Since the beginning of December 2024, all employees have been able to use one of the world’s largest digital online learning offerings. The platform offers many advantages and opens up new possibilities for professional and personal development.

LinkedIn Learning offers more than 24,000 courses in 13 languages that are available around the clock. This means that employees can access the learning content anytime, anywhere on demand. The learning offering is constantly being expanded and its content is particularly focused on digital and soft skills, such as artificial intelligence, cloud computing and MS Office tools, but also covers project management, personality development and leadership & management. The modular learning content, which has been developed by experts in the various fields, is easy to integrate in everyday working life and reduces the effort required to attend courses at a certain time in a certain place. A key advantage is that the platform helps learners to develop their abilities and skills in a structured way by displaying personalized recommendations based on the specified job profile.

Curiosity and joy of discovery wanted

“We are convinced that LinkedIn Learning represents an important change for the continuous further development of our employees and it will enable us to support Move to Triple Ten+ in a targeted manner,” says Chief Human Resources Officer Ingrid Rieken, underlining the objective. All colleagues are invited to be curious and discover the new platform for themselves. Everyone is sure to find learning content for their personal growth. Incidentally, the platform can also be used at any time outside work for personal learning interests. This means that our employees can save the usual annual subscription of around EUR 300.

Change in further training

“With LinkedIn Learning, we are starting a change process. From control to trust, from push to pull, from one-off to continuous learning, from a passive to an active role for the learner. The plan is to establish self-­directed learning and more autonomy. This also goes hand in hand with a role change for our managers and HR in personnel development,” says Serkan Sarikaya (Project Manager Learning Strategy, HDL). “The global launch at the beginning of December was a great success. The foundations for this were laid by the pilot phases, which involved nearly 400 highly committed testers from our sites all over the world. The international interest is overwhelming and we are delighted that such good use is being made of the available licenses,” Janina Mantei (Learning Strategist, HDL) adds.

Gradual rollout in Production too

From the moment development started, the HR Center of Competence team responsible considered it important for all employees to be able to benefit from the new learning opportunities. The feedback from a pilot project in Production at the ­Oberhausen site, for example, shows that this offering is being very well received, though a number of things need to be factored in when it comes to implementation on the spot. The rollout in production areas is therefore going to happen gradually in consultation with the people responsible in each case in order to ensure that any specific and different circumstances are taken into account.