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METRO GROUP : ANNUAL REPORT 2011 : BUSINESS
→ GROUP MANAGEMENT REPORT : 5. EMPlOyEEs
Personnel marketing
In the competition for the best skilled employees and executives,
we take steps that polish our image among potential
applicants. To ensure that a targeted message is delivered to
skilled employees and executives, we sharpened our profile
as an employer brand, which consists of seven core elements,
in the reporting year. We are an attractive employer
because we offer
→ internationality,
→ Group-wide career opportunities,
→ exceptional managerial development programmes,
→ training,
→ sustainability,
→ diversity and
→ compatibility of family and professional life.
We highlight these core elements in all personnel-marketing
steps we take. In the reporting year, for instance, we con-
→ p. 121
ducted an advertising campaign that focused on women who
have launched their international careers at MeTRo GRoUp. To
introduce ourselves to future managers, we work with selected
universities, universities of applied sciences and student
groups. In 2002, we launched a conference called Meeting
Metro that is designed for students in all majors. at this
conference, we inform them about our Company and the multifaceted
entry-level and career opportunities it can offer them.
Employee retention
The human resources policies of MeTRo GRoUp are
designed to promote long-term commitment to our Company
among our best employees. In the reporting year, average
job tenure climbed by 0.5 to 8.6 years. The Group-wide
turnover rate was 18.0 percent, and it was 8.5 percent in
Germany. Independently prepared studies have confirmed
the quality of our human resources policies: in one reflection
of this, the CRF Institute certified us as a top employer
in 2011. The institute ranks us in their list of Germany’s top
50 employers.