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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. 98
Management report on the Group 2.5 Management report on the Group Non-financial performance indicators STEM subjects are Science, Technology, Engineering and Mathematics Mathematics. 98 | 99 Higher participation in Academy programs Founded in 2006, the ThyssenKrupp Academy is now an established place of teaching, learning and internal networking for the Group’s top managers. More than 100 programs were available in 2010/2011, and the number of participants doubled from the prior year. Both the reach and penetration of our programs among the 2,000 top executives have increased significantly. Alongside the development of management competencies, this year saw a focus on strategic change and business transformation. The new programs to prepare our managers for a move up the career ladder were also well attended. Diversity as a goal of personnel policy The project ‘diversity@thyssenkrupp’ was launched in fall 2011 to promote diversity in all areas of the Group, focusing on gender, internationality, capabilities and experience. The aim of the project is to gradually and sustainably increase diversity within the workforce as a whole and especially at higher management levels throughout the Group. The new program integrates existing initiatives and HR tools and promotes a common understanding of diversity. The aim is to increase the proportion of women in our nonpay-scale managerial staff in Germany from the present level of 7.6% to 15% by the end of 2020. This target is based on the percentage of women in our overall workforce. As a technology company, ThyssenKrupp is very interested in recruiting female engineers to specialist and management positions. We are particularly looking to attract students of the so-called STEM subjects. For this reason we support the Femtec university career center for women in Berlin and give female engineering students the opportunity to contact us directly and find out more about our technology company. In order to help balance family and work commitments we are currently building a child daycare center on our campus in Essen. From August 2012 we will offer full-day places to over 100 children aged from four months to six years to support parents working at ThyssenKrupp. Our daycare center “Miniapolis” will nurture children’s natural curiosity and joy of discovery, in particular in the areas of science and technology. Environment and climate The Executive Board has identified responsible environmental and climate protection as an important corporate objective. To implement this goal we have further expanded our Groupwide environmental and climate management system. In addition our international environmental and climate protection activities will be coordinated by corporate headquarters in the future. Our environmental and climate management system defines uniform requirements to be met by our Group companies around the world, improves internal reporting, and promotes Groupwide knowledge sharing. The Group’s environmental and climate protection experts meet up regularly. In addition current developments, best practices, and environmental and climate legislation are discussed at regional meetings.
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Annual Report 2010/2011 At the cent
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Our mission statement We are Thysse
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Our capabilities Material We combin
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Making tomorrow possible Our engine
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Letter to shareholders Dr.-Ing. Hei
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Letter to shareholders To assist ou
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Contents Our mission statement C2 F
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To our shareholders To our sharehol
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Solutions for many sectors In the f
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To our shareholders 1.1 To our shar
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To our shareholders Wilhelm Segerat
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4.8 Additional information Contact
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