The Liebherr plant in Ehingen GmbH awarded this year's promotion prizes to 20 students of the Technical Gymnasium in Ehingen on July 29, 2026. The aspiring engineers had been working on the development of a turning unit since December 2025 – a practical project that combines technical know-how, documentation, and cost-effectiveness. The cooperation between the Liebherr plant and the Ehingen Vocational School has existed since 2007 and aims to inspire young people about technology.

The project started on December 8, 2025 with a clear task: 11th-grade students were to design and manufacture a module that rotates a component 180 degrees along its length. The component is pushed into the device via an existing conveyor belt and placed back on it after the turning process. The turning process can be controlled manually or electrically. Teacher Marcus Bund supervised the project academically, while Simon Ritter, trainer for technical programs at Liebherr, served as a sparring partner for the teams.

Why such projects are important for the construction machinery industry

The construction machinery industry has been struggling with a shortage of skilled workers for years – not just on the construction site, but also in development, production, and service. Initiatives like the Liebherr promotion prizes start early: they teach students in a practical way how construction, manufacturing, and costing work in industry. The task was based on real production requirements – an approach that prepares future engineers and technicians better for entering the profession than purely theoretical instruction.

For manufacturers like Liebherr, cooperation with schools and universities is strategically important. Those who establish early contact with talent have better chances of winning them over later for training or dual study programs. The cooperation in Ehingen has been running for almost 20 years – a long-term commitment that relies on continuity rather than short-term recruiting campaigns.

What the students had to accomplish

The 20 participants worked in seven groups. In addition to the technical solution, they had to meet several other requirements:

  • Safety: The system had to meet general safety standards.
  • Cost-effectiveness: Manufacturing should be done under realistic cost considerations.
  • Documentation: Task description with requirements and specifications documents, market analysis, product name, justification of the chosen solution, technical documentation (drawings, circuit diagrams, calculations), manufacturing steps, cost calculation, and conclusion.

The teams presented their results in the training workshop of the Liebherr plant. A jury consisting of trainers Simon Ritter and Andreas Reichart evaluated the work according to an extensive catalog of criteria. Bernd Boos, Technical Managing Director of Liebherr-Werk Ehingen GmbH, presented the awards. The first prize of 500 euros went to Emilia Beck and Selina Haberbosch, the second prize of 300 euros went to Reiner Wallner, Leon Jesser, and Simon Schwarz. Third place with 200 euros went to Manuel Engel, Bastian Guggenberger, and Nico Benkendorf. All teams also received a certificate and a prize.

What role does documentation play?

A central part of the project was comprehensive documentation – an aspect that is crucial in later professional life but often neglected in school. In practice, every design must be traceable: for colleagues, for manufacturing, for quality assurance, and for maintenance. Students learned that technical excellence alone is not enough – it must also be communicated.

The required market analysis and cost calculation also bring an economic perspective. Those who later work in development must understand that every design decision incurs costs. Conveying such connections early is a major advantage of practical projects.

How other manufacturers take similar approaches

Liebherr is not the only manufacturer investing in workforce development. Caterpillar and Volvo CE operate their own training centers and cooperate with technical schools. Komatsu offers student internships and plant tours to generate interest in technical professions. Smaller companies like Wacker Neuson also rely on dual study programs and school partnerships.

The challenge is not just finding talent, but retaining it long-term. In an industry increasingly focused on telematics, electrification, and BIM, engineers are needed who master both mechanical engineering and digitalization. Projects like the Liebherr promotion program lay the groundwork for this.

What remains: teamwork and practical experience

Bernd Boos, Technical Managing Director of Liebherr-Werk Ehingen GmbH, summarized the project: "All participants gained valuable experience and demonstrated what is possible with expertise, dedication, and teamwork. The different solutions illustrate how diverse and creative technical challenges can be mastered."

The diversity of solutions is an important signal: there is rarely one correct answer in engineering. Different approaches can lead to the goal – depending on priorities in terms of cost, safety, manufacturing effort, or flexibility. This insight is central for aspiring engineers.

For the students, the project was more than a school assignment. They had the opportunity to work on a real technical problem, receive feedback from practitioners, and defend their results before a jury. Such experiences shape career choices more than any job advertisement.

Long-term perspective instead of short-term recruiting

The cooperation between Liebherr and the Ehingen Vocational School is an example of strategic workforce development. Instead of relying on short-term recruiting measures, the company has invested in training young talent for almost 20 years. This pays off in the long run: graduates of the Technical Gymnasium already know Liebherr from the school project – the barrier to applying is lowered, identification with the company increases.

Such initiatives are particularly important in regions where multiple industrial companies are competing for skilled workers. Those who show early presence and offer practical insights have better chances of winning talent. This applies not only to large corporations but also to mid-sized suppliers and dealers.

For the construction machinery industry as a whole, workforce development remains an ongoing task. Given demographic change and the increasing need for specialists in hybrid drives, 3D machine control, and autonomous construction machinery, competition for talent will continue to intensify. Initiatives like the Liebherr promotion prizes show that continuous engagement has more impact than one-off actions.

A related example is provided by Liebherr opening the Ehingen plant to kindergarten children – here too, the manufacturer starts early to spark enthusiasm for technology.

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