ONE ROOF

Average for the year
N Total
N International employees
N Employees in Germany
56 Annual Report 2009
Number of employees at HOCHTIEF
46,847
37,208
9,639
52,449
42,297
10,152
64,527
53,523
66,178
55,043
11,004 11,135
2006 2007
2008
2009
Targeted integration of new employees
The integration of new employees played an important
role again in 2009. The HOCHTIEF Services division
alone integrated 100 employees due to the takeover of
business operations.
In fiscal 2009, HOCHTIEF had a total of 528 trainees in
more than 30 different professions in Germany, 152 of
whom began their training in 2009. Thus the number of
trainees increased compared to the prior year. HOCHTIEF
also continued to train young people beyond current
demand. This is our contribution to giving more of them
the best possible qualifications and good prospects for
their future careers. Following their traineeship, we
hired 59 percent of trainees.
Regular workforce survey launched
The “HOCHTIEF People.Index” was used for the first
time in 2009 as the new regular tool for surveying employees:
Almost 12,000 employees from the HOCHTIEF
Europe and HOCHTIEF Services divisions and Corporate
Headquarters were invited to give feedback about
their job satisfaction and commitment. Employees from
the HOCHTIEF Real Estate and HOCHTIEF Concessions
divisions will be surveyed in May 2010. The survey will
then be conducted Europe-wide every six months
starting in fall 2010. The findings will be analyzed in the
different teams and improvements implemented collectively.
Leighton also commonly conducts an annual
employee survey, the “Your Say” staff survey.
In 2009, employee satisfaction was again reflected in
how long employees remain with the company. In Germany,
average length of service is 13.8 years, at Turner
it is 8.7 years and at HOCHTIEF Polska it is ten years.
Initiatives for future employees expanded
In order to secure excellent graduates for the company,
we regularly make a showing at university job fairs and
graduate conventions. In addition, HOCHTIEF once again
held practical seminars at German universities, giving
students the opportunity to get to know the company.
In total, 4,100 applications were received from students
in 2009.
The seeds for people to become interested in technical
subjects are sown at an early age. For this reason, we
continued our work in schools in the fiscal year to ensure
the next generation of engineers. This includes our support
of the Germany-wide “Girls’ Day,” where girls are
introduced to technical professions. HOCHTIEF is also
a member of the “Sachen machen” initiative of the Association
of German Engineers, which aims to get children
and young people interested in technology.
Staff development stepped up further
At the end of 2009, we implemented a new leadership
concept whereby top managerial staff are given regular,
systematic feedback on their skills. The main aim
is to sustainably strengthen management culture at
HOCHTIEF.
It is through top employees that HOCHTIEF ensures the
basis for the Group’s optimum development. The professional
and personal development of our employees
is therefore given a high priority within the company.
We work continuously to improve staff development
and offer our employees attractive prospects.
HOCHTIEF set up a new support program in the fiscal
year, which prepares especially qualified and motivated
employees for more advanced functional and management
tasks. The talent pools started off with a total of
72 participants in Germany.
The existing range of continuing education options was
used more intensively in the fiscal year. Turner recorded
a total of 136,000 hours for training in 2009—19,000 more
than in 2008. Training offered for employees wishing to
qualify as LEED Accredited Professionals was particularly
well taken up. This specialized training is needed
in the field of green building, in which Turner leads the