At Solimpeks, training runs in two directions. There are the programmes our people receive — technical, professional and personal development that keeps our workforce sharp — and the programmes we give, through the installer and dealer training of Solimpeks Academy that raises standards across our industry. Both are investments in the same conviction: sustainable growth is built on people who never stop learning.
What we give: Solimpeks Academy
The giving side is the one our partners see. Through Solimpeks Academy, dealers and installers from Turkey and our export markets come to Konya for training built around real equipment: collectors on real mounting systems, pump stations that actually pump, heat pumps that can be wired, commissioned — and deliberately misconfigured, so participants learn to find the fault. The theory matters too, from sizing to hydraulics to controls, but the Academy's premise is that competence lives in the hands. A Solar Keymark-certified collector or a high-COP heat pump only performs as designed when the person installing it was trained properly — so every system a partner installs well is a promise kept twice: once by the factory, once in the field.
What we receive: developing our own people
Inside the company, the learning flows the other way. Production teams train continuously on quality procedures and occupational safety — the disciplines that keep both our products and our people sound. Alongside them run programmes on the digital tools modern manufacturing demands, from design and planning software to the data systems that monitor our lines. And because our products ship to 96+ countries, development is not only technical: communication, languages and cross-functional project work belong to the same curriculum.
Why we treat learning as infrastructure
Well-structured training does more than transfer skills. It builds a culture of continuous learning that shows up wherever you measure: organisations that invest in development consistently see stronger retention, better productivity, and a workforce that adapts faster to new technology. That adaptability matters enormously right now, as digital transformation and the energy transition reshape our industry at the same time.
Good training also levels the playing field. Prioritising youth and first-time workers — with mentorship, apprenticeship-style placements and job-readiness support — bridges the gap between education and employment, and brings broader perspectives into the room. We watch what works globally, from Siemens' technical academies to the OECD's work on matching vocational training to local labour demand, and the pattern is consistent: training designed around real needs changes both lives and economies.
The principles behind our programmes
Whether we are teaching or learning, the same rules apply: objectives tied to measurable outcomes; blended learning that mixes in-person sessions, digital modules and collaborative projects; feedback loops through assessments and surveys; and deliberate knowledge sharing that pairs experienced colleagues with new hires. Training we receive makes better products. Training we give makes sure the world experiences those products as designed. That loop — give, receive, improve, repeat — is what investing in growth actually looks like.
