Slight increase in the number of employees
At December 31, 2018, the Daimler Group employed a total of 298,683 men and women (2017: 289,321). As was forecast in Annual Repor
B.39 Employees by division
|Employees (December 31)||% change|
|Daimler Financial Services||14,070||13,012||+8|
|Group functions and services||11,244||10,613||+6|
The number of employees in Germany increased from 172,089 i
Around the world, we have combined in-house services, such as those for financial processes, human resources (HR), IT and development tasks, sales functions and certain location-specific services, into shared service centers. Some of the shared service centers are not consolidated because they do not affect our financial position, cash flow or profitability; those companies employed approximately 11,900 men and women at the end o
The Group’s total workforce also does not include the employees of companies that we manage together with Chinese partners; at December 31, 2018, they numbered approximately 19,900 people (2017: 19,900).
Human resources strategy
The key aims of our human resources strategy are to further increase our appeal as an employer and to safeguard the competitiveness of our workforce. Because our executives should motivate their employees to achieve top performance, it is crucial that we further develop our management culture and establish outstanding leadership capabilities in our management. In addition, we want to take on social responsibility and let diversity flourish in our global company.
High attractiveness as an employer
Our activities and measures for enhancing our appeal as an employer are designed to enable us to recruit and retain a sufficient number of specialized employees and qualified managers in the competition for talented staff. Our primary objectives here are to ensure attractive and fair compensation and to establish and maintain a work culture that promotes outstanding performance and a high level of motivation and satisfaction among our employees and management staff. Today’s living and working conditions require working times to be flexibly organized in accordance with individual needs. Our approach is therefore to challenge our employees to achieve top performance and to support their efforts to do so, rather than focusing on their mere presence at work. For this reason, we also seek to improve performance by helping employees reconcile their professional and personal responsibilities.
The statement “Diversity shapes our future” underscores the importance of diversity management as a strategic factor for success at Daimler. Diversity management enables us to reflect the diversity of our customers, suppliers and investors around the world.
Daimler’s nearly 300,000 employees from over 160 countries provide the Group with a vibrant mixture of cultures and ways of life. We have committed ourselves to raising the proportion of women in senior management at the Group to at least 2
In order to fulfill the requirements of legislation regarding the equal participation of women and men in management positions, the Board of Management has set targets for the proportion of women at the two management levels below the Board of Management and a deadline for achieving those targets. In setting all targets, we have taken industry-specific circumstances into consideration.
Further details are provided in the “Declaration on Corporate Governance” section of this Annual Report.
Securing young talent
Daimler takes a holistic approach to securing young talent. This begins with programs for children and teenagers (in our Genius initiative, for example) and extends to a broad range of activities such as social media campaigns, hackathons, competitions and internships that offer young talents the possibility to get in touch and interact with the company. After university students graduate, we offer them attractive possibilities to join our company directly or launch their careers at Daimler by taking part in our global training programs.
We provide our staff with training and continuing education opportunities throughout their entire careers in order to safeguard the long-term innovative capability and outstanding performance of our workforce. Our range of qualification measures includes practical training courses, e-learning courses, seminars, workshops, specialist conferences and financial support for employees who participate in a course of study while continuing to work.
Health management and occupational safety
Healthy and motivated employees are important for our competitiveness. We therefore promote the health and safety of our employees through numerous programs that focus on adequate protection measures, ergonomics, the provision of medical care, nutritional advice, individual exercise courses and much more. Our Health & Safety unit defines, coordinates and monitors measures that promote and ensure occupational health and safety at the company.
Further information on employee matters can be found in the Employee Issues of this Annual Report.