In the face of the dual transition stemming from electric vehicles and digitalization, Germany’s largest auto-parts manufacturer has to both adequately prepare its employees for new work assignments as well as creating the right conditions to attract highly sought-after experts. Whilst being open to the advantages of digitalization, the trade union operating at Bosch, IG Metall, is also carefully monitoring developments that could undermine labor rights. In the end, and with support coming by way of the German co-determination framework, close cooperation between the social partners has ensued so that a new world of work emerges at Bosch. The result has been a series of company agreements including the agreement for ‘IT and Mobility Experts training’, and the agreement for ‘Innovation’, that was signed at the end of October 2018. Bosch HR and Social Affairs spokesperson, Micahel Kattau kindly agreed to speak to Planet Labor about these developments.
A change based on three fronts. “Bosch is undergoing a major transition period. We are moving away from the traditional classic auto-parts role and towards a mobility solutions provider role, based on electrification and digitalization. For this we have to re-organize, work differently, learn new professions and processes, and ensure that our colleagues ready for the challenge,” explained Michael Kattau.
The German multinational, which employs 410,000, is driving change along three major axes:
- Axis 1– redeploying internal resources. “We are creating new networks and relationships that go beyond the former traditional departmental relationships and national borders.”
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