HR and CSR issues

Formula Student: pit stop in Boxberg, Germany Bosch hunts for new talent on the test track

  • Student teams put race cars to the test on the company test track
  • Recruiting specialist Winter: “Promoting young talent on 39 race teams”
  • Bosch is looking for 12,000 university graduates worldwide
Stuttgart, Germany – Bosch is expanding its involvement in the Formula Student Germany (FSG) international design competition. This year, the supplier of technology and services is sponsoring four additional student groups in Germany, each of which will compete as a race team. Altogether, Bosch is lending a hand to 39 race teams from Germany, the U.K., Austria, Switzerland, and Turkey. They will be making a pit stop with their race cars at the Bosch proving ground in Boxberg, Germany from July 17 to 18, 2015, where more than 250 participants will set about preparing approximately 25 vehicles for the final race at the Hockenheimring circuit. Some 40 Bosch technicians and engineers will advise and assist the promising young talent during the two-day workshop.

Discovering new talent and fostering the next generation
“Our many years of sponsorship are evidence of our enthusiasm for motorsport and the mobility of the future, as well as our commitment to fostering the next generation of engineers,” says Vera Winter, head of personnel marketing for Germany at Bosch. “These talented young people not only benefit from our engineers’ expertise, but also get the opportunity to get to know Bosch as an employer and establish some initial contacts.” The annual workshop in Boxberg has become a standing event in the teams’ calendars. Bosch’s support for the teams extends from giving them access to specialists to placing the company’s test track in Boxberg at their disposal.

Connected world, connected race cars
The importance of software also continues to grow with regard to race cars. “Above all, the growing connectivity of components and systems, in addition to the increasing development of new functions, means that more and more experience with software and IT is required as well,” says Simon Mörsdorf. The 24-year-old mechanical engineering student, who is writing his master’s thesis at Bosch, was a part of the action last year on the KA-RaceIng e.V. team. “It is a tremendous help to have specialists on hand to lend support by sharing their know-how with you.” The teams have the opportunity to test the race cars they developed and designed in racing conditions at the Bosch proving ground. “The cars go through all the same tests you would find at races at the Hockenheimring circuit,” Mörsdorf says. “They include acceptance testing and various acceleration and endurance trials.”

Workshops, advice, and testing
During the workshop in Boxberg, the students benefit from extensive support, including expert presentations on safety when working with high voltages or measuring technology, as well as more general presentations about vehicle-testing events. The teams are also provided with motorsport components and software. The support is rounded out by expert advice and assistance from Bosch specialists in automotive engineering and system design.

Career opportunities: Bosch on the hunt for 12,000 university graduates
After the Formula Student, talented young people can continue full speed ahead into a career, as Bosch plans to recruit some 12,000 university graduates worldwide this year. The countries where the company has the greatest need for recruiting trained graduates are India, which plans some 3,200 new hires, China, which plans 2,600 new hires, and Germany, which plans 1,200 new hires. In addition to mechanical and electrical engineers, graduates with an IT background have especially favorable prospects. As connectivity expands in every business sector – especially Mobility Solutions, with regard to emergency braking systems, for example – the importance of software is also growing.

Background information:
“Bosch plans to recruit some 12,000 new associates” press release:
“62nd International Automotive Press Briefing 2015 in Boxberg” press kit:

Formula Student Germany:
Bosch as an employer:
Direct employment at Bosch:
Final theses at Bosch:
Internships at Bosch:
On the job as a working student at Bosch:

Formula Student 2014 – Associates at Bosch:
Formula Student 2014 – JMP participants at Bosch:

Contact person for press inquiries:
Sven Kahn, phone: +49 711 811-6415
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  • July 16, 2015
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From skilled worker to engineer - without a college degree Bosch expands its skilled workers development program

  • Training also available for IT and commercial functions
  • New year of training starts with 80 women and men
  • 200 million euros for associates' professional development
  • Christoph Kübel, Bosch director of industrial relations: “Lifelong learning is a competitive advantage”
Stuttgart – Bosch is preparing its skilled workers for the demands of the connected working world and is expanding its development program for skilled workers in Germany to do so. In the future, the supplier of technology and services will train associates without a college degree to take on positions in IT and commercial fields that normally require higher education. Since 1999, Bosch has been offering skilled workers in technical professions a two-year development program that gives them the opportunity to take on responsibilities similar to those of an engineer. The expansion aims to meet the growing demand for software expertise and prepare associates for jobs in connected production, also known as Industry 4.0, among other things. Some 80 skilled workers, including ten women, are participating in this year's class. Around 700 participants have completed the program since it began.

Skilled people for the connected working world
“The increasing level of connectivity in our plants calls for highly trained skilled workers, because their tasks are growing more and more challenging,” Christoph Kübel, member of the board of management and director of industrial relations at Robert Bosch GmbH, told the roughly 90 graduates of the program obtaining their certification this year in Gerlingen, near Stuttgart. “Our associates' willingness to keep learning throughout their lives is a competitive advantage for us. That is why we as an employer are focusing on competence management that provides the necessary knowledge and skills.” Kübel announced that Bosch intends to invest more than 200 million euros worldwide in its associates' training this year.

Back to school – with a busy life
A mix of online seminars, classroom learning, and group study projects are planned to allow participants to complete training while they work. As a result, certain courses can be completed from a home computer. “It was both a career opportunity and a challenging time for me,” Mario Löhrlein, a mechatronics engineer at the Bosch plant in Bamberg, recalled at the graduation ceremony. “Juggling a career, a private life, and training at the same time, all while spending time abroad, was a real challenge. But my family and my supervisor lent me their full support.” The 30-year-old entered the development program in 2013. During his training, he had the opportunity to spend six months helping oversee a production start-up at the Bosch plant in Wuxi, China.

50 days of training call for dedication
The training program, which will be known in the future as the “Skilled workers development program,” is aimed at associates without a college degree who have good professional qualifications and are interested in comprehensive professional development. “The training program lasts around two years and consists of 50 days of training,” says Siegfried Czock, who is responsible for occupational and further training at Bosch. “The participants spend 20 days of this time when they are off the job, such as at weekend seminars.” According to Czock, the program seeks to teach specialist and conceptual skills (including quality and process management as well as work methods) plus interdisciplinary knowledge of methods and social skills (such as project management, facilitation, and foreign languages). At the end of the program, the participants write a report on topics such as process optimization, error analysis, or energy management.

Consistent global competence management ensures quality standards
At Bosch, global competence management ensures that associates participate in ongoing training according to consistent quality standards. A Bosch Training Center with six locations worldwide teaches skills and knowledge following proactive analysis of participants' needs. Bosch has many years of experience in the field of connected manufacturing and is able to draw on expertise as both a leading supplier and a leading exponent. Czock sees that as an advantage: “We also put this know-how to use in the skilled workers development program to give our associates the best possible preparation for their future jobs.”

Bosch as an employer:
Bosch on Industry 4.0:

Background information:
Bosch is an expert on the internet of things:
Industry 4.0 in practice at Bosch:
Bosch plans to hire around 12,000 new associates:

Industry 4.0: an overview:

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  • June 18, 2015
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World Day for Cultural Diversity for Dialogue and Development (May 21, 2015) Bosch mobilizes 360,000 ambassadors of diversity and equal opportunity

  • Global day of action for associates strengthens intercultural dialogue
  • New pilot project in Germany for intergenerational learning
  • Christoph Kübel, Bosch director of industrial relations: “Placing value on diversity enhances social integration”
Stuttgart – Bosch is mobilizing its 360,000 associates worldwide as ambassadors of diversity and equal opportunity on World Day for Cultural Diversity for Dialogue and Development. The supplier of technology and services intends to send a signal that emphasizes the value of similarities and differences between people in the world of work. To do so, Bosch is organizing its second international day of action for its associates on May 21, 2015. On Bosch Diversity Day, dialogue events and activities aimed at getting people involved at more than 200 locations are intended to shine a spotlight on the role diversity plays in achieving excellence. Bosch sees teams encompassing different ages, nationalities, genders, and ways of working as a driver of its innovative strength. Each year, the group applies for thousands of patents worldwide.

Strengthening diversity – with ambassadors in 60 countries
“The benefits companies reap from diversity should also provide incentive for improving social integration around the world,” says Christoph Kübel, member of the board of management and director of industrial relations at Robert Bosch GmbH, explaining the campaign to mark the day. “The fact that our associates work with people of other nationalities means that they are well-versed in intercultural dialogue in their private lives as well. As ambassadors of diversity and equal opportunity, our associates in around 60 countries worldwide make a contribution to a society of mutual esteem and respect.” In particular, the promotion of equal opportunities for men and women, the integration of foreigners, and the acceptance of older workers are important for civil society, he adds. The UN’s World Day for Cultural Diversity for Dialogue and Development was instigated in 2001. Among its objectives is to foster peaceful coexistence between diverse people and sections of society.

Diversity management fosters excellence
Diversity is an integral part of the corporate culture at Bosch. It consists of the four dimensions age, gender, nationality, and working culture. “Our customers expect excellence and fascinating products from us,” says Heidi Stock, who is in charge of global diversity management at Bosch. “We achieve this through a working atmosphere that respects and values different perspectives and encourages and harnesses diversity. This allows our associates to achieve better results, especially in international cooperation.” Mixed teams help solve demanding challenges in an increasingly connected world. For example, associates from different areas came up with the idea of using a lambda sensor from automotive technology in an oven. As a result, a sensor measures moisture levels and informs users by app when their cake is finished baking.

“Intergenerational tandem”: new pilot project in Germany
Partly as a result of demographic change, working in mixed-age teams is a major topic in Europe where diversity management is concerned. In Germany, Bosch has launched a new pilot project that allows younger associates to learn from older associates – and vice versa. An “intergenerational tandem” brings two associates who are at least ten years apart in age together on a voluntary basis. At regular intervals, they exchange knowledge and experiences from their day-to-day work, offer each other advice, and take a conscious look at things from a different perspective. “We want to further connect our associates across generations and show that everyone can learn from each other,” Stock says.

“We are Bosch”: diversity as corporate value
Diversity has more than just strategic importance at Bosch. The appreciation of different mindsets, life models, and experiences is a reflection of the company’s values-based culture. These corporate values form the basis of the company’s recently-revised “We are Bosch” mission statement. Straightforward and compact, the mission statement expresses how Bosch sees itself as a company.

Background information:
Diversity management at Bosch – five questions for Heidi Stock:
Diversity management at Bosch – fact sheet:

World Day for Cultural Diversity for Dialogue and Development:
Bosch as an employer:
Diversity at Bosch:
“We are Bosch” corporate mission statement:

Diversity in practice at Bosch:
Winson Wang (USA) on diversity at Bosch:
Annette Borger (Germany) on diversity at Bosch:
Noriko Morikawa (Japan) on diversity at Bosch:
Florian Bankoley (Germany) on diversity at Bosch:
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