Given your analysis, what steps should Siemens take, beyond hiring to fill projected vacant positions, in
order to successfully manage this role in the years to come? Please note, your recommendations need
to be connected to the research that you have compiled for this assignment. You should include at least
one and up to three

Recommendations:

pportunities for staffing and recruiting
rograms for Siemens to develop or expand to fill gap
nsure recommendation is in a context of the business strategy (i.e.,
does the recommendation support the strategy?)

Siemens Wind Power division is called Siemens Gamesa, a division that focuses on renewable energy with more than 40 years of experience in the field. Siemens Gamesa (2023) states that the wind turbines generate clean energy that helps with climate crisis the current generation is facing. By building thousands of wind turbines around the globe, the turbines could generate 122GW of wind power that could provide for nearly 110 million households annually Siemens Gamesa has a great diverse workforce, currently having 27,000 employees from over 100 nationalities all striving to make a better future for the planet by the use of clean energy. Recyclable blade is what the company is leading the way in the industry, both available for onshore and offshore turbines, for better sustainability. Wind Turbine Service Technician is a valuable role in the company, and an assessment for this position is needed for future planning for this role. Now the tasks for this job are inspect, diagnose, adjust, repair, and maintenance for the wind turbines while fixing any potential malfunction of the turbine. Since Siemens is struggling to hire this position especially in the state of California region, average salary plays a role in the hiring and retention of this role. According to O*Net, the average annual salary for this position is about $62,390 in the state of California, which is a lot higher than the national average, which is $56,260 (O*Net, 2023). The trend for Wind Turbine Service Technicians in the nation between the year of 2021-2031 is about a 41% growth, with 1,900 annual job openings. Now according to the US Bureau of Labor Statistics, (e state of California the second largest of wind turbine service technicians in the nation(US Bureau of Labor Statistics, 2022). Assumption could be made that the demand for this position in California could surpass the 41% growth for the nation in the next few years. With that much growth, it would be even harder for the company to hire this position in the future. Furthermore, other industries such as wholesale electronic market brokers, agricultural related services, and wholesalers of machinery are also hiring for this job. Prediction could be made that here would be a shortage for this position in the near future based on the previous information, and the gap would be a long-term gap. With the globe is more environmentally friendly minded, wind power would play a big part in reaching carbon neutrality. According to the United Nations, y6 countries in 2015 agreed strive for the goal of limiting global warming no more than 1.5 degree Celsius(United Nations, 2023). The countries have to cut 45% of carbon emission by the year of 2030 to achieve the previous goal, and hopefully reach carbon net zero by the year of 2050. Wind power is a type of renewable energy, which is carbon neutral, which aligns with the goal of net zero emissions. Helman (2021) states that wind power has a 99 percent of lower carbon footprints than coal powered plants, 98 percent less than natural gas, and even 75% less than solar power (Helman, 2021, Para. 6). Overall, the company is predicted to face wind turbine service technician shortage in the near future with the current trend and effort to help with carbon neutrality. Siemens Gamesa needs to come up with plans for a recruitment strategy to be ready for the situation for a long-term success in the industry.

Data Analysis

Clean energy is expected to lead the global energy sector in the coming years, thanks to growing environmental awareness and carbon-neutral goals. The core business of Siemens Wind Power Division is in the field of clean energy, so in the next few years, it can be expected that the future business growth of Siemens Wind Power Division will be huge, which also means that the demand for labor is surging. The role of Wind Turbine Service Technicians (WTST) is an important part of this process, as it corresponds to the after-sales service of all products. A good product cycle includes not only product development and sales, but also after-sales service and quality (Lightfoot et al., 2013).

According to the data, the basic salary of WTSTS in California is about 10% higher than the national average, which means that this type of employees are more inclined to work in California, because the salary level in California is higher than that in other areas. But according to the Bureau of Labor Statistics (2022), the United States is expected to experience an annual growth rate of 41 percent over the next few years, with 1,900 job openings. According to Siemens’ internal estimates, 400 full-time and 150 part-time WTSTS are needed to keep the business running. According to the internal turnover report, the annual turnover rate is 20% for FT and 30% for PT. This means that 80 HCs will occur in FT positions and 55 HCs in PT positions at WTST in the following year, for a total of 135 HCs. In the past analysis of recruitment channel data, it was predicted that Siemens would need to find at least 267 qualified candidates for FT employees and 216 for PT employees.

FT

PT

Stage 1 (50%)

267

216

Stage 2 (80%)

134

108

Stage 3 (75%)

107

87

Stage 4 (offer)

80

65

This means that Siemens needs to find 500 suitable candidates in the market. Combined with all the above data, we can see that the increase of jobs can meet Siemens’ labor demand in the next one to three years. In addition, we need to pay attention to the turnover rate of Team Ld. In Siemens, the turnover rate of Team Lead reaches 35%, which is higher than the average level. This indicates that in Siemens Team, Team Lead is more likely to quit than other positions.

Compared with the labor allocation plan of basic employees in the next one to three years, Siemens should pay more attention to the flow of Team Lead and the training and promotion of employees. At the same time, personnel and business growth can be effectively predicted in the short term based on the growth of the clean energy market, but long-term growth will change as the market changes. Therefore, Siemens needs to strengthen the monitoring of the market and make new plans and feedbacks at all times.