DHL 2014 Annual Report Download - page 81
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 |
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Staff costs exceed prior-year level
At , million, sta costs exceeded the adjusted prior-year level (, million).
. Staff costs and social security benefits
m 2013
adjusted 1
2014
Wages, salaries and compensation 14,300 14,583
Social security contributions 2,110 2,164
Retirement benefit expenses 883 965
Expenses for other employee benefits 356 344
Expenses for severance payments 127 133
Staff costs 17,776 18,189
1 Note .
Compensation is performance-based
We oer our employees compensation that is based upon responsibilities and per-
formance, is in line with our corporate objectives and creates long-term incentives.
Compensation always depends upon national laws, local market conditions and, where
applicable, existing collective agreements. We aim to oer competitive pay to our sta
in all elds. Moreover, we provide dened benet or dened contribution retirement
plans in many countries.
In order to ensure a fair and balanced compensation structure within our company,
we have introduced systems to rate positions in a number of areas. e rating is based
upon job category and responsibilities – and is not tied to the personal traits of the
employee.
Forward-looking Human Resources activities making a difference
e Generations Pact, concluded between Deutsche Post and the trade unions in ,
continues to be well received by our workforce. As at the end of , , employees
had gone into partial retirement and , had set up a working-time account. Legisla-
tors are currently laying the necessary foundations so that we can oer our civil servants
a comparable instrument for age-based working solutions.
With strategic workforce management, we aim to accurately meet our sta
requirements for the long term. To this end, we developed an analysis and planning
instrument as early as that gives our company units specic recommendations for
implementing their business objectives. is methodology was developed further in the
reporting year to allow more exible use. With the help of this instrument, we were able
to establish a Talent Roadmap for Supply Chain in Latin America, for example, which will
play a signicant role in the achievement of our ambitious growth targets in this region.
Deutsche Post Group — Annual Report
75
Group Management Report — NON-FINANCIAL FIGURES — Employees