Slight increase in number of employees. On December 31, 2014, the Daimler Group employed a total of 279,972 men and women. Due to the high demand for our products, the workforce grew by 2% compared with the end of 2013. At the beginning of 2014, we had anticipated that the workforce would remain stable. The number of employees in Germany increased to 168,909 (2013: 167,447) and employee numbers also rose in the United States, to 22,833 (2013: 20,993). At the end of 2014, Daimler employed 12,313 men and women in Brazil (2013: 14,091) and 11,400 (2013: 11,275) in Japan. (See graphic B.45.) Our consolidated subsidiaries in China had a total headcount of 2,664 at the end of the year (2013: 1,966). At the end of the reporting year, the parent company Daimler AG employed a total of 151,524 men and women (2013: 150,605).
Due to reorganization within the context of the Customer Dedication initiative, the employees previously reported under “Sales & Marketing Organization” are included in the employee numbers for the respective divisions as of 2014. However, this does not apply to the Group’s own sales and service centers in Germany and the global logistics center in Germersheim, whose employees are included under “Group Functions & Services” as of 2014. Workforce numbers in all divisions increased compared with the previous year. (See table B.46)
|Employees by division|
|Employees (December 31)||% change|
|Daimler Financial Services||8,878||8,107||+10|
|Group Functions & Services||26,832||–||–|
|Sales & Marketing Organization||–||52,455||–|
We have combined in-house services worldwide in shared service centers in order to further improve the quality and efficiency of our administrative functions and various services. These shared services include financial processes as well as HR, IT and development tasks, sales functions, and certain location-specific services. Some of the shared service centers are not consolidated because they do not affect our profitability, cash flow or financial position; those companies employed more than 6,000 men and women at the end of 2014.
The Group’s workforce also does not include the employees of companies that we manage together with Chinese partners; at December 31, 2014, they numbered 20,600 people.
Corporate Movie 2015 | Daimler
High level of profit sharing. On the basis of the company agreement on profit sharing valid for 2013 and 2014, all eligible employees at Daimler AG subject to collective bargaining agreements were paid an amount of €2,541 for the 2013 financial year. Group management also decided to pay out a one-time bonus of €500 as an expression of gratitude to our employees for their special commitment. The full participation in the company’s success – €3,041 – was paid out in April 2014.
The eligible employees of Daimler AG in Germany will also receive a performance participation bonus for the company’s very positive business development in financial year 2014. The amount of the profit-sharing payout, which was determined on the basis of the valid company agreement, totals €4,350. The increase from the prior year is a result of the significant increase in earnings at the divisions used for the profit-sharing calculation: Mercedes-Benz Cars, Daimler Trucks and Mercedes-Benz Vans. Employees will receive their profit-sharing payout in April 2015.
Slight increase in average age of our employees. The average age of our global workforce in 2014 was 42.4 years (2013: 42.3). Our employees in Germany were 43.8 years old on average (2013: 43.5). Employees who are 50 years old or older currently make up about 36% of our permanent workforce at Daimler AG. On the basis of current assumptions, this proportion will rise to about 50% over the next ten years.
In order to address the challenges resulting from the aging of our workforce, we launched and successfully continued numerous projects and activities at our German locations in 2014. They included measures for improving workplace ergonomics as well as concepts for work organization, personnel allocation management, health management and human resources development and management.
In 2013, Daimler introduced a new human resources concept that takes advantage of the experience of the company’s retired employees. These “senior experts” as they are called, can voluntarily return to the company for a temporary period when specific departments need their services for a time. The experience we have gained so far shows that the program is extremely popular with both the senior experts and the departments. The expert pool now comprises approximately 400 retirees with a combined 12,000 years or so of experience.
Number of years at Daimler. The average number of years Daimler employees have worked for the company was close to the prior-year level at 16.1 years (2013: 16.2 years). In Germany, employees had worked for the Group for an average of 19.4 years at the end of 2014 (2013: 19.2 years). The comparative figure for Daimler AG was 19.8 years (2013: 19.5 years). Daimler employees outside Germany had worked for the Group for an average of 11.0 years (2013: 11.3 years).
Diversity management activities. The statement “Daimler’s success. Your benefit. Our responsibility.” underscores the importance of diversity management as a strategic factor of success at Daimler. Our goal is to create and use mixed teams to encourage our creativity and progress in all areas so that we can all shape the future of Daimler together. Our various diversity management measures help make our managers in particular more aware of the importance of diversity. These measures also teach diversity skills and help generate new ideas for the daily work environment.
Our participation in Germany’s Diversity Day, which was initiated by the German Diversity Charter in 2013, also underscores our commitment to, and appreciation of, diversity in our company. The various skills and expertise of our employees enable us as a global company to meet the ever more varied requirements and wishes of our customers around the world.
Increased proportion of women employees. Our instruments for supporting the targeted promotion of women include flexible working-time models, childcare facilities close to the workplace and special mentoring programs. Daimler has committed itself to increasing the proportion of women in senior management positions to 20% by 2020. The proportion of women in such positions has continually risen over the last few years to reach 14.1% at the end of 2014 (2013: 12.7%). Because we are a technologically oriented company, the targets take into account sector-specific conditions and women’s current share of our workforce. At the Daimler Group, the proportion of women in the total worldwide workforce increased to 16.8 % (2013: 16.3 %). At Daimler AG, women accounted for 14.9% of all employees at the end of the year under review (2013: 14.6%).
Employee qualification. We provide our staff with training and continuing education opportunities throughout their entire careers. Our range of qualification measures includes practical training courses, seminars, workshops, specialist conferences and instruction through digital media. In Germany alone, we spent €121 million on the training and qualification of our employees in the year under review (2013: €107 million). On average, every employee spent 4.1 days in qualification courses in 2014 (2013: 4.1 days).
Securing young talent. Daimler takes a holistic approach to securing young talent. For example, our Genius initiative enables children and teenagers to gain valuable information about technologies of the future and professions in the automotive industry. (See genius-community.com) School leavers can apply to participate in a technical or commercial apprenticeship at one of our locations or to study at the Cooperative State University in Baden-Württemberg. After completing their college degrees, they can directly join our company or launch their careers at Daimler by taking part in our global CAReer training program.
Daimler launched a new employer image campaign in October 2014. The campaign creates the conditions necessary to ensure a uniform and recognizable presence in the global recruitment market, and it also improves our image as an attractive employer. The campaign targets high-school and university students, university graduates and experienced professionals as well. A total of 20 different motifs with 48 variations were developed for these target groups; all of the motifs and variations feature male and female Daimler employees of different ages and backgrounds. Each motif also highlights one or more products from the Daimler Group.
We had 8,346 apprentices and trainees worldwide at the end of 2014 (2013: 8,630). A total of 1,990 young people began their vocational training at Daimler in Germany during the year under review (2013: 2,014). The number of people we train and subsequently hire is based solely on the Group’s needs and its future development. In 2014, 89% of Daimler trainees were hired after completing their apprenticeships (2013: 89%).
Successful employee survey. We conducted a Group-wide employee survey once again in 2014. Nearly 260,000 employees in more than 40 countries were invited to participate in the survey and express their opinions to us between mid-September and the beginning of October. The very high participation rate of 70% underscores our employees’ interest and their willingness to actively help shape the further development of the company.
Overall, the results of the survey were similar to those of recent years. For example, employee commitment remains above average when compared with external benchmarks. The careful and detailed analysis of the results began in early December. The analysis will identify areas where action can be taken in order to achieve sustained improvements for the benefit of the Group and its employees.
Award for Daimler Financial Services. Daimler’s Financial Services division was named one of the 25 best international employers worldwide by the independent Great Place to Work Institute in 2014. This makes Daimler Financial Services the first German company ever to finish that high in this ranking of the world’s most attractive employers. In the most recent survey conducted for the ranking, nine out of ten Daimler Financial Services employees described their company as a great place to work. Like the rest of the Group, Daimler Financial Services is expressly committed to a corporate culture founded in values such as trust, personal responsibility, openness to new ideas and, last but not least, enjoyment of one’s work.
Daimler Health Check. Holistic health management has been a top priority at Daimler for many years now. Along with the extensive measures established at all plants, Daimler also launched an initial pilot program for its new Health Check system at three selected locations in 2013. The Health Check system, which was agreed upon with the General Works Council, is offered to all employees subject to collective bargaining agreements. Participation is voluntary and employees can join up once every three years.
The Health Check focuses on early detection of risk factors and support for employees interested in maintaining their personal health. Employees can also select a “health counselor” to help them achieve their individual health goals and stay healthy over the long term.