Audi 2011 Annual Report Download - page 166

163
Management Report
134 Audi Group
143 Business and underlying
situation
159 Financial performance
indicators
159 Financial performance
161 Net worth
162 Financial position
162 Social and ecological aspects
162 Employees
166 Audi in society
167 Location-based
environmental aspects
170 Product-based
environmental aspects
175 Risks, opportunities
and outlook
187 Disclaimer
EMPLOYEE STRUCTURAL DATA (AUDI AG)
2011 2010
Average age 1) Years 40.6 40.8
Average length of service 1) Years 15.6 16.0
Proportion of women 1) Percent 13.0 12.6
Proportion of academics 2) Percent 40.1 36.3
Proportion of foreign nationals Percent 7.7 7.7
Proportion of people with severe disabilities Percent 6.0 6.0
Contracts to workshops for people with mental disabilities EUR million 6.3 6.2
Frequency of accidents 3) 2.3 2.3
Attendance rate Percent 96.4 96.4
Savings through Audi suggestions award program EUR million 70.4 55.3
Implementation quota Percent 57.2 57.5
1) Audi Group
2) Proportion of indirect employees
3) The accident frequency figure indicates how many industrial accidents involving one or more days’ work lost occur per
million hours worked.
The Audi Group’s human resources policy
The mission of Strategy 2020 “We delight customers worldwide” represents a particular challenge
for the Audi Group’s Human Resources division. Human Resources regards all employees as
customers and therefore as a separate, important target group. It strives to deliver customer
delight on two human resources planes: First, by creating the conditions that enable all corpo-
rate divisions to achieve a demand-centered human resources structure, and second, by acting
to increase the Company’s attractiveness as an employer.
One of its priorities is establishing good relations between the Company and its employees. The
human resources policy must consequently be to create general and working conditions that are
both conducive to a good economic performance and suitably meet the needs of employees.
Cooperation between the Company and the employees’ elected representatives in the spirit of a
fair social partnership plays a key role here. For example, a new agreement on partial early retire-
ment has been reached.
Another key tenet of the human resources policy is to translate the Company’s success into suc-
cess for the employees. The management and General Works Council of AUDI AG have therefore
reached an agreement on employee profit-sharing that is based on the twin criteria of the Com-
pany’s profit for the previous year and the attainment of defined target values. Profit-sharing
bonuses are also paid at the sites in Belgium and Hungary.
Over 2,500 employees newly recruited
AUDI AG took on more than 2,500 employees in fiscal 2011. Some 1,300 of the new hirings
strengthen the teams of specialists, in particular in the electric mobility and lightweight con-
struction areas of expertise. Over 500 skilled workers were taken on, mainly as permanent em-
ployees after having been hired on a temporary basis. The Company also welcomed 706 young
people starting their vocational training at its Ingolstadt and Neckarsulm locations.
Top rankings again in attractiveness surveys
AUDI AG was again held in high regard as an employer among academic graduates in 2011. As
in the previous year, the Company achieved top rankings in the attractiveness surveys conducted
by the consultants trendence and Universum to identify the most popular employer for German
economics and engineering students nearing the end of their studies (“trendence Graduate
Barometer 2011 – Business and Engineering Edition,” April 15, 2011; “The Universum German
Student Survey 2011,” May 16, 2011). AUDI AG topped the trendence and Universum studies
among students of both disciplines.