ANNUAL REPORT 2011 - Kuehne + Nagel

Employees: as per Dec. 31, 2011
Per cent
Duration of employment
Per cent
Personnel structure
Per cent
68 Men
32 Women
18 < 1 year
27 1–3 years
15 4–5 years
19 6–10 years
18 11–25 years
3 > 25 years
8 Management
48 Salaried
44 Waged
Sustainability _ _ _ _ _ _ Human Resources
The globally uniform and direct system of recording employees'
reasons for leaving the company now permits, among other
things, a systematic identification of weaknesses in the organisation
or personnel management. Unwanted attrition was substantially
reduced in the year under review.
Performance assessment is one of the most important means of
ascertaining the commitment and productivity of employees. In
2011, the target agreement and performance monitoring
processes was extended to further management levels of the
Group. The utilisation of the Human Capital Management Systems
(HCM), an innovative IT solution, supports the process of
systematic performance measurement and management.
Knowledge management extension
To make better use of the employees’ expert knowledge, 7,300
virtual web meetings were held. This represents an increase of
40 per cent over the preceding year. In each management seminar
a central problem is dealt with by the participants from different
levels of management. In 2011, the combined knowledge
of more than 100 members of the managerial staff led to concrete
process improvements which are being implemented in the
company throughout the world.
The specialists of the Kuehne + Nagel Group can also network
and exchange knowledge through the modern communication
media of the intranet (wikis, blogs, forums). This is in line with
the general corporate philosophy of creating space for individual
initiative and value creation.
Compliance – acting according to the rules
The training campaigns on the topics of “competition law” and
“corruption and illicit payments” were continued in the year
under review. Immediately after joining the company all new
employees go through a multimedia and computer-based training
at the end of which they take a final test. In addition, a
third compliance training campaign entitled “Code of Conduct”
has been developed. This will be introduced on a worldwide
basis in the current business year.
Number of employees
In 2011, the number of employees increased from 57,536 to
63,110, a rise of almost 10 per cent.
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