Employer attractiveness and a focus on employees
Attractive working conditions boost employee satisfaction and thus help the company retain personnel. A job’s attractiveness is affected not only by its remuneration but also by factors such as the employees’ ability to reconcile their private lives, families, and health situation with the demands of their careers.
Employee surveys are an important instrument of organizational and management development at Daimler. As a result, we conduct a global survey every two years in order to find out more about our employees’ commitment and identification with the company and about their satisfaction with their working conditions and their supervisors. The results of these surveys are incorporated into the Employee Commitment Index (ECI). The ECI for 2012 increased clearly by three index points compared to the previous year, to 66. In a benchmark comparison, this puts Daimler in the top 33 percent of employers in the industrial sector in terms of the level of employee commitment. The next worldwide employee survey will be conducted in 2014.
The clear increase of the ECI by three index points has put Daimler in the top 33 percent of industrial sector employers in terms of employees’ work satisfaction and motivation.
Flexible working arrangements. We offer our employees many individualized models for making their working times and locations more flexible. We have included such regulations in the company agreements for the U.S., Japan, Vietnam, Europe, and other regions. Our flexible working-time models include the traditional part-time work periods in the mornings, as well as work weeks of two to four days, blocks of part-time work, and job-sharing concepts for managers. At 60 percent, the share of women who work part-time is the highest in Germany. About 32,000 employees worldwide work independently of their workplace — from home, for example. The length of our employees’ work week (35 hours in Germany) is generally regulated by the company or by a collective bargaining agreement. These working times are only deviated from within the limits set by prior agreements. Overtime is only assigned within the framework of anticipatory requirement plans involving an approval process. Overtime is remunerated according to the locally applicable regulations at all of our locations. Thanks to working-time accounts, we can arrange working times in such a way that employees’ salaries remain stable even if the workload fluctuates temporarily.
Daimler offers diverse flexible working opportunities to every employee. Part-time working arrangements, for example, are now open not only to employees but to managers too.
Working (hour) models take various shapes, including job sharing, part-time work in blocks, mobile working, and temporary leave for skills training courses, voluntary work or caring for dependents. Daimler currently offers more than 300 different flexible working arrangements. With this wide range of working models, the company aims to retain employees who want to change their working hours for personal reasons. After all, Daimler AG knows that it couldn’t do without the invaluable expertise and experience of its staff.
It is Daimler’s goal to create a win-win situation for employees that supports a balance between commitments at work and at home.
Special leave. In Europe in particular, we have company agreements that allow our employees to interrupt their careers for up to five years with the guarantee that they can subsequently return to their old jobs. They can have time off to continue their education or take a sabbatical, for example, or to care for children or family members in need of nursing. Parental leave is becoming increasingly popular at Daimler in Germany, where around 40 percent of new fathers took at least two months off work in 2012. One year later, 98 percent of the people who had gone on parental leave had returned to their jobs and were continuing to work for Daimler.
Daycare centers near our company locations and the organization of childcare services. There will be daycare center places for 570 children under three near all Group locations in Germany by 2013. The centers have long opening hours to enable employees who have taken parental leave to return to their jobs. The centers provide a wide range of childcare and educational services in line with international standards. We also work together with a childcare agency that organizes customized childcare services, including child minders and nannies, through its quality-certified online platform. The employer and the employee share the cost of obtaining a oneyear license.
berufundfamilie audit. In 2002 the Mercedes-Benz plant in Wörth became one of the first facilities of a DAX-listed company to be certified as a family-friendly business by berufundfamilie GmbH. Since then we have become one of Germany’s leading companies in terms of reconciling our employees’ responsibilities regarding work and family. To make sure that this remains a permanent feature of our corporate culture, we have also launched a research project and an HR initiative for promoting a good life balance. In addition, the subsidiary EvoBus GmbH has twice won awards for its family-friendly human resources policies.
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