Growth and Development
As at the reporting date December 31, 2012, a total of 18,274 employees (full-time) are employed at TÜV Rheinland Group. In the annual average, the number of employees rose from 15,961 to 17,218; this represents an increase of 7.9% compared to the previous year.
Developing, Winning Over and Creating Relationships
The strong personnel development overall is based, on the one hand, on a continuous addition in Germany of 3.8% and, on the other hand, based on an increase of 10.8% internationally due to high revenue growth in Brazil, China, India, and the Gulf States.
Human resources management that appreciates employees makes a sustainable corporate structure visible and perceptible. In addition to performance-based compensation systems and business-unit-based conditions, all employees in Germany were therefore offered disability insurance financed on a parity basis, which was accepted by about 30% of them.
In the 2017 corporate strategy, the elements of developing, winning over, and creating relationships with new employees for TÜV Rheinland are essential. As anchored in the new mission statement, constructive dialogue with employees is the core of the corporate philosophy. This is manifested in regular and structured employee reviews, which in turn form the basis for future development measures. In 2011, a worldwide employee survey was also conducted, which had a participation rate of 63.1%. The analysis of the survey led to about 500 improvement measures in the regions, most of which were completed in 2012. The topics of communication and management were addressed in particular. The employee survey will be conducted again in the fall of 2013. Further improvement measures will be made on the basis of the survey results, including the revision of personnel development measures.
In 2012, the new training module »Leadership« was presented for the first time in Bangkok with participants from Asia. Furthermore, the Talent Team Program, which was established in Germany, was held for the first time in Brazil and Asia Pacific. The program introduces future managers to the topics of project work, management, and communications. Additional regions will follow in 2013. In 2012, the instrument for evaluating the management performance of managers, which had been in common use for two years, was implemented in a revised and expanded version.
In 2013, TÜV Rheinland is concerned with an additional management-development component and also offers a module that deals with the management functions and abilities (coaching skills) of young managers in more depth. In addition, TÜV Rheinland is setting up a mentoring program encompassing all its different business units, which will qualitatively improve management skills and culture.
As part of a project started in 2012, TÜV Rheinland has been testing required adjustments to the management structure. Due to the high rate of growth in recent years, this will help to harmonize the hierarchy levels, job specifications, and functions. A transparent specialist and leadership career path with coordinated development measures and title structures that are uniform throughout the Group will be derived from this.
Successful efforts to strengthen the employer brand
Successful efforts to strengthen the employer brand were also made in 2012. In addition to its certification as a TOP Employer in 2012, TÜV Rheinland improved its position in some ranking lists to a favorite employer among engineers. In addition to contacts with universities, investments were also made in collaborations – for example, with the German Sport University and the NRW Sports Foundation. In this way, athletes are approached specifically who would like to work in a predominantly technical profession after their athletic careers. At the same time, the collaboration has a positive effect on operational health management.
Efforts to increase the proportion of women in the workforce will continue to be pursued in 2013, particularly in Europe. For this purpose, in addition to participation in Girls’ Day (a vocational orientation day for girls, supported by the Federal Ministry for Families, Senior Citizens, Women, and Youth, among others), internal discussions with female employees are used to discuss further options to improve the compatibility of family and career.
With numerous offers and activities, TÜV Rheinland is committed to equal opportunity and the advancement of women. With a family-friendly personnel policy, the intention is to create an environment in which family and career can be combined. In Germany, this includes efforts such as the »Family and Career« project, with advice on parental leave and a child-care option.
In 2012 the conceptual foundations for a global human capital management system continued to be laid. In a joint project with employees from China and Germany, it was possible to bundle a number of Chinese payroll accounting systems in a single SAP system. In the medium term, this means that a global and uniform database can be accessed, with uniform data quality, as well as reduced IT costs and higher integration into other SAP applications.