH Haushaltsgeräte

The management teams at BSH and their employees speak highly of the development trainings as being very user friendly.

 

Erich Danzer, Head of HR Corporate Processes, BSH Haushaltsgeräte

2. Compliance trainings

  • Performance of compliance trainings. Depending on the situation at the workplace the trainings can take place online or in the seminar room. The employee receives an invitation (and if necessary a reminder) from the learning platform. BSH relies on the SAP LSO learning platform.
  • Documentation of all training activities for internal reporting and for the company’s protection with regard to statutory regulatory bodies.

3. Compliance training reporting 

  • Management of the training process by the executive team and the compliance organization. Each executive can see where individual employees stand with regard to compliance issues.
  • Creation of aggregated analyses for management of the training process. There are currently 53,000 personnel master data files at BSH. All of these are used for the compliance training process

The management teams at BSH and their employees speak highly of the development trainings as being very user friendly. This also applies when supplementary training is needed following a change of workplace. In summary, the following apply: Assignment of target groups and the tracking of the learning process take place via IMPACT. Booking and completion of training takes place via the learning portal, SAP LSO. Reporting is developed via a separate business warehouse.