Mercedes 2003 Annual Report Download - page 83
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Employee-related e-business applications. The DCeLife
application module, launched two years ago, can now be accessed
by all employees in Germany. Every day, around 85,000 users
log on to the Employee Portal, which is each employee’s personal
gateway to DCeLife. Here they can gain information on work
processes and the activities of the DaimlerChrysler Group. In
addition, they can access user-specific features such as an
overview of flexi-time, retirement benefits and information on
the company’s health insurance fund. Access to this important
information promotes cooperation and boosts efficiency.
Human Resources goes online with ePeople. The ePeople
project, which is aimed at standardizing HR processes in Germany,
was successfully concluded in November 2003. ePeople supports
200 standardized business processes for the HR departments
in Germany, as well as offering a variety of self-service functions
for managers and employees. The introduction of ePeople will
significantly cut HR system costs and make DaimlerChrysler an
even more attractive employer.
Developing management potential. In 2003, we continued to
enhance LEAD (Leadership Evaluation and Development), our
global executive assessment and development tool. By introducing
LEAD at the lower-management and salaried-employee levels,
we laid the foundation for a standardized assessment and develop-
ment process that applies to all our executives and manager
trainees. To operate LEAD more efficiently we introduced a Web-
based tool known as LEAD IT. Results in 2003 demonstrated
LEAD’s value in management development. Promising young
managers are recognized at an earlier stage, opportunities
for development are identified and attractive career openings are
discussed.
DaimlerChrysler attractive to young professionals. In 2003,
DaimlerChrysler staged numerous events aimed at attracting
and retaining highly qualified young managerial talent. Customized
job-entry and employee-development programs will ensure the
successful integration of the 2,400 young managers we hired.
A thank you to our staff. We would like to thank all employees for
their initiative, commitment and achievements. We are convinced
that their ability, enthusiasm and energy will secure a successful
future for DaimlerChrysler. We would also like to thank the employee
representatives for their constructive attitude and cooperation in
2003.
Training and continuing education to meet future demands.
DaimlerChrysler regards training and continuing education as inte-
gral parts of its HR policy. For this reason, the company hired
another 2,800 new trainees in Germany in 2003. At the end of the
year, DaimlerChrysler had 8,500 trainees in Germany, equivalent to
around 40% of all the trainees in the German automotive industry.
Employee stock program 2003. On three occasions, a total of
49,000 employees in Germany (2002: 45,300) purchased Daimler-
Chrysler shares in 2003. The employees at our subsidiaries in the
United Kingdom, France, the Netherlands, Italy, Spain, Portugal,
Austria and Switzerland had also the possibility to buy shares.
Social-responsibility principles integrated into Integrity Code.
The social-responsibility principles agreed on with the Group’s
World Employee Committee in 2002 contribute to improved global
cooperation and were integrated into our Integrity Code, which is
binding for all employees.
Improved company benefits. In view of the demographic devel-
opment of the DaimlerChrysler workforce, we once again stepped
up our health-management activities in 2003. For example, the var-
ious preventive programs offered by the plant medical services and
Group sports facilities were extended, and plans concerning fur-
ther improvements to ergonomic workplace design were approved.
In the year under review, changes were also made to corporate
retirement benefits. The company reorganized these benefits for
managers to incorporate annual components and an individual
benefits account. The pension-capital system now clearly shows
the retirement benefits that an individual is entitled to in one capi-
tal sum. Furthermore, employees have the option of converting
income into an additional retirement-benefits program (Pension
Capital Two). More than 24,600 employees took advantage of this
offer in 2003.
Moving people: The international variety of our qualified employees ensures the future of DaimlerChrysler