Engineering

2.5 Management report on on the Group Non-financial performance indicators indicators
We have maintained and expanded our
partnerships with selected universities for for
many years.
Successful graduate recruitment
More and more, it is important to have a presence at universities so as to attract talented graduates. We
present ourselves as an attractive employer and establish contacts with students at an early stage. We have
maintained close relationships for many years with seven German universities in Aachen, Berlin, Bochum,
Dortmund, Dresden, Freiberg and Hamburg-Harburg, and also with universities in China and Russia. In
addition we have activities at other institutes and higher education establishments such as the Karlsruhe
Institute of Technology, and Südwestfalen and Dortmund technical universities, for example through support
groups and business management games.
Our entry programs are tailored to the specific needs of the different target groups. The best of our interns
are included in our “Next Generation” intern retention program. They attend selected events to acquaint
themselves better with ThyssenKrupp and are then supported systematically when starting their career in
the Group. For graduates with an interest in research, the doctoral student program “Your Innovation”
provides an opportunity to be involved in work on the latest technologies in the Group. In addition to our
engineering graduate programs, a program for business graduate trainees called “Create (y)our future” was
also launched in the reporting year.
Nowadays, the internet is the most important medium for gathering information and submitting job
applications, so our careers portal is a very important way of addressing interested candidates and good
applicants. The Swedish consultancy Potentialpark ranked ThyssenKrupp’s careers website the best in
Germany in 2011. Our portal provides up-to-date information in an attractive design with numerous
multimedia elements; navigation has been optimized to make it easier for young people to gain an overview
of our Group. One important success factor is the systematic link to the application process.
Management development
We regard developing our employees and executives as a key management task. We have already reported
many times on the PerspActive process, in which we systematically assess our managers and conduct
targeted development interviews. This process is now firmly established and is paying dividends: Last year
we were able to fill more than 90% of vacancies at the level below business area management boards with
internal candidates.
In the reporting year we also started to introduce Groupwide programs for managers with potential for
positions in the three highest levels below the business area management boards. The aim of these modular
development programs is to increase transparency into management talent in the Group and develop it more
effectively. It also enables managers to network across business areas, regions and functional areas.
The Talent Brokerage system launched just over a year ago has proven successful. It is directed at
executives throughout the Group at the third management level below the business area management
boards as well as those with the potential to fill such positions. Standard Groupwide development centers
also help identify high potentials in Germany and abroad.
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