"Perspectives 2011" - Sustainability and Annual Report (pdf)

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Introduction Company profile and strategyService portfolio Communication and social responsibilityTraining and HR developmentA rich career and vocational trainingprogramAs the operator of a steadily growing airport with anextensive retail and services portfolio, we can providea wide range of jobs in challenging and interestingfields for everyone from school leavers to career startersand career advancers.In 2011, we offered work experience placements for140 school students and 90 undergraduates in variousunits throughout the organization – an initiative designedto enable young people to discover first-handwhat it is like to work at our airport. We also offeredbachelor’s and master’s dissertation topics in connectionwith a number of company projects.At December 31, 2011, 237 young people were onFMG training programs, preparing for jobs in fields asdiverse as mechatronics, protection and security, cook -ing and catering, and real estate. In September 2011,90 school-leavers embarked on vocational and workstudyprograms with us, making us one of the region’sbiggest training providers yet again.Alongside training for classic career tracks, the FMGGroup offers a number of new and innovative voca -tional programs, including system gastronomy and in -dustrial firefighting. We also operate popular universitylevelwork-study programs in aviation managementand business administration (both leading to a bachelorof arts degree), plus a bachelor of science program inbusiness IT, which offers an interesting alternative toa classic degree program for talented school-leaverswith a university entrance qualification in mathematicsor the sciences.FMG generally used to consider itself a regional employer,but this perception has now changed. Giventhe current demographic shift, the exceptionally lowjobless rate in the Erding and Freising districts (whichaveraged 2.1 percent during 2011) and the attendantshortage of labor, we will need to tap into a muchwider labor market, going forward. This is becausewe will only be able to cope with the growth projectedfor Munich Airport if we can expand our workforcewith the right kinds of people equipped with the rightskills and qualifications. This means raising our profile82
Workforce and work environmentEnvironmental and climate protectionFinancial reviewSustainable developmentP Human resources strategyq Training and HR developmentp Diversityp Work-life balance and health protectionp Remuneration and codeterminationas an attractive employer and doing more to publicizethe range of interesting jobs we offer. Hence, we againstepped up and significantly expanded our companywideHR marketing activities for relevant target groups.FMG’s citizenship initiativesAs a committed corporate citizen, we engage in arange of initiatives to support school and educationprojects in our region. The SCHULE WIRTSCHAFTFreising-Erding-Flughafen working group is a prominentcase in point. This was set up to promote networkingbetween local schools and businesses, andwe have played an active part in it since 1997.We are also the primary sponsor of “Berufsfit”, the re -gion’s biggest careers orientation fair, hosting it for theseventh time at the airport in October 2011; we are apartner of the nationwide Girls’ Day program; and wehost regional rounds of the “Jugend forscht/Schülerexperimentieren” youth research competition. Since2005, we have been operating a program aimed athelp ing young people unable to win a place on a vocationaltraining scheme. It offers them six months ofpreparatory practical training designed to build coreentry-level skills, greatly increasing their chances ofgaining a foothold in the primary labor market andfinding a suitable career.The Munich Airport Academy: Trainingfor everyoneAlongside vocational and career training, onward trainingfor our workforce forms an important element ofour HR strategy. Our training arm, the Munich AirportAcademy, not only offers education programs for theFMG Group’s entire employee base, it also operatesas a training provider for third-party organizations.Group employees can choose from an extensive arrayof courses, ranging from specialist seminars in specificaviation industry fields to more general courses inareas like computing, foreign languages and personaldevelopment. Given the growing importance of HRdevelopment, the number of workshops and speciallytailored, demand-based seminars (on customer serviceand customer focus for workers in terminal services,for instance) increased by 20 percent in 2011.The Airport Academy consults for other organizations,too, including several outside Germany. In 2011, for ex -ample, the Academy won contracts with five air portsin Austria to develop a web-based system to delivertraining courses on security. Its international clientbase now also includes major airports like Qatar inOman, which hired the Academy to consult on trainingprograms prior to commissioning new airport facilities.Aviation training: Ensuring safety andefficient handlingFollowing the merger of FMG’s former Ground Han -dling division with the subsidiary mucground to formAeroGround, the Munich Airport Academy’s aviationtraining unit focused largely on tasks carried out byground handling personnel in 2011. Whereas training inthe past typically centered on individual roles and duties,all of AeroGround’s employees had to be broughtup to the same level of knowledge on a range of handlingprocesses and operations in a string of seminarsheld over the course of the year.83
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EconomyCargo volumeup 5.9%to more t
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Environment60%65%of aircraft deicer
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Social equityPeople fromaround 50na
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PublisherFlughafen München GmbHP.O
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