Siemens Releases Digital Talent Strategy Guide to Support the Digital Transformation of Manufacturing Companies

Based on the digital business value chain, this guide defines 16 categories of core “digital job profiles” for industrial manufacturing companies.

It innovatively proposes the “Π-shaped Digital Talent Competency Model,” enabling companies to develop their talent more effectively.

It summarizes the “Four-Step Approach” to building a digital talent pool.

Siemens recently released the *Digital Talent Strategy Guide for Industrial Manufacturing Enterprises*, which provides an in-depth analysis of the talent competency requirements and challenges facing China’s industrial manufacturing sector in the digital age. Drawing on its own strategic insights and practical experience in talent development during its digital transformation journey, the guide starts from the digital business value chain to map out and define the “digital job landscape” for the industrial manufacturing sector, At the same time, it innovatively proposes the “Π-shaped Digital Talent Competency Model” to help manufacturing enterprises accurately establish and refine their digital talent development systems, accelerate adaptation to the demands of the digital age, and address increasingly severe talent challenges.

“Digitalization is reshaping the way we work. Digital transformation is not merely about technological innovation; it also requires fully empowering talent development and fostering a growth mindset,” said Ma Qing, Executive Vice President and Head of Human Resources for Siemens Greater China. “Siemens hopes to leverage its more than 170 years of experience and expertise in the industrial sector, as well as its own successful experience in digital transformation, to help China’s manufacturing industry comprehensively advance its transformation and upgrading, making talent the driving force behind sustainable and resilient development.”

The newly released strategic guide categorizes corporate digital business into three phases: strategy and marketing, consulting and analytics, and R&D and implementation. Each phase requires digital talent with distinct skill sets. Based on an analysis of digital talent roles established by 40 leading global digital companies, and in conjunction with its own development needs for digital business across numerous industries, Siemens has clearly categorized and defined 16 core digital talent roles required during a company’s digital transformation process, creating a “Digital Role Map.” This helps enterprises identify and analyze gaps in their internal digital talent pool, thereby supporting efficient talent management.

Siemens believes that building specialized competencies in the digital domain is one of the fundamental qualities that digital talent in today’s industrial manufacturing enterprises should possess. Therefore, compared to the “T-shaped” talent competency structure—which encompasses only general “soft” skills (horizontal competencies) across industries and fields, as well as specialized “hard” skills (vertical competencies)— Siemens has pioneered the “Π-shaped Digital Talent Competency Model.” This model builds upon the “T”-shaped framework by adding a new vertical competency dimension—digital knowledge and skills—enabling companies to adopt a more targeted approach to talent development. By effectively aligning business needs with the current talent landscape, organizations can identify existing capabilities and assess gaps, thereby formulating a digital talent strategy tailored to their specific development goals.

Drawing on the experience of Siemens and other leading companies, this guide also summarizes a “Four-Step Approach” for industrial manufacturing enterprises to establish a digital talent system. This approach involves taking stock of the current talent landscape and formulating a digital talent strategy; defining profiles for key digital roles; precisely identifying and targeting digital talent needs; and designing targeted strategies for attracting, recruiting, developing, and retaining talent. The “Four-Step Approach” will help companies clarify their digital talent needs and strengthen their digital talent teams, thereby maintaining their ability to attract talent and remain competitive in a fiercely competitive market environment.