pdf (22.8 MB) - METRO Group

METRO GROUP : ANNUAL REPORT 2011 : BUSINESS
→ GROUP MANAGEMENT REPORT : 5. EMPlOyEEs
→ think and act in a customer-focused way,
→ are open to change processes and actively shape them,
→ promote the growth of people and organisations.
Centralised management of executive development and
succession planning
at MeTRo GRoUp, systematic executive development is a
central responsibility of the strategic holding company,
MeTRo aG. By taking this approach, we ensure that the abilities
and expertise of our managers are consistently designed
to meet our Company’s needs and strategic goals. Furthermore,
we can systematically offer international career paths
to our executives – regardless of the sales division and segment
where they work. Centralised career planning also
enables us to identify the right candidates for key positions in
the Company, support them and thus ensure optimal succession
planning. In the reporting year, the in-house succession
rate for the top management level – that is, in particular
managing directors of Group companies as well as divisional
heads of MeTRo aG – stood at about 78 percent, well above
our target of 75 percent.
To promote discussions among our young managers and to
communicate the dimensions of the executive model at an
early stage, we organise several events. In the reporting
year, for instance, 100 employees attended the Young Talent
Day 2011. This conference was designed to inform the Company’s
future executives about leadership and sustainability.
individual career assessments
The foundation of career planning is the annual performance
and potential assessment that we conduct on an individual
basis with our executives and employees in key positions.
The objective is to be able to better estimate progress and
abilities – on the basis of the five dimensions described in
our executive model. During this performance evaluation,
employees and their supervisors jointly create a subsequent
career development plan. This process ensures that we
identify and support suitable candidates for key positions at
an early stage.
Tailor-made initial and ongoing training
We largely meet our need for qualified skilled employees by
conducting our own training programmes. In 2011, the
number of trainees around the world totalled 9,891 (previous
year: 10,682), which corresponds to a drop of 7.4 percent. In
Germany, we hired 2,281 trainees during the reporting year.
→ p. 119
The total number in Germany amounted to 7,176 trainees in 25
training occupations – 718 fewer than in the previous year.
This drop was primarily due to our decision to adjust the
number of training slots to current needs. With a share of
7.9 percent, we continue to be one of Germany’s largest providers
of vocational training. In the reporting year, 2,349 of
our trainees completed their programmes at MeTRo GRoUp,
a success rate of 96 percent. afterwards, we offered employment
contracts to 61 percent of them.
Trainees
annual average
2010 2011
Germany 7,894 7,176
share 8.4% 7.9%
Total 10,682 9,891
Qualification programmes
International expansion and new sales concepts make our
industry extremely diverse. They also cause the demands
placed on our employees to constantly change. as part of our
human resources policies, we apply comprehensive professional
development programmes to teach and refine the
required skills. MeTRo University is the central platform
where we develop and qualify our current and future managers.
It brings together our professional development programmes
that we offer at various international locations. In
2011, we repositioned MeTRo University and altered its course
offerings in order to address current strategic approaches and
methods used in executive and employee development. We
continue to work with highly respected international institutions
to provide our managers with access to external knowhow.
our partners include the “Institut européen d’adminis-
tration des affaires” (InseaD) in Fontainebleau, France, and
the International Institute for Management Development (IMD)
in lausanne, switzerland. In 2011, about 800 managers at
MeTRo GRoUp attended programmes and professional
development courses at MeTRo University.
An attractive working environment
To attract qualified employees to our Company, to motivate
them and to gain their long-term commitment to the Company,
we offer them state-of-the-art working conditions. For
this reason, we systematically invest in human resources
programmes and develop concepts to promote employee
health and work-life balance.