Mercedes 2002 Annual Report Download - page 72

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66 |Human Resources
World Employee Committee established
In 2002, the management of the Group in consultation
with international employee representatives founded the
World Employee Committee, an important information
and discussion panel for worldwide employment issues.
Mutual understanding and good working relationships
facilitate further progress with the global linkage of our
activities.
e-business activities further expanded
DaimlerChrysler has continuously expanded its
e-business activities at Human Resources in recent
years. In this context our employees are gradually
being introduced to internal e-business applications.
This accelerates and simplifies internal processes and
allows direct interaction. All employee-related e-business
applications are consolidated in the DCeLife program.
The Employee Portal, which is the individual employee’s
personal gateway to DC eLife, provides information to
employees at all DaimlerChrysler locations in Germany,
as well as handling working processes and personal
applications. The electronic travel service, for example,
brings together 70 travel agencies in a virtual Travel
Service Center that registers approximately 180 online
bookings per day.
In addition, the ePeople project has standardized
web-based personnel management processes and
established an online network for human resources
departments throughout Germany. The first ePeople
applications have been successfully introduced. We
intend to gradually make our e-business applications
available at our locations worldwide.
Comprehensive executive assessment with LEAD
In 2002, we continued to develop our global executive
assessment and development instrument, LEAD
(Leadership Evaluation And Development). LEAD is
designed to identify management potential in a timely
manner, promote talent, and ensure that the company’s
management requirements will be met over the long term.
In 2002, the LEAD process generated a comprehensive
overview of global potential at DaimlerChrysler and
identified a large number of high-potential managers at
all levels, thus enabling the Group to meet its future
needs for specialists and executive staff and offering
attractive career prospects to our employees. The
LEAD process was also instrumental in the recruitment
of an international team for Asia in 2002. In 2003, LEAD
will be expanded to include master craftsmen and non-
managerial salaried employees, so that persons with
potential can be systematically identified and promoted
at an earlier stage.
Attracting young professionals and graduates
Last year, DaimlerChrysler cooperated closely with
numerous colleges and universities in order to recruit
young, talented professionals to the company. These
recruitment efforts focused primarily on university
graduates and young professionals with a technical
background. Various events, such as the International
Engineers Day, the Passenger Cars Development Career
Workshop, and the Women’s Career Workshop, enabled
potential recruits to gain a practical insight into the
inner workings of the company. In addition, customized
job-entry and employee-development programs will
ensure the successful integration of the approximately
2,400 young people we hired around the world in 2002.
Training and continuing education to meet future
demands
Training and continuing education are crucial to business
success. For this reason, DaimlerChrysler invested some
1310 million in training and further education programs
in 2002. Experienced employees are also prepared for the
constantly changing demands that are placed upon
them, in line with the philosophy of lifelong learning. At
the end of the year, the company had 10,300 trainees
in Germany (2001: 10,400).
A thank you to our staff
We would like to thank all our employees for their initia-
tive, commitment and achievements. We are convinced
that the ability, enthusiasm and energy of our emp-
loyees will enable us to continue our successful deve-
lopment in the future. We also extend our thanks
to the employee representatives for their constructive
cooperation.