It quickly becomes clear in our conversation: things were different in the past. Strict supervisors, rigid hierarchies, and often a harsher tone shaped vocational training in many companies. Discipline was the top priority, as Gerhard Waldeis recalls: “When I was an apprentice in the 1950s, the entire team had to report in front of the supervisor’s office every morning. Attendance was checked by name, and the workday followed a similar structure.”
But over time, things changed: “When I became a training manager myself in the 1970s, I no longer enforced such strict routines. Instead, I fostered a more collegial approach with the apprentices,” he says with a smile. Sonja Mohr sees another key difference in how apprentices are trained today: “Back then, the focus was primarily on quickly producing high volumes. Young apprentices were therefore heavily involved in manufacturing right from the start. Today, our trainees have much more time to learn and experiment,” she explains.
Over the years, printing presses have evolved—impacting the range of vocational training programs available. “In the past, machines were more about ‘heavy metal’—relatively simple mechanical systems. The platen press, for example, runs (and still runs) on three-phase power and pneumatics, with just a single printing unit,” says Sonja Mohr.
This also influenced the career paths available: “When I was an apprentice, the options were limited to lathe operator, machine fitter, or toolmaker,” recalls Gerhard Waldeis. “It wasn’t until 1970 that industrial electricians were added.” As printing presses became increasingly electronic, new skill sets became necessary. “Today, apprentices and dual-study students in Germany can choose from 16 different vocational training paths. The portfolio is diverse, ranging from mechatronics and foundry mechanics to IT specialists, industrial clerks, and warehouse logistics specialists,” says Sonja Mohr.
Attracting new talent is a challenge today, with skilled labor shortages becoming a pressing issue. HEIDELBERG still receives many applications, but maintaining this interest requires continuous effort. That’s why Sonja Mohr and her colleagues regularly present HEIDELBERG at schools, trade fairs, and career information events. Naturally, they also use digital channels—from the company website to Instagram—to engage potential candidates for apprenticeships or dual-study programs.
HEIDELBERG has been actively promoting its training programs since 1979. “In the 1980s, we intensified these efforts. We invited school classes, showcased production machines at the Mannheim Maimarkt, and even offered teachers a two-week internship—most of them were theorists by nature. Looking back, many say it was a fantastic experience,” says Gerhard Waldeis.
Building a strong connection with apprentices has always been a priority. The former training manager fondly recalls special activities: “Once, we took a three-day journey through the Hunsrück region—by horse and carriage! We traveled between stops in three wagons, each pulled by two horses, and ended the days with a barbecue.”
To ensure today’s apprentices look back on their training just as fondly, HEIDELBERG offers extensive support for its young professionals. This starts with an introductory week to build team spirit, continues with joint workshops, and culminates in a graduation ceremony.
Each year, up to 15 apprentices or students are awarded the Sternberg Prize, which recognizes outstanding performance and exceptional commitment. “Beyond that, there are many extracurricular highlights, from sports and music to nutrition programs, as well as opportunities to engage in social projects,” says Sonja Mohr. It’s clear that vocational training has always been and remains a top priority at HEIDELBERG. Looking ahead, she hopes this commitment continues: “If we value and support the people who learn at HEIDELBERG, we are making the best possible investment in the company’s successful future.”
While our vocational training programs in Germany are a cornerstone of our talent development, HEIDELBERG also offers apprenticeship opportunities in several of our 38 Sales and Service Units worldwide. In key markets like the USA, China, Japan, the UK, and France, we provide hands-on training programs tailored to developing the next generation of skilled technicians.
For example, our U.S. Apprenticeship Program combines classroom instruction with real-world experience, ensuring a strong foundation for a career in field service. No matter where they start, our apprentices gain the expertise needed to shape the future of print and packaging technology.
