Dear readers, This report describes what Daimler means by ...

More documents

Recommendations

Info

Daimler 360 GRAD - FAKTEN zur Nachhaltigkeit 2008 Daimler Nachhaltigkeitsbericht 2008 / Employees / Activities and goals By 2010, Daimler aims to be one of the most highly respected automakers in the areas of diversity and inclusion management. Goals Activities/status Goal attainment Link Using the CAReer program to ensure that enough young people are attracted to the company; targeted recruiting of women Increasing the proportion of women in top management positions Group-wide by 1 percent annually Increasing the proportion of women in mid-level management positions Increasing the proportion of women in the workforce as a whole Improving the ability to balance the demands of career and family Thanks to our CAReer training program, which was launched throughout the Group in 2007, we have created 300 new positions, 30 percent of which are occupied by women. We plan to offer 500 trainee positions worldwide in 2008, 35 percent of which are to be occupied by women. Our most important measures: � Mentoring programs: by consulting with experienced managers, women in management positions can gain the knowledge they need to advance personally and professionally. � Diversity workshops for raising the awareness of all managers. It is important for male and female managers alike to have a greater awareness of diversity issues. The share of women in mid-level management positions (Level 4) was increased by about 1 percent to nearly 11 percent in 2007 compared to the figure for the previous year. In addition to the aforementioned measures, target values were agreed upon with the General Works Council. According to the terms of this new agreement (for the period 2006 to 2010) the proportion of women should be between 10 and 14 percent by 2010. Overall, the proportion of women in the total workforce and among trainees and salaried employees remained stable compared to the level of the previous year (total workforce: 12 percent, trainees: 19.5 percent). See the measures above. Target corridors according to the new works agreement (2006 – 2010): total workforce: 12.5 –15 percent; trainees 20 – 24 percent; technical apprentices: 11–14 percent. Boosting the Group’s attractiveness as an employer Daimler aims to move from a fifth place ranking to fourth place among engineering graduates, and from a tenth place ranking to eighth place among business graduates. � Creation of daycare openings for 350 children at Daimler’s location in Germany in 2008. � Providing flexible work models. Greater focus on target group-specific appeals and marketing events in areas of concrete needs. Plans call for measures including a new personnel image campaign, an expansion of in-house recruiting events, and a higher profile in media coverage. New Goal Link Goal still applies Link Goal still applies Goal still applies Link Goal still applies Link Goals Activities/status Goal attainment Link Link
Daimler 360 GRAD - FAKTEN zur Nachhaltigkeit 2008 Daimler Nachhaltigkeitsbericht 2008 / Employees / Activities and goals Responses to demographic change Goals Activities/status Goal attainment Link Targeted career development for older employees Targeted HR planning of assignments for older employees Greater transparency and optimal coordination of existing and future HR needs Forward-looking planning for training and specialist personnel Stronger focus on the issue of demographics in the management process Implementation of a catalogue of activities as part of the Aging Workforce initiative Integration of older employees in the existing processes by assessing employment opportunities that take aging aspects into account. Initial analyses and evaluations in 2008, as well as gradual implementation at all locations. As part of the HR Resource Management Project, which was launched in 2007 at the Wörth, Mannheim, and Bremen locations, existing employee skills are evaluated in comparison with future workplace needs. Results from the analyses of the pilot plants are now available. These results served as a basis for measures designed to ensure a forward-looking approach to demographic challenges. Decisions regarding implementation are slated for the second quarter of 2008. Launch of a pilot project at the Untertürkheim plant; evaluation by March 2008, followed by a decision regarding an expansion to other locations. Inclusion of the demographics topic in management discussions, for example concerning performance appraisal (NAVI) and qualifications. Definition of the prerequisites in the first half of 2008. Goal still applies Link Goal still applies Goal still applies Link Goal still applies Link New Goal Link
Page 1 and 2:
Daimler 360 GRAD - FAKTEN zur Nachh
Page 3 and 4:
Page 5 and 6:
Page 7 and 8:
Page 9 and 10:
Page 11 and 12:
Page 13 and 14:
Page 15 and 16:
Page 17 and 18:
Page 19 and 20:
Page 21 and 22:
Page 23 and 24:
Page 25 and 26:
Page 27 and 28:
Page 29 and 30:
Page 31 and 32:
Page 33 and 34:
Page 35 and 36:
Page 37 and 38:
Page 39 and 40:
Page 41 and 42:
Page 43 and 44:
Page 45 and 46:
Page 47 and 48:
Page 49 and 50:
Page 51 and 52:
Page 53 and 54:
Page 55 and 56:
Page 57 and 58:
Page 59 and 60:
Page 61 and 62:
Page 63 and 64:
Page 65 and 66:
Page 67 and 68:
Page 69 and 70:
Page 71 and 72:
Page 73 and 74:
Page 75 and 76:
Page 77 and 78:
Page 79 and 80:
Page 81 and 82:
Page 83 and 84:
Page 85 and 86:
Page 87 and 88:
Page 89 and 90:
Page 91 and 92: Daimler 360 GRAD - FAKTEN zur Nachh
Page 141: Daimler 360 GRAD - FAKTEN zur Nachh
Page 171 and 172: 1 Daimler 360 DEGREES - Facts on Su
Page 181 and 182: 11 Daimler 360 DEGREES - Facts on S
Page 191: 21 Daimler 360 DEGREES - Facts on S
show all

Dear readers, This report describes what Daimler means by ...

Create successful ePaper yourself

Delete template?

Save as template?