ONE ROOF

market in the USA. Turner currently has more than
1,100 employees with this specialized training, compared
with just 500 in 2008.
Demand for continuing education has also risen in Ger-
many. In 2009, the section of the HOCHTIEF Academy
responsible for training organized 373 events in total—119
more than in the prior year. In addition, a number of initiatives
were supported by individual units, for instance,
sales training tailored to the employees of HOCHTIEF
Facility Management. Furthermore, other targeted training
sessions and courses were designed and implemented
on topics such as dimensional tolerance in building
construction and project management at HOCHTIEF
Energy Management. The number of participants rose
by 40 percent overall in fiscal 2009.
Internal degree program taken up
In 2009, we continued to offer the opportunity of a further
qualification through a degree program. In its second
year, the “Bachelor of Facility Management” degree
program gained another 21 participants, bringing the
total number to 38. At present, 53 people are on the
officially recognized “Bachelor of Engineering—Construction
Site Management” degree program at the
HOCHTIEF Academy. Based on the model of the “Turner
Knowledge Network” training tool, sister company Flatiron
founded Flatiron Construction University in the
fiscal year. Here, online learning content is dedicated to
the fields of technology, management, business management
and safety.
Employees facilitate HOCHTIEF’s success
We know that motivated employees achieve particularly
good project results. HOCHTIEF’s personnel tools help
to promote and enhance our employees’ levels of motivation
and commitment. “HOCHTIEF People.Index,” the
employee feedback tool introduced in the fiscal year,
helps our managerial staff to focus even more firmly on
employee commitment. HOCHTIEF offers attractive
career and development opportunities, compensating
its employees fairly and based on performance. Turner
(USA) and Leighton (Australia) similarly apply bonus and
incentive systems calibrated in line with the company’s
performance.
❘ Information for our Shareholders ❘ ❘ Management Report ❘ ❘ Financial Statements and Notes ❘
A fit and healthy HOCHTIEF workforce not only benefits
the individual well-being of our employees, it also ensures
the high quality of our work. In the interests of both
these goals, we therefore offer our employees a comprehensive
program on the subject of healthcare.
Transparent, timely information is similarly key to moti-
vating staff. We use numerous media to ensure that our
employees can easily keep track of what is going on in
the company.
Safety at work increased
Traditionally, a high priority is placed on occupational
safety, health* and environmental protection (OSHEP)
in our Group. For this reason, HOCHTIEF has its own
competence center. We define occupational safety as a
key management role and support our managerial staff
through the activities of the OSHEP Center. Our experts
develop plans of action, advise, inform and train employees
as well as providing support in hazard assessment
and workplace design.
Thanks to employees and employee
representatives
Our employees work hard for our company in all four
corners of the globe. It is down to the commitment,
dedication, and loyalty of every single employee that
the HOCHTIEF Group can report an excellent result
once again in 2009. The thanks of the company’s management
therefore goes out to all our staff. Constructive
discussions in a spirit of partnership and good
cooperation with employee representatives are also important
success factors. We would like to thank them,
too, for their sound and successful work in 2009.
Main points of the Executive Board and
Supervisory Board compensation system
The main points of the compensation system as well as
details of payments received by individual members of
the Executive Board and Supervisory Board from
Group companies for fiscal year 2009 are summarized
in the compensation report.** This report is to be considered
part of the combined Company and Group
Management Report.
*For further information, please
see pages 48 and 49.
**For further information, please
see pages 17–21.
For the outlook on employees,
please turn to “Looking Ahead:
Outlook and Opportunities” on
page 121.
Annual Report 2009 57