Mercedes 2001 Annual Report Download - page 55

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Human Resources 51
The ePeople project links up HR processes. Within the
framework of the ePeople project, in 2001 we began to
raise the efficiency of web-based human-resources pro-
cesses, to ensure global consistency, and to extensively
network our human resources departments. In this
way, the ongoing globalization of our company is
reflected and supported by our human-resources
activities.
Executive development with LEAD. We use the LEAD
(Leadership Evaluation And Development) system to
standardize executive assessment and development
worldwide, and to give the best individuals the possibil-
ity to develop their potential throughout the Group. In
2001, this system was applied at all management levels
throughout the Group for the first time. As a result we
are able to identify management potential at an early
stage and utilize it where it is needed, thereby ensuring
that our management requirements are optimally cov-
ered. LEAD is now firmly anchored in the management
culture of DaimlerChrysler.
Securing top talent for DaimlerChrysler.
DaimlerChrysler again succeeded in recruiting young,
highly qualified individuals in 2001, not least due to
the activities of our national and international compa-
nies and locations. The focus was on contacts with uni-
versities and schools, the networks of access to interns
and graduates. By directly approaching specific target
groups and executing special applicant programs in
various locations we make contact with the best candi-
dates so that we can attract them to our company. Once
again, more than 2,800 young people began a training
program at DaimlerChrysler in Germany. Some 10,400
people are presently being trained worldwide by
DaimlerChrysler in approximately 75 professions or
programs of study.
372,470 employees worldwide. At December 31, 2001,
DaimlerChrysler employed 372,470 people worldwide
(2000: 416,501). 191,158 worked in Germany (2000:
196,861) and 104,871 in the US (2000: 123,633). The
decrease in the number of employees by 44,000 was
largely due to deconsolidation (primarily Adtranz
and TEMIC) and measures taken in connection with
turnaround programs.
A thank-you to our employees. We would like to thank
all our employees for their initiative, commitment and
achievements. We are convinced that their skills,
enthusiasm and energy will enable us to successfully
shape the future of the Group. We also extend our
thanks to the representatives of the employees and of
the management committees for their constructive
cooperation.
Top marks for vocational training:
The foundation for our competent and
committed workforce.
motivation
lead to success
Qualification and