The Qualification Initiative Skills Hub and Transformation Megatrends at ZF Group with Daniela Prinz

As a leading player in the transformation to a technology-driven enterprise, ZF Group has launched the Skills Hub to address the evolving needs of its global workforce. Daniela Prinz, Global Head of Learning & Competency Development at ZF Group, sheds light on how this platform is pivotal in supporting employees as they navigate through the megatrends of e-mobility, digitalisation, and sustainability.

The Skills Hub isn't just a learning tool; it's a change management catalyst designed to enhance the skills and competencies necessary for ZF's transformation.

In this interview, we'll explore how the Skills Hub and other strategic L&D efforts at ZF Group are not only reshaping the way employees grow professionally but also ensuring that the company remains competitive and forward-looking in a rapidly changing industry landscape.

Watch our interview with Daniela and read our blog below to examine the integral role of skills development in organisational success and sustainability.

The Skills Hub - an Essential Evolution in Response to Transformation Megatrends

Daniela Prinz, Global Head of Learning & Competency Development at ZF Group, joined us to discuss the Qualification Initiative Skills Hub at ZF Group, describing it as a key tool in the company's transformation from a traditional combustion engine company to a high-tech firm.

Daniela introduced the Skills Hub as a change management instrument designed to help employees adapt to major industry megatrends such as e-mobility, digitalisation, and sustainability. Currently, about 90,000 employees globally could use the Skills Hub, with 20,000 active users and 8,000 monthly users completing approximately 5,000 courses - an uptake that she says underscores the platform's significant role in supporting the workforce through this transition phase.

What Key Skills are Focussed on at ZF Group?

Daniela highlighted the current focus on key skills at ZF Group, emphasising the importance of soft skills and change management over traditional functional skills. She explained that understanding industry changes and adapting to them are crucial, particularly given the organisational shifts and uncertainties ZF Group is experiencing. The Learning & Development team at ZF, she says, is tasked with not only understanding these soft skills but also the functional skills necessary to drive the company's transformation.

It is important for L&D to also grasp the technology behind learning platforms to ensure these are engaging and effective for employees. The approach ZF Group have taken regarding this is to equip the workforce with agility through learning, ensuring the L&D offerings are appealing and conducive to employee development in a dynamic environment.

Defining Reskilling and Transformation at ZF Group

Daniela defines a skills-based organisation as one that prioritises the unique skills of individuals over traditional job roles or organisational structures - a focus that, she says, facilitates the development of employees' competencies and potential beyond conventional limits.

Daniela draws from her background in recruiting to compare the evolving role of Learning & Development to recruitment, emphasising the shift towards growing employees internally rather than relying on external hiring. This internal development strategy aims to broaden the skill sets of a wide array of employees, fostering a more flexible and capable workforce during times of significant organisational change.

The Role of the Learning Team in Growing a Skills-Based Organisation

The Learning Team at ZF Group, Daniela tells us, is tasked with fostering a culture of flexibility, agility, and innovation. They encourage employees to actively participate in their own career development, offering structured career paths and supporting them in taking charge of their professional growth.

This strategy, for Daniela, aligns with the broader organisational shift towards internal development rather than external hiring, promoting a more sustainable and impactful approach to employee growth.

She goes on to emphasise the importance of developing skills that enable natural progression from one role to another, rather than merely climbing the traditional job ladder. This approach is seen as more aligned with the desires of employees who prefer to evolve within their current roles, contributing to a more dynamic and adaptive organisational culture.

Skills, Skills, Skills – is this a Concept that is Here to Stay, or Just Another Megatrend?

Daniela addressed the relevance and staying power of the skills concept within organisational development at ZF Group, arguing that the focus should not solely be on the quantity of skills catalogued in a database but rather on how these skills are effectively applied and developed within the workforce.

She emphasised that the crucial factor is the application—the "how" rather than just the "what." This approach has been validated by the need for transformation within companies, where skills have proven to be a solution to evolving challenges.

She also points out that major tech systems like SAP and Workday are integrating skill management into their platforms, indicating a significant trend towards recognising and enhancing skill management through technology. This adoption across technological solutions supports her belief that the skills concept is more than just a passing trend and is here to stay, particularly in the context of navigating the complexities.

The Value of Collaboration

Daniela reflected on her previous experiences at iVentiv events, and emphasised the importance of gaining diverse global perspectives when it comes to L&D.

She said that she values these exchanges for the insights they provide into various industry practices and the reciprocal benefits of shared experiences.

Such interactions, she said, leads to ongoing dialogues, where leaders help each other solve problems and share feedback, which she finds mutually beneficial. This approach underscores her belief in the power of collaboration across borders to enhance learning and development within the organisation.

After spending years in consulting, Daniela Prinz now has the privilege to work with an inspiring team of HR professionals across the globe as Global Head of Learning & Competency Development at ZF Group, supporting agile transformation and operational excellence. Daniela has a broad knowledge on HR topics from planning to learning, and previous experience as Executive Search Consultant on senior level.

Frequently Asked Questions

How does the Skills Hub support ZF Group's workforce?

The Skills Hub serves as a change management catalyst that enhances skills and competencies necessary for ZF's transformation, supporting about 90,000 employees globally, with 20,000 active users and 8,000 monthly users completing approximately 5,000 courses.

How Should L&D teams at facilitate employee development?

Learning & Development teams should ensure learning platforms are engaging and effective, focusing on equipping the workforce with agility and appealing L&D offerings that support dynamic employee development.

What defines a skills-based organisation according to ZF Group?

A skills-based organisation at ZF Group prioritises the unique skills of individuals over traditional job roles or structures, which facilitates the development of employees' competencies beyond conventional limits.

How does ZF Group's L&D approach compare to traditional recruitment?

ZF Group's approach to L&D is compared to recruitment, with a focus on growing employees internally through skill development instead of external hiring, aiming to broaden skill sets across the workforce.

The skills concept - is this considered a temporary trend or a lasting practice?

The skills concept is viewed as a lasting practice by Daniela, who says that it is crucial for the company's transformation and sustained by the effective application and development of skills within the workforce.

More Insights

Building a Skills-Based Organisation: Insights from Zurich Insurance

In an age of constant change, Zurich Insurance has embraced a skills-based approach as a core strategy to future-proof its workforce and drive business success.

In an interview with iVentiv, Adrian Stäubli, former Group Head of Skills Development Solutions at Zurich Insurance, highlighted Zurich’s commitment to identifying, developing, and deploying skills across its global workforce.

This model isn’t just a tool— to Adrian it’s a "secret ingredient" that touches every aspect of employee development, from career progression to job design, setting Zurich apart as a truly agile and resilient organisation.

Watch our interview now to see how Adrian embraced skills, and how it’s transformed Zurich’s employee experience.

The power of partnership: how iVentiv and HEC Paris drive Executive Development together

In the ever-evolving world of executive education and corporate learning, partnerships are key to success. iVentiv has nurtured a long-standing relationship with HEC Paris, a prestigious European business school that was founded in 1888, since 2010 and has become a leading institution in Executive Development. Through this collaboration, HEC Paris has not only elevated its presence within the corporate learning community but has also provided valuable insights and support to iVentiv’s events worldwide.

Join us as we dive into the partnership between iVentiv and HEC Paris, how it's bloomed over the years, and where it will go next.

What Makes an Effective Learning and Development Team Event?

In today’s complex global landscape, even the most experienced L&D executives face a persistent challenge: ensuring alignment and collaboration within large Learning & Development teams spread across geographies, business units, and time zones.

Too often, L&D functions in multinational companies operate in silos. Teams set objectives independently, repeat each other’s work unknowingly, or miss opportunities to scale successful initiatives. Despite good intentions, the lack of structured knowledge-sharing and alignment can hinder progress, dilute impact, and ultimately affect how well organisations respond to change.

So, how do you create an event designed to build a strong, connected L&D team that learns from each other and works towards a shared vision? Read on to find out.

10 Questions to Ask Before Planning an Internal Event

Whether you’re launching a new initiative, or planning a team-building day, internal corporate events need more than just good food and a decent venue. Without the right strategic groundwork, even the most beautifully executed event can fall flat.

Instead, before diving into logistics, you should pause and ask the foundational questions that shape a purposeful, effective experience.

This guide explores the key questions to ask before you start planning an internal event to help you clarify objectives, understand your audience, and align the event with your broader organisational goals. Read more.

Why Customer Education Matters

In today’s competitive, hyper-informed market, you can’t win customer loyalty with a strong product or slick branding alone. Instead, you need trust, relevance, and a consistent demonstration that you understand your customers' needs.

That’s where customer education events come in.

These aren’t just glorified sales pitches. They’re strategic opportunities to deliver value, deepen relationships, and build communities around your offering.
When done well, these events don’t just teach; they transform customers into advocates. They help your business stay front-of-mind while giving your clients the tools and insights to succeed with your product or service at the centre of their strategy.

Curious to learn more? Read now.

The Difference Between Team Building and Team Learning

Large, global Learning and Talent teams are both a strategic advantage and a serious leadership challenge. They stretch across regions, time zones, and business units, and are expected to deliver transformation while operating in a constant state of change themselves.

For many Chief Learning Officers, the only regular opportunity to bring their teams together is the annual offsite or occasional away day.

The result often defaults into “team building”. Although icebreakers, marshmallow toothpick towers, and trust falls are activities that might boost morale, they rarely help a learning professional facing the practical pressures of AI adoption, skills taxonomies, or strategic workforce planning.

Global teams need more than a bonding experience. They need shared language, shared strategy, and shared confidence to deliver.

They need knowledge transfer, not just camaraderie.

They need team learning.

This is where the distinction matters, and this is exactly what our blog discusses. Read it now.

A Framework for Running L&D Events with Global Teams

Leading a global Learning and Development function is both a privilege and a puzzle. You have talent in every corner of the world—people who understand local markets, cultures, and business needs—who often work in silos, separated by time zones, priorities, and communication styles.

The irony is clear: the very people responsible for enabling learning across the business often struggle to learn from each other. When global L&D teams rarely connect, knowledge gets trapped, duplication creeps in, and alignment suffers.

That’s where a well-designed team event comes in. Whether virtual or in-person, a thoughtfully structured gathering can do more than boost morale—it can create alignment, build capability, and spark collaboration that carries through the rest of the year.

This blog offers a practical framework for running effective L&D events for global teams—one that transforms an annual offsite or virtual workshop into a shared learning experience with measurable business impact. Read it now.

Solving the Knowledge Silo in Global Learning Teams

In many large learning organisations, global L&D teams face a recurring challenge: knowledge silos.

Why?

Regional groups or functional departments often operate in isolation, creating, developing, and executing learning programmes with little visibility into what their peers are doing elsewhere. That isolation leads to duplicated effort, inconsistent practices, and lost opportunities for synergy.

In this blog, we’ll explore how thoughtfully designed events—virtual or in-person—can break down silos, strengthen global L&D collaboration, and foster sustained knowledge sharing across your organisation. Read it now.

Designing Events for Knowledge Sharing: Practical Techniques

In today’s workplace, knowledge is your most valuable asset, but it’s also the easiest to lose. As staff turnover rises, careers become more fluid, and hybrid work scatters teams across time zones, keeping that knowledge alive and connected has never been harder.

For anyone running a large global L&D operation, it can feel like trying to keep dozens of spinning plates in the air at once.

Yet when knowledge sharing breaks down, the costs are high: duplication of effort, inconsistent experiences, and ideas that never reach beyond the local team. The solution lies in intentionally designed knowledge sharing workshops and internal knowledge sharing events that make collaboration systematic, not accidental.

This blog explores how to design those events effectively, turning conversation into impact and connecting the dots across your global Learning organisation. Read it now.

Planning Corporate Events For Small Groups: A Complete Guide

When done right, events designed for small groups (typically between 20 and 50 participants) can lead to deeper connections, richer conversations, and more meaningful outcomes. In a world full of overstimulated conferences and overcrowded rooms, intimate gatherings offer a refreshing opportunity to slow down and engage in real dialogue.

In this guide, you’ll find out how to plan powerful small-group events with intention, from designing sessions that spark genuine collaboration, to nailing the logistics that make all the difference. Read more here.