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METRO GROUP : ANNUAL REPORT 2010 : BUSINESS → GROUP MANAGEMENT REPORT : 5. EMPLOyEES Development of employee numbers by country and sales division full-time equivalents 1 as of closing date 31 december Metro Cash & Carry Real Media Markt and Saturn Galeria Kaufhof Real Estate Others METRO GROUP → p. 100 2010 2009 2010 2009 2010 2009 2010 2009 2010 2009 2010 2009 2010 2009 Germany 14,359 14,842 30,753 31,796 24,302 24,002 18,753 18,924 713 759 5,546 6,482 94,426 96,804 Austria 1,909 1,901 2,521 2,124 4,430 4,025 Belgium 3,008 3,093 1,419 1,333 1,111 1,124 5,538 5,551 denmark 487 509 22 24 509 533 France 8,347 8,318 2,053 2,031 10,400 10,349 Italy 4,121 4,010 6,622 6,497 19 10,743 10,526 Luxembourg 126 59 2 126 61 Netherlands 3,126 3,090 2,358 2,112 8 8 5,492 5,210 Portugal 1,421 1,437 770 806 2,190 2,243 Spain 3,446 3,390 5,846 5,778 5 9,292 9,173 Sweden 1,689 1,391 1,689 1,391 Switzerland 1,335 1,157 82 80 1,417 1,237 United Kingdom Western Europe 2,999 3,417 2 5 3,001 3,421 (excl. Germany) 28,864 29,166 24,762 23,315 1,111 1,124 0 2 90 112 54,827 53,720 Bulgaria 2,573 2,520 7 2,573 2,527 Croatia 1,201 1,244 1,201 1,244 Czech Republic 3,460 3,483 3,460 3,483 Greece 1,156 1,093 977 999 2,133 2,092 hungary 2,856 2,899 1,421 1,473 72 71 17 4,348 4,460 Kazakhstan 1,049 319 1 1,050 319 Moldova 766 702 766 702 Poland 6,861 7,026 10,258 11,021 4,996 5,225 291 275 184 303 22,589 23,849 Romania 5,686 5,691 7,390 8,654 1 3 359 371 13,436 14,719 Russia 15,471 13,600 4,306 4,309 3,237 2,418 102 106 498 580 23,613 21,012 Serbia 1,519 1,283 1,519 1,283 Slovakia 1,519 1,195 1,519 1,195 Turkey 3,437 2,789 1,819 2,279 1,261 1,262 119 142 37 122 6,673 6,594 Ukraine 6,708 7,675 421 558 21 8 24 7,137 8,278 Eastern Europe 54,261 51,516 24,195 26,821 11,891 11,377 586 618 1,086 1,424 92,018 91,755 China 8,205 6,833 391 595 588 9,191 7,421 Egypt 656 108 656 108 India 1,520 1,344 1,520 1,344 Japan 808 601 808 601 Morocco 1,457 0 1,457 Pakistan 1,284 1,355 1,284 1,355 vietnam 3,298 2,411 3,298 2,411 Asia/Africa 15,772 14,109 391 0 595 588 16,758 14,697 International 98,897 94,790 24,195 26,821 37,044 34,692 1,111 1,124 586 620 1,770 2,125 163,603 160,171 METRO GROUP 113,256 109,632 54,948 58,616 61,346 58,694 19,865 20,048 1,299 1,378 7,316 8,606 258,029 256,975 1 Including possible rounding differences
METRO GROUP : ANNUAL REPORT 2010 : BUSINESS → GROUP MANAGEMENT REPORT : 5. EMPLOyEES of employees belonged to this age group. Across Germany, 846 employees in the over–50s age group were hired during the reporting year. At an international level, the corresponding total was 1,014. As part of our diversity management, we promote equal opportunities for female and male employees. To this end, we have launched measures to help employees to better balance their family and professional lives. depending on the respective phase in their lives, employees can draw on targeted human resources instruments to balance professional and personal requirements such as child-rearing responsibilities or caring for relatives. In this context, we are creating a third day-care centre at our düsseldorf Campus in 2011 and offering child care during school holidays. In addition, the Company will support employees who take care of close relatives for up to two years after the end of the statutory nursing period. In addition, we are determined to continue to increase female representation in management positions, that is, levels 1 to 3: Management Board, executive board, divisional management, main departmental or departmental management and store management. during the reporting year, the proportion of female employees at these levels stood at 18.6 percent. The corresponding figure for the previous year was 16.0 percent 1 . Sustainable health and occupational safety management Our company makes it easier for its employees to stay fit for their day-to-day work. we are committed to providing a safe, hazard-free workplace. Our health drive GO was launched in 2004. This programme comprises exercises designed to strengthen employees’ physical and mental fitness, recommendations for a healthy diet and ergonomic workplace design. This programme comprises physical activities such as back exercises, fitness sessions and corporate sports activities. In addition, we offer ergonomic advice in the workplace, workshops and stress-management training. during the reporting year, we also opened a fitness room that employees at our düsseldorf Campus can use free of charge. Group-wide retirement model Our “Future Package” helps employees to expand their private retirement planning. The Group-wide pension programme provides additional voluntary benefits that go beyond the stipulations of collective bargaining agreements. In Germany, 58,311, or 52.9 percent, of all employees took advantage of this opportunity in 2010. → p. 101 Corporate University: excellent leadership As part of Shape 2012, we have established a new department, ‘Leadership & Transformation’, within our human Resources department to strengthen senior managers’ leadership skills. In this way, we support cultural change within METRO GROUP. A key element of this initiative is the Corporate University, which serves to develop and qualify our current and future executives. The Corporate University cooperates with highprofile international partners such as the University of St. Gallen, Switzerland, and the Institut Européen d’Administration des Affaires (INSEAd) in Fontainebleau, France. In 2010, more than 380 senior and junior managers attended one of the eight available development programmes. An additional 500 managers participated in special seminars. A key feature of the Corporate University is the mentor programme in which members of the Management Board of METRO AG and the managing directors of the sales divisions personally contribute to executive development. The initiatives and programmes of Metro Cash & Carry International have been integrated into METRO GROUP’s Corporate University to ensure the direct business relevance of our executive development. All seminars have been redesigned accordingly. Centralised executive development to ensure a high level of competitiveness A key component of Shape 2012 is to establish executive development as a strategic function of the holding company and to clearly gear these efforts to our Company’s business needs. As part of the integration of the administrative functions of METRO AG and Metro Cash & Carry International, we therefore redesigned and integrated our personnel strategy for the Group’s senior management during the reporting year. Systematic talent management forms the basis of executive development and succession planning for senior management positions, with executives’ individual development being based on the strategic objectives of METRO GROUP. This system opens up career avenues in all countries where we do business. Our talent management instruments – a transparent leadership model, regular performance and potential assessments, centralised responsibility for management assessments and development centres as well as an active management of talent pools – create the basis for a global pool of candidates for key corporate functions. In addition, the Corporate University with its management development programmes promotes individual career paths in a targeted manner while strengthening our uniform, international leadership model. 1 16.0 percent in the previous year refers to the share of female managers of levels 1 to 3. The figure of 17.8 percent mentioned in the last annual report was based on a calculation that did not include level 1 (Management Board, executive board).
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