Mercedes 1999 Annual Report Download - page 65

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HUMAN RESOURCES
59
An important success factor for DaimlerChrysler is the
creativity and dedication of our employees and their
enthusiasm for their work. This is why we support and
encourage the further development of their abilities,
the international composition of our management, and
the establishment of an organization that enables us to
work successfully throughout all of our business units
around the globe. All our employees participate in the
creation of corporate value.
12,000 NEW JOBS CREATED. At December 31, 1999,
DaimlerChrysler employed 466,938 people worldwide (1998:
441,502). Of these, approximately 241,233 worked in
Germany, while 123,928 were employed in the US. After
adjustment for changes resulting from the consolidation
process, DaimlerChrysler created almost 12,000 additional
jobs in the year under review.
INTEGRATION PROCESS DRIVEN FORWARD. Important Hu-
man Resources integration projects were successfully
completed by the end of the year. Our achievements include
the creation of a unified, company-wide management
structure, a unified system of executive compensation and a
global framework for employee assignments abroad. We also
succeeded in rapidly integrating all centralized units and
functions of the former Daimler-Benz and Chrysler Corporati-
on. A unified global travel strategy is also being implemented
that will result in considerable savings.
GLOBAL EXCHANGE PROGRAM.
With about 100 managers
trading places on both sides of the Atlantic, our Global Ex-
change Program far surpassed our original expectations and
played a key role in bringing the new company closer
together. We also expanded our language and intercultural
training programs—more than 8,000 of our employees
attended such courses in 1999.
RECRUITING CAMPAIGNS. DaimlerChrysler took on more
than 2,400 university graduates in 1999, primarily in the
fields of engineering, computer science and business. As well
as offering internships throughout the company, we are also
intensifying cooperation with various universities and expand-
ing internal further education programs leading to Master’s
degrees and Doctorates. Potential new employees are
therefore afforded the opportunity to take a close look at
DaimlerChrysler at the earliest possible stage. Our goal in
Human Resources is for DaimlerChrysler to be among the
most attractive employers worldwide, allowing us to obtain
top talent for all our business units.
DAIMLERCHRYSLER CORPORATE UNIVERSITY (DCU). Linked
to the strategic goals and tailored to the needs of our business,
the DCU activities focus on developing global executive talent.
In 1999 more than 2,000 international executives participated
in management development seminars, workshops, discussion
forums and Communities of Practice around the globe. In our
recently established intranet platform, “DCU Online”, various
teams from all over the world have access to multimedia
learning opportunities in order to exchange best practices and
share knowledge across borders.
PERFORMANCE-BASED COMPENSATION.
In 1999, we further
extended our system of performance-based compensation. The
distribution of Stock Appreciation Rights (SAR) aligns the
interests of our executive management with those of the
shareholders. In Germany, a new profit-sharing arrangement
for blue and white collar employees is now linked to the value
creation of the company. In the US, all employees continue to
participate in performance-based compensation programs.
With these developments, some portion of compensation is
based on performance for essentially all levels of responsibility.
GLOBAL POLICY FOR ETHICAL BEHAVIOR. The Board of
Management has defined a global policy for ethical behavior
(Integrity Code) that is valid for every employee in all units of
the Group. The implementation of this major document is an
important step towards meeting the expectations shareholders
and society have concerning corporate behavior.
A WORD OF THANKS TO OUR STAFF. We would like to thank
all of the company’s employees for their hard work and
dedication. Without their commitment, we would never have
been able to achieve the ambitious goals which we set for
ourselves.We would also like to thank our employees’
representatives for their constructive cooperation.
DaimlerChrysler
Mercedes-Benz Passenger Cars
& smart
Chrysler Group1)
(Chrysler, Jeep®, Dodge, Plymouth)
Commercial Vehicles
(Mercedes-Benz, Freightliner, Sterling,
Setra, Thomas Built Buses)
Vehicle Sales Organization2)
Services3)
Aerospace
Others4)
466,938 441,502
99,459 95,158
129,395 126,816
90,082 89,711
34,133 31,280
26,240 23,734
46,107 45,858
41,522 28,945
Employees 99 98
1) Including Headquarters.
2) Mercedes-Benz Passenger Cars & smart.
3) Excluding Chrysler Financial Services 1998: 20,221.
4) Headquarters, Others.