Employees at thyssenkrupp

We can only remain successful in the future with excellently qualified specialists. To ensure this in the long term, we offer qualified training, customized continuing education programs for our employees, and various entry-level opportunities for young talents and experienced experts.

Apprenticeship at thyssenkrupp

Apprenticeship at thyssenkrupp

Apprenticeship at thyssenkrupp

Apprenticeship training for young people in particular is a central element of thyssenkrupp's corporate philosophy and an important building block in securing our long-term supply of skilled workers. There are various apprenticeship models to choose from: On the one hand, there is the classic training(German) in the industrial, technical or commercial area. On the other hand, there is the option of completing a dual study program(German). This combines the advantages of theoretical studies and practical training.

The apprenticeships are organised largely autonomously by the individual segments and the associated companies. To ensure the high quality of our training programs, there is a monthly exchange between the training coordinators of the respective segments. The Group Youth and Trainee Council (KJAV) serves as a central point of contract for all trainees and dual students. It advocates for their interests within the company.

Key figures

  • 2,731

    apprentices

  • 67

    apprenticeship professions

  • ~85%

    successful apprenticeship degrees

  • ~83%

    takeover rate

  • ~ 5%

    apprenticeship training rate, constant for years

2,731

apprentices

67

apprenticeship professions

~85%

successful apprenticeship degrees

~83%

takeover rate

~ 5%

apprenticeship training rate, constant for years

Career at thyssenkrupp

Career at thyssenkrupp

There are numerous ways to start a career at thyssenkrupp: apprenticeships, trainee programmes or internships, direct entry opportunities for young professionals as well as specialist and management careers for experienced professionals.

Within the framework of a trainee programme, we offer the opportunity to get to know thyssenkrupp extensively. In 12 to 24 months, our trainees pass through various stations in Germany and abroad. They are thus optimally prepared for a subsequent specialist or management career at thyssenkrupp.

Even during their studies, students can gain their first work experience or write their thesis at thyssenkrupp. To this end, we have strengthened our cooperation with universities. In addition, we offer students educational programmes, support groups, workshops and excursions as part of our university marketing, thus giving them valuable insights into practical experience.

Those who have not yet decided on an apprenticeship path or are still at school can get a taste of the working world at thyssenkrupp through a (student) internship.

You can find more information and current vacancies on our careers page.

Recruiting process

Recruiting process

Recruiting processes within the company are standardised as far as possible from region to region. Applicants can find information on the general application and recruiting process on the thyssenkrupp careers page. As a rule, vacancies are initially advertised exclusively internally for a few weeks. Exceptions are possible in special cases.

For our operational recruiters in the segments, we provide special training opportunities such as compliance, data protection, labour law and "state of the art" recruiting to ensure compliance with guidelines and processes. In the area of employer branding, thyssenkrupp ensures a uniform image as an attractive employer both internally and externally with the #GENERATIONTK campaign.

In order to position thyssenkrupp as an employer of choice among students at an early stage, cooperation and programmes (e.g. MINTalents) take place with universities. The company also presents itself on relevant platforms (e.g. Studydrive) and at university fairs. By means of a talent pool, we stay in contact with students and provide them with relevant information.

Continuing education at thyssenkrupp: for production and office

Continuing education at thyssenkrupp: for production and office

Continuing education at thyssenkrupp: For production and office

thyssenkrupp not only trains, we also provide further training! To support the professional and personal development of our employees, we offer a worldwide and diverse further training concept – both for our skilled workers in production and in the office.

There are regular workshops, courses and training sessions. And they are very popular. Training focuses on quality management, data technology, management development and the promotion of intercultural understanding, among other things. But technical seminars and training on occupational safety, health management and environmental protection are also in demand.

thyssenkrupp employees by regions 2024
thyssenkrupp employees by segments_2024

For over 15 years now, the thyssenkrupp Academy has been supporting both the individual learning of all employees and the transformation of entire teams, departments and companies with programmes tailored to the company. The Academy enables our employees and the segments with service agreements to achieve personal and organisational goals.

In the various curricula, all employees and managers up to the top leadership level will find offers on different topics such as Agile & New Work, Personal Effectiveness, Collaboration, Communication, Operation Excellence and Project Management, which are tailored to the respective position.

The programmes include both traditional face-to-face events, blended learning events, e-learnings, short impulse sessions and purely virtual events. The content of the programme landscape is always adapted to the current events, challenges and goals of the company.

With the current "Hot Topics", the Academy focuses on the core topics that drive the company and influence our working world: "Lean & Agile", "Leading in Dynaxity - Leading in a Dynamic and Complex World", "Pathways to a Healthy Workforce" and "Artificial Intelligence (AI)".

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For the more than 1,000 top executives, high-potential employees and all of the approximately 1,500 talented employees, an individual development plan is planned that includes specific development measures as well as development goals. The thyssenkrupp businesses can also use the development plans for other employees. Employees can find the measures offered and the corresponding information on the respective homepages.

Within the company, the thyssenkrupp companies bear the main responsibility for the development of their talents. A wide range of "on-site" offers are created for this purpose. The "Development Core" is a platform for development products and tools that can be used by the businesses "plug and play" based on the requirements for their own employees.

By leveraging these talent development offerings across the business, it is possible to provide key professional and managerial staff with development opportunities that actively contribute to targeted development and retention. In addition, the offers are aimed at other target groups, such as tech talent.

In addition to identifying and developing talent, placement is a central element of the thyssenkrupp-wide talent management system. Talents have the opportunity to develop within or between thyssenkrupp businesses in new larger roles. The local HR teams support their talents through the company's job market, cross-business vacancy meetings and individual career counselling. This includes defining and implementing the right development goals and measures. Talent development, including opportunities to gain visibility, is an important recruiting measure. A network of all personnel development managers can be used to facilitate career development between thyssenkrupp companies.

tk Talents enables systematic talent management below top management across all business areas. The aim is to systematically identify talents at an early stage and support them in their personal development and career planning so that they can take on new challenging positions within thyssenkrupp. In addition, systematically filled talent pipelines increase the competitiveness of all thyssenkrupp businesses by enabling positions to be filled as quickly as possible by internal colleagues with high development potential. The talents take part in special development formats, both locally and across the business (e.g. "Talent Summit", formats such as "60 minutes with..." or "Talent Buddies") and get to know the entire company more deeply. In the process, they experience high visibility and take advantage of diverse networking opportunities. Examples of great talent opportunities in some of the thyssenkrupp companies are:

  • Future Dialogue

  • Top-level talent forum

  • Development Center

  • Impulse sessions

  • Speed Coaching

  • Online Diagnostics

  • and much more.

There is a very clear entrepreneurial approach behind tk Talents: we can leverage in-house knowledge, increase the motivation of managers and employees and reduce external recruitment costs. In the process, everyone benefits by increasing productivity and, above all, operational responsiveness and competitiveness.

Currently, more than 1,500 colleagues have been identified as talents at thyssenkrupp.

The target group for the employee interview (at the German corporate companies) are all employees covered by collective agreements, those not covered by collective agreements and executives of the corporate companies. Excluded from this are employees in training and senior managers in graded positions, for whom a separate process applies. With the employee appraisal, managers and employees are provided with an instrument that helps to actively promote the personal development of the employee in a structured manner. In addition to the daily exchange, the employee appraisal creates a regular, annual process and offers space for constructive, open and mutual feedback. The focus of the discussion is on setting concrete development goals and measures for the employee. The results of the interviews are documented in the HR system "SucessFactors".