Porsche 2010 Annual Report Download - page 78

Group management report
Porsche’s vocational training is
fit for the future
The agreement to secure Porsche’s produc-
tion locations includes important rules on recruiting
new skilled employees via in-house training: Over
the next five fiscal years, 100 trainees will be taken
on annually, and the same number will be offered a
permanent post after successfully completing their
training. During the coming years, Porsche will
place special emphasis on training in the fields of
auto-electrics, electronics and electromobility, as
well as in lightweight aluminum and steel body
construction. Porsche will continue to give particu-
lar attention to providing training in soft skills,
especially when it comes to ensuring that individu-
als are motivated to work in teams.
Targeted marketing at universities
In view of its growth strategy in Germany
and key markets such as China, Porsche partici-
pated actively in various events at schools and
universities during the reporting period in order to
meet the constant demand for skilled and motivated
new employees. Human resources representatives
and staff from various departments fielded ques-
tions from interested pupils and students.
Manager development
The Porsche Management Assessment and
Development (PFE) process was continued as
planned during the short fiscal year. The results are
decisive for placement decisions and succession
planning. In addition, the process provides struc-
tured feedback and made-to-measure development
activities, ensuring that managers are systemati-
cally promoted in line with business requirements.
As the key tool in the strategic management proc-
ess, PFE significantly contributes to maintaining and
enhancing the high quality of management within
the company.
Supporting change processes at Porsche
During the short fiscal year, human re-
sources continued to support change processes.
This support starts with consulting and assistance
for projects during the concept phase. Accompany-
ing communication and training measures ensure that
changes are implemented successfully.
Employment situation in the Volkswagen group
As of 31 December 2010, the Volkswagen
group had 384,058 active employees; 4,778 were in
the passive phase of phased early retirement.
10,545 people were in training. The Volkswagen
group’s total headcount amounted to 399,381 em-
ployees at the end of 2010. This was a 5.9 percent
increase on the figure as of 30 June 2010. A total of
181,328 people were employed in Germany (plus 4.0
percent). The German share of the workforce fell
from 46.3 percent as of 30 June 2010 to 45.4 per-
cent as of 31 December 2010. This trend toward an
increase in the percentage of the workforce em-
ployed abroad is expected to continue in the coming
years and is a reflection of Volkswagen’s global
expansion and the group’s particularly strong growth
in emerging markets.
Starting a career at Volkswagen
Most employees start their career at Volks-
wagen as trainees. The quality of this vocational
training is essential for the development of specialist
skills in the workforce. Volkswagen has stepped up
its commitment to the training of young people in the
last few years: in September 2010, the number of
employees in vocational training across the Volks-
wagen group exceeded 10,000 for the first time. At
the end of 2010, Volkswagen AG was training ap-
proximately 4,500 apprentices and students in 32
professions and 21 degree courses at its six German
locations.
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