Mercedes 2008 Annual Report Download - page 114

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Workforce development. As of December 31, 2008, Daimler
had 273,216 employees worldwide (2007: 272,382), of whom
167,753 worked in Germany (2007: 166,679), 22,476 in the Unit-
ed States (2007: 24,053), 15,490 in Japan (2007: 16,303) and
14,107 in Brazil (2007: 13,828). The number of apprentices was
9,603 (2007: 9,300).
Workforce numbers developed differently in the various divisions
in 2008. Employment levels decreased at the Mercedes-Benz
Cars and Daimler Trucks divisions and at Mercedes-Benz Vans.
The headcount at Daimler Buses increased by 5% due to the
unit’s positive business development. In the Sales and Marketing
Organization and the Daimler Financial Services division, employ-
ee numbers increased primarily as a result of additions to the
consolidated group.
Employment situation. Sharp fluctuations in the order situation
during the year required a high degree of flexibility with regard
to employee deployment, such as flexible working-time accounts,
temporary workers, limited-duration contracts of employment,
holiday workers and flexible shift arrangements. In the interests
of job security, the primary focus is on the use of flexible work-
ing-time accounts. Time credits that arise during the year were
reduced towards the end of the year, in some cases resulting in
negative balances. This instrument was also applied in adminis-
trative areas. Due to weaker demand, particularly in the fourth
quarter, it was necessary to terminate the employment of many
temporary workers and those with limited-duration contracts.
Since the beginning of 2009, reductions of working hours have
been applied to varying degrees at car and van plants in Ger-
many. Furthermore, voluntary severance agreements have been
signed worldwide.
Global human resources strategy safeguards competitive-
ness. Our global human resources strategy is a functional strate-
gy whose goals are defined within the Daimler target system
(see page 46). The strategy has made a substantial contribution
toward improving the Group’s competitiveness and is based on
five pillars: profitability, a competitive workforce, future-oriented
leadership skills, great attractiveness as an employer, and pro-
fessional organization. In 2008, the main tasks of the company’s
strategic human resources management thus also included a
systematic, Group-wide analysis of future requirements with regard
to personnel capacity and expertise. Appropriate actions for the
future were then prepared.
The average age of our employees in 2008 was 41. As a result of
demographic developments, the average age will increase over
the next ten years to 47. In order to cope with the challenges of
future demographic change, the issue of demography has been
firmly anchored in our human resources strategy and appropriate
strategic initiatives have been adopted.
Retirement provision. The core element of our employee bene-
fits involves ensuring a secure retirement pension for our employ-
ees at the end of their careers and for those no longer able to
work. In October 2008, we agreed on a new system for the com-
pany pension scheme: the Daimler Retirement Capital plan for
employees covered by the collective bargaining agreement. It
combines new approaches such as annual modules, retirement
accounts and payout options with proven features including pen-
sion payments and generous risk coverage. This pioneering
model enables Daimler to better plan its pension obligations, and
retirement insurance becomes much more transparent for
employees during their working years.
Health management and occupational safety. Standardized
guidelines for occupational health and safety, agreed to by the
Group’s management and the World Employee Committee, are in
effect at Daimler worldwide. Our Health & Safety unit encom-
passes measures for preserving and promoting the good health
of our employees at all divisions and locations. In 2008, we tack-
led issues related to occupational health and safety with a diverse
array of programs and initiatives — from nutritional campaigns
in the canteens to back-strengthening exercises in production.
Given an aging workforce, our commitment in this area is an
important pillar of our strategic human resources management.
Our activities have been officially honored in Germany with the
2008 Company Health Award presented by Move Europe, an initia-
tive of the European Commission and the BKK federal health
insurance association.
Human Resources. Highly flexible employee deployment.
Expansion of our diversity management activities. International
CAReer program secures recruitment and retention of high-
potentials. Approximately 9,600 apprenticeships worldwide.
273,216
97,303
79,415
7,116
40,255
49,127
% change
0
0
-1
+6
+1
+2
08/07
272,382
97,526
80,067
6,743
39,968
48,078
Employees (December 31)
20072008
Daimler Group
Mercedes-Benz Cars
Daimler Trucks
Daimler Financial Services
Vans, Buses, Other
Sales Organization