On December 31, 2011, the Daimler Group employed 271,370 employees, 11,270 more than in 2010. At most of the Group’s locations we have created new jobs. At the locations where capacities are being expanded for the long term, we have increased the permanent workforce, primarily by hiring many of our former trainees on a permanent basis and by offering permanent employment to temporary personnel.
|Total workforce by region and division|
|of which in Germany||162,565||164,026||167,684|
|North America incl. Mexico||23,221||24,661||27,689|
|South and Central America||14,862||15,226||16,690|
|Daimler Financial Services||6,800||6,742||7,065|
|Sales & Marketing||47,625||48,299||49,699|
Flexibilization. Given the increasingly turbulent markets worldwide and the resulting uncertainty when it comes to making forecasts, measures for increasing flexibility are becoming more and more important. Flexibility enables companies to take advantage of market opportunities and manage risks. HR’s contributions to these efforts are therefore growing in significance. In the current market environment, for instance, HR is responsibly contributing to long-term employment at our locations and to the positive development of the local job markets. In 2011 this enabled us to quickly act on market opportunities as they arose, by means of the flexible assignment of personnel and flexible working hours, thus safeguarding employment for the long term. We worked additional shifts, for example; and working time accounts and temporary personnel helped us to meet the customers’ needs. Against this background we are making our workforce even more flexible and improving the ways in which we implement measures.
Safeguarding jobs through more flexible working-time regulations
In order to safeguard jobs over the long term, we are continuously enhancing our range of working-time regulations and are also involved in the relevant committees and organizations. We aim to achieve maximum flexibility with regard to time, location, and types of work. To this end, we are working together with experts and government agencies to conduct various research projects (including a study on the flexibility of HR tools) and participating in an initiative for revamping the European working-time directive.
We want to be able to identify early signs of future developments in the areas of demand and production so that we can manage our human resource capacities pre-emptively by optimizing our HR flexibility tools. In order to implement these concepts, we need the active integration and cooperation of the employees’ representative bodies.
Safeguarding the future of Daimler. For example, in October 2011 the Group management and the General Works Council approved the Group-wide agreement “Safeguarding the Future of Daimler,” which went into effect on January 1, 2012. It applies to all employees of Daimler AG and precludes business-related layoffs until December 31, 2016.
The worldwide employee fluctuation rate in our company is 4.2 percent and has once again slightly declined compared to the previous year’s level. Because of the recovery of the U.S. market, the fluctuation rate in the U.S. is 6.8 percent, a figure that is significantly lower than the previous year’s 14.1 percent. The fluctuation rate also takes into account early retirements, voluntary severance agreements, part-time phased early retirement contracts (particularly in Germany), and layoffs (U.S.).
|Employee fluctuation rate (in percent)|
|Rest of the world||15.0||7.2||6.6|
Interactive comparison of our employee data
With our HR Analyser you have the opportunity to compile HR data of the last years to your needs. The results can be displayed as a graph or table and downloaded as picture or Excel file.
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