• Pick Up
• Reskilling
• SW Engineer
• Organization and Career Development/Learning

The automotive industry is facing a once-in-a-century transformation. In the midst of this period of great change, Bosch is further strengthening its reskilling programs centered on training software engineers. Soichiro Kato and Aoi Fuchigami from the Human Resources Department talk about what kind of initiatives they are taking.

Taking on the challenge of developing human resources in the software field, in order to create new value for automobiles

Please tell us the background behind Bosch's strengthening of its reskilling programs.

Kato: Kato: Since its founding, Bosch has made human resource development an important theme. We are developing our training system and training programs in line with the changing times.

The automotive industry is facing a once-in-a-century transformation. On the other hand, we must prepare a system based on the premise of the "100-year lifespan," a society in which each individual can work longer. In order to overcome this contradictory situation, it is essential for each and every associate to acquire new know-how and knowledge and continue to learn.

Against this backdrop, Bosch is investing approximately 280 billion yen over ten years up to 2026, to reskill approximately 400,000 employees. Bosch Training Centers have been established in seven locations around the world to promote a company-wide learning culture. As one of our global bases, Bosch Japan also plans and manages training programs for associates in cooperation with overseas bases.

Bosch Training Centers aim to provide a place where associates can learn cutting-edge skills, such as software skills and coaching, even if the skills are not related to their current job, and to support the development of new careers at Bosch.

Fuchigami: In the future, mobility will not only focus on hardware to improve performance, but knowledge of software, communications, and networks will become an important competence. There will be a demand for functions from a different perspective than before, such as support for driving a car comfortably and safely.

By creating learning opportunities that promote technological innovation in mobility, we hope to dramatically expand the range of services that Bosch can provide, leading to technological development that only Bosch can provide.

Supporting associates with a variety of training programs according to their career aspirations

What specific reskilling initiatives are you promoting to strengthen software skills?

Fuchigami: First of all, on a global base at Bosch, we define the competencies that are required for each job and role. Training is provided for these defined competencies, ensuring that associates can receive consistent education.

In addition, for other competencies that associates themselves want to strengthen, associates can take advantage of various educational systems provided by the Bosch Training Center, such as training, e-learning, and self-development.

Currently, our team is stepping deeper into the engineering realm and enhancing the training content to meet the needs of the sites. From the viewpoint that learning the basics is important for responding to future technologies that have become more complex, we have also launched a support system for acquiring qualifications recommended by the Information Technology Promotion Agency (IPA), such as the Fundamental Information Technology Engineer Examination, Applied Information Technology Engineer Examination, and Information Security Management Examination. Furthermore, in the future, we would like to provide training programs where anyone can learn software development if they wish, regardless of their career or skills.

We strengthened these programs around 2020, but from before that, we have already been working on training in the digital transformation (DX) area, such as activities held in the morning to learn the programming language "Python" and AI training. The range of learning and the community are already expanding within Bosch.

Kato: In this period of transformation in the automotive industry, more software engineers will be needed in the future. Bosch Japan also aims to hire more than 250 software engineers by the end of 2023.

We encourage associates with no experience in software development to take on the challenge of the software field, and provide opportunities to learn about programming and apply it to their work. Training menus for new associates are devised by engineers from the Advanced Development Department in cooperation with the Bosch Training Center.

Fuchigami: The Bosch Training Center holds events that invite specialists from outside the company, as well as study sessions for business divisions to share their initiatives. Sessions called "Brain Snack" are held for about 30 minutes at lunchtime, during which in-house experts serve as teachers and talk about various themes, such as electrification and automated driving.

How do you select and participate in a suitable training program?

Kato: First of all, we meet with superiors three times a year to discuss each person's development plan and training plan. We will discuss the knowledge and skills required to play an active role in the current department and the experience required to expand the possibilities of future careers. We make a development plan for that person and then follow up.

With the approval of a supervisor, anyone can apply for training provided by the Bosch Training Center through the in-house system, and receive all training during business hours. Associates can also receive German-based training while staying in Japan, and there are some training courses that are offered worldwide from Japan.

Fuchigami: The Self-Organized Learning Forum (SOLF), an independent study association where associates gather to learn, is also popular, and we sometimes invite specialists from business divisions to hold workshops. In addition, I think there are many "learning communities" within Bosch, such as "Working Out Loud," an activity in which associates continue to learn while collaborating with peers and advancing toward their own goals.

In addition, there are also e-learning programs and a self-development subsidy system.

Kato: At Bosch, we place great importance on respecting the will of our associates to the greatest extent possible, and helping each individual achieve his or her career goals. Instead of the company unilaterally assigning roles, we discuss the careers that associates want to achieve, and coordinate the tasks that associates will be responsible for with training opportunities. We aim to achieve both personal success and corporate success.

In order to achieve this ideal, each associate must have a well-organized idea of his or her own career plan, and Bosch must clarify what it expects from each associate. Therefore, the Human Resources Development Group provides career workshops and career design programs to help associates consider their own careers and clarify their own career plans.

"I want to learn!" - Creating an environment of continuous learning will lead to Bosch's technological capabilities

Bosch's unique training and reskilling program, which is rooted in a culture of mutual learning, will continue to be strengthened.

Fuchigami: Supporting associates' awareness of learning is also a very important mission for us. The number of people who participate in training, SOLF, "Brain Snacks", and so on, is increasing year by year because associates want to grow further. I feel the change in my daily work.

Even if associates lack skills and experience, Bosch is good at providing various opportunities according to their desire to learn. For example, there are many engineers who acquired the necessary skills through training, studying for qualification exams, and OJT after being transferred, and now are active in the software field.

I myself took advantage of the "Internal STA"* (short-term in-house internship system) introduced by Bosch in 2019. I had the opportunity to experience working with employment regulations and personnel data for three months in the Human Resources Planning Department.

The approach of planning training programs from the perspective of associates was cultivated through that experience. Utilizing that approach from the perspective of associates, we have created a portfolio of training in the software and technology fields, and support the growth of business divisions from the training side.

Kato: There also are times when we have used newly learned skills to automate the testing process and improve operational efficiency. I would like associates who are already in the software field to actively use training and reskilling programs to expand the scope of their activities, and associates who are about to take on challenges to further expand their future career possibilities.

Fuchigami: Creating an environment where associates can learn whenever they want to is an important role for us. I think it is important to create a system that supports continuous learning as an organization, so that associates will have motivation to learn, and do not become caught up in daily work and cannot train.

Please tell us again about the attractiveness of working at Bosch, for those who are interested in working as software engineers at Bosch.

Fuchigami: Bosch has a culture of continuous learning and an environment in which it can be put into practice. I believe that if people who specialize in the software field also acquire hardware skills and knowledge, it will become a new strength.

At Bosch, where the culture of teaching and learning is deeply rooted, even daily communication leads to learning opportunities. I would like associates to exchange their own strengths with the strengths of those around them, to create unprecedented automotive services and added value.

Kato: I think some people want to pursue their careers as software specialists, while others want to take advantage of their knowledge of software and demonstrate global leadership. Bosch has a diverse learning environment that can accommodate any career plan you envision.

Bosch has global members from about 40 countries in Japan alone, and they are actively engaged. In order to achieve organizational management that takes advantage of such diversity of human resources, we also offer an extensive range of communication-related skills training. I think the great appeal of Bosch is the environment in which you can aim to improve your skills while being connected to the world at all times.