TRUMPF is one of the world’s largest manufacturers of machine tools. It has factories in many countries and offers its products worldwide.

Since 2014, the company is implementing a personal development project under the title “Fit for service”. This project aims at giving older, long-term employees that have been working as service technicians a perspective. This way, the company can retain valuable experience and much needed workers. The main job of seniors they employ is a service technician which is physically very demanding: a lot of traveling and sometimes suboptimal working conditions make it hard for older workers to stay in this job. In case of unscheduled maintenance or repairs, the technicians need to travel to the customer on short notice, which can be quite demanding.

The project team analysed the experiences and skills of older workers (function-specific competence profiles) and developed four new job profiles they can choose from product and application consultant, coach for customers, teacher/trainer for new service technicians and installation consultant. In all these job profiles, the accumulated experience is highly valuable. This knowledge is retained within the company. An additional bonus is an appreciation older workers receive this way. It leads to higher satisfaction and less sick leave. Within the project, workers receive tailored training for their new jobs.

There were no hurdles to overcome and only very little resistance while implementing the Best Practice. The project was implemented within a timeframe of two years and was supported by the top management and also by the worker’s council. According to their experience, they would do nothing otherwise.

It is extremely useful to look at professional life as a series of phases that each have its advantages and disadvantages. When planning on this basis, new job profiles can be developed and filled. This proactive approach raises the attractiveness of the company as an employer and differentiates it from others.

innovative, competent