Bayer Group - Investor-Relations

BAYER ANNUAL REPORT 2011 COMBINED MANAGEMENT REPORT 123
Employees by Segment (2010 in parentheses) [Graphic 3.20]
14,800 (14,700)
MaterialScience
21,000 (20,700)
CropScience
2010 fi gures restated
20,300 (20,300)
Reconciliation
55,700 (55,700)
HealthCare
Pharmaceuticals 37,100 (37,000)
Consumer Health 18,600 (18,700)
SUSTAINABLE HUMAN RESOURCES POLICY
Bayer pursues a value-based and sustainable human resources policy that combines social responsibility
with a performance-oriented corporate culture. This human resources strategy is based on the Bayer
Group’s new values and leadership principles, which were introduced and implemented in 2010 under
the acronym “life“ – which stands for Leadership, Integrity, Flexibility and Effi ciency.
Among the measures adopted to strengthen the Leadership component of life and promote performance
orientation is an innovative training program we developed in 2011 to support our managers in
regularly giving their employees frank, constructive feedback on their work and conduct. The goal is to
establish a true feedback culture throughout the enterprise that promotes individual strengths, addresses
existing defi cits and thus enhances employees‘ personal and professional development over the long
term. All members of the Group Leadership Circle – the company’s top management level – took part in
the training program last year, and it is currently being provided to the other management levels as
well.
EMPLOYEE COMPENSATION AND BENEFITS
An important principle of our human resources policy is to link employees‘ compensation to their
performance and enable them to share in the company’s success. Regular benchmarking against competitors
and a globally standardized system help us to set base salaries in line with the demands and
responsibilities of each position. These salaries are supplemented by performance-related compensation
components and extensive ancillary benefi ts.
For example, more than €600�million is earmarked for variable bonus awards to employees for the year
2011 under the Group-wide short-term incentive (sti) program alone. Included in our extensive range
of�ancillary benefi ts in many countries are various stock participation programs that enable employees
to�purchase Bayer stock at a discount, giving them an additional opportunity to share in the company’s
economic success. We also offer senior and middle managers throughout the Group uniform stockbased
compensation programs known as “Aspire” (see Note [26.6] to the consolidated fi nancial statements)
that are based on ambitious earnings targets and – in the case of Group Leadership Circle
members – require an appropriate personal investment in Bayer stock.
9. Sustainability
9.2 Employees
Our common values:
LIFE
Employee bonuses
total more than
€600 million