GrowinG. with. Zeppelin. human resources report.

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1 GrowinG with Zeppelin human resources report

2 Editorial Dear Sir/Madam, In 2011 the Zeppelin Group laid the foundations for its employer brand. Under the motto Focus on our People personnel management became the primary strategic focus throughout the entire Group. One of the primary objectives was to create a working environment in which our employees would actively share the company s objectives and values. Wide-ranging initiatives were launched with the aim of recruiting suitably qualified personnel to Zeppelin and getting them to make a long-term commitment to the company. The company came to value even more highly basic and ongoing training as well as the development of specialist technicians and managers from within its own ranks. Group-wide qualification programs and consistent management training were introduced, as were opportunities for dual study programs in order to ensure an influx of new talent. In-house training facilities and vocational school classes strengthened the industrial training. Our mission is to create conditions that enable Zeppelin employees to continue their development, and in recent years we have taken this mission extremely seriously. Our employer promise is Growing with Zeppelin. In order to review our strategy as an employer and to get to know the requirements of our colleagues, we conducted an employee survey in 2013, initially in Germany. This survey concluded that the framework conditions at Zeppelin are as they should be. Our employees feel confident that their workplace is safe. This result strengthens our resolve to continue on the course we embarked on in Zeppelin s tradition goes back a long way. The business roots of the Group as it stands today can be traced back to the formation of the Zeppelin Foundation in Since that time we have been operating successfully in markets the world over. We now have 190 locations worldwide and have a presence in 30 different countries. A crucial contribution to this success story is made by our 7,700 employees with their enormous degree of commitment. Their efforts imbue the company with a sustainable quality while at the same time shaping their own future. Without its employees Zeppelin could not be what it is: namely a company with traditional values and a promising future. This publication will give you an insight into our company and explain our personnel management figures. At the same time it will show you the huge diversity of our workforce and the scope of our HR activities. I hope you will find this report interesting and enjoyable to read. Jürgen-Philipp Knepper Member of the Management Board, Human Resources (Labor Director), Legal Affairs, Compliance 3

3 CONTENTS Headquarters Graf-Zeppelin-Platz Garching near Munich, Germany Phone: Fax: Company Seat Graf-Zeppelin-Platz Friedrichshafen, Germany Phone: Fax: More information on Zeppelin is available on the Internet at: This Human Resources report was published on December th Agency Söllner Communications AG, Munich, Germany ZEPPELIN AT A GLANCE 6 HUMAN RESOURCES OBJECTIVES 13 STRATEGY & CULTURE EMPLOYER BRANDING COMMITMENT EMPLOYEE SURVEY 19 VOCATIONAL AND FURTHER TRAINING 16 IN PORTRAIT 20 MANAGEMENT SAFETY

4 ZEPPELIN AT A GLANCE ZEPPELIN AT A GLANCE The Zeppelin Group offers solutions worldwide in the areas of construction equipment, rental, drives and energy, engineering, and plant engineering. The company s legal seat is in Friedrichshafen, Ger many and its headquarters is in Garching, near Munich. The Group has 190 locations around the world and has a presence in 30 different countries. Over 7,700 employees (including trainees) contribute to the success of the company. In the 2013 financial year the Zeppelin Group achieved a turnover of over 2.4 billion euros. The corporate roots of today s Zeppelin Group reach back to the establishment of the Zeppelin Foundation in the year Today the Foundation continues to own a stake in ZEPPELIN GmbH via Luftschiffbau Zeppelin GmbH. ZEPPELIN GmbH is the Group s management holding company. CONSTRUCTION EQUIPMENT EU Sales and servicing of construction equipment CONSTRUCTION EQUIPMENT CIS Sales and servicing of construction and agricultural equipment RENTAL Rental solutions for construction and industry 1Group Business 5Strategic Units Locations 190 locations in 30 countries Holding company ZEPPELIN GmbH Employees Over 7,700 (including trainees) Sales Approx. 2.4 billion euros Shareholders Zeppelin Foundation / Luftschiffbau Zeppelin GmbH As a Group with an international leaning and a variety of fields of business, Zeppelin sets great store by its workforce which encompasses a wide variety of experience, qualifications, and points of view. The Group takes account of the personality of every individual and opposes discrimination in any form. POWER SYSTEMS Drive, propulsion, traction, and energy systems Employees At the end of 2013 the Zeppelin Group employed a total workforce of 7,774, of whom 294 were trainees (compared with 7,518 / 318 the previous year). The number of employees increased in 2013 by 3.4 percent. The increase in personnel was most pronounced in the Construction Equipment CIS business unit (+ 163 employees including trainees). PLANT ENGINEERING Development and production of plants, components, and systems Workforce 2012 Construction Equipment EU SBU 2,452 Construction Equipment CIS SBU 1,596 Rental SBU 1,055 Power Systems SBU 742 Plant Engineering SBU 1,305 Holding company 50 Trainees in the Group ,496 1,777 1, , Change (in %) SBU = Strategic Business Unit 6 7

5 ZEPPELIN AT A GLANCE OVERVIEW OF THE MOST IMPORTANT KEY FIGURES Workforce 2013 Average length of service with the company (in years) 2013 Health rating (in %) Average age (in years) 2013 Construction Equipment EU SBU 2,496 Construction Equipment EU SBU 11.8 Construction Equipment EU SBU 96.2 Construction Equipment EU SBU 42.8 Construction Equipment CIS SBU 1,777 Construction Equipment CIS SBU 4.0 Construction Equipment CIS SBU 96.3 Construction Equipment CIS SBU 36.9 Rental SBU 1,064 Rental SBU 8.3 Rental SBU 95.7 Rental SBU 43.4 Power Systems SBU 753 Power Systems SBU 8.9 Power Systems SBU 96.5 Power Systems SBU 40.6 Plant Engineering SBU 1,335 Plant Engineering SBU 12.1 Plant Engineering SBU 96.1 Plant Engineering SBU 43.0 Holding company 55 Holding company 8.0 Holding company 97.4 Holding company 43.5 Age structure 2013 (in %) > 60 Proportion of women (in %) Proportion of men (in %) Construction Equipment EU SBU Construction Equipment CIS SBU Rental SBU Power Systems SBU Plant Engineering SBU Holding company Personnel costs (in million euros) Personnel costs ratio (in % relative to total expenditure) This human resources report presents the Zeppelin Group s key human resources figures for the years 2012 and 2013, in each case as on 12/31. All the figures contained in this report are based on more detailed data. Since certain figures are shown in rounded form, totals may appear inaccurate. 8 9

6 ZEPPELIN AT A GLANCE ZEPPELIN WORKFORCE WORLDWIDE At the end of 2013 overseas companies forming part of the Zeppelin Group employed 3,670 people; this equates to 47.2 percent of the total workforce (previous year 46.2 percent). Employees Change 8,000 7, % 7,774 7,000 6,000 3, % 3,670 5,000 4,000 3,000 2,000 1,000 0 Germany 4, % 4, Overseas Brazil USA Belgium Germany... 3,835 Great Britain France Italy... 5 Austria Poland Switzerland Slovak Republic Czech Republic Armenia Russia... 1,350 Turkmenistan Tajikistan Ukraine Uzbekistan Belarus Australia... 1 China India South Korea... 6 Singapore Workforce figures excluding trainees 10 11

7 STRATEGY & CULTURE We Create Solutions Our mission is to understand our customers needs and to offer them individual solutions from our varied range of products and services. Turning challenges into solutions. The company slogan We Create Solutions aptly sums up this approach in the form of a promise to customers. All the operational business activities of the Zeppelin Group are based on the GPS corporate strategy. With its three pillars Growth, Performance, and Stability, this strategy ensures that we remain on course for a successful future. Growth refers to the fact that all of Zeppelin s strategic business units consistently focus on achieving and expanding a strong market position. Performance has much to do with the outstanding achievements of Zeppelin s employees, who with a consistent customer focus look hard at costs, improve structures, make processes leaner, and tap synergies. The Stability pillar is all about sustainability. As a foundation-owned company, we put great stock in future-oriented management. With our good long-term financial standing, we are considered by lenders, suppliers, and customers to be a safe and reliable partner. CORPORATE CULTURE The Zeppelin Group s corporate culture has been lastingly shaped by its history. Values that the company s founder, Ferdinand Graf von Zeppelin ( ), actively lived still ring true for us to this day. His visionary might and tenacity are firmly anchored in the corporate philosophy. Furthermore, our identity as a foundation-owned company defines our corporate culture. The Zeppelin Foundation, established in Friedrichshafen in 1908, remains one of the Zeppelin Group s shareholders to this day via Luftschiffbau Zeppelin GmbH. The Grafensätze are inspired by the Zeppelin Group s unique history. They are derived from the values that Ferdinand Graf von Zeppelin lived out and succeed in spanning the gap between the company s past and present. Grafen stay on course is one such principle. It expresses the Graf s goal orientation and persistence while linking these values with the present. Because Zeppelin employees stay focused on results, they demonstrate initiative and the ability to develop enthusiasm for what they do. This combination of tradition and modernity is key for successfully dealing with customers, suppliers, business partners, and the public. The Grafensätze at the same time represent a mandatory guiding principle for the attitudes and actions of the workforce and management. Grafen leave their footprints. Grafen tip their hats. Grafen overcome boundaries Grafen move your heart. Grafen tip their hats. Grafen get others on board. Grafen fail successfully HUMAN RESOURCES OBJECTIVES Grafen stay on course. Grafen attract Grafen. Grafen receive support. Grafen overcome boundaries Grafen move your heart. Grafen make you think. Grafen stay on course. Grafen tip their hats. Grafen make you think. Grafen receive support. Grafen fail successfully Grafen get others on board. Grafen receive support. HUMAN RESOURCES STRATEGY The role of the HR department is to help the Group to achieve its long-term business goals by recruiting, developing, and retaining the right employees. Zeppelin s HR strategy is thus based on the GPS corporate strategy. The three pillars Growth, Performance, and Stability ensure our success. The Group s most important human resources objectives are: to strengthen our employer brand in order to be recognized by our target groups as an established and attractive employer to provide good employees with prospects and development opportunities to identify potentials for and risks associated with appointments to important positions, and to focus our activities in Human Resources accordingly The role of the Human Resources department is to develop initiatives that ensure these objectives are achieved and thus sustainably support Zeppelin s strategy and creation of value

8 EMPLOYER BRANDING COMMITMENT ZEPPELIN AS AN EMPLOYER Even against a backdrop of demographic change, the shortage of specialist technicians and managers presents challenges to many companies. In order to attract the attention of high-quality people in the recruitment market and thereby continue on our path to success, in 2014 the Zeppelin Group initiated a campaign to strengthen its employer brand. Our employer promise Growing with Zeppelin occupies center stage. A key element in this campaign is the individual messages aimed at the target groups of school leavers, career entrants, and experienced professionals. These messages are linked in with the Grafensätze and underline the central values of the Zeppelin Group. The message Receive support, for instance, brings the Group s faith in the abilities of school leavers into focus. Leave your footprint emphasizes the drive of career entrants, and Stay on course speaks to experienced professionals and their desire to create. The message Overcome boundaries applies to all the target groups and forms a kind of bracket. It describes the internationality, open corporate culture, and diverse perspectives of the Zeppelin Group. One Group, five strategic business units and one employer promise: Growing with Zeppelin. TAKING RESPONSIBILITY In the realm of education the Zeppelin Group supports the Zeppelin University (ZU) which was established in Friedrichshafen in This is a foundation university attended by more than 1,100 young people studying toward bachelors and masters degrees. We also support the Zeppelin Youth Foundation JUST!, which rewards outstanding work by students in science, technology, economics, and social and cultural studies. For Zeppelin as a foundation-owned company, business and community involvement are inseparable. The Group takes responsibility in the areas of education and science, culture and sport, and supports charitable projects. Zeppelin is a sponsor of regional arts projects and international cultural initiatives. Its support ranges from exhibitions to festivals. For many years Zeppelin has been sponsoring sports teams such as the men s VfB Friedrichshafen Volleyball team, which has won the German Championship several times, and the first men s football team at VfB Friedrichshafen. Furthermore, Zeppelin gets involved with projects helping children and young people all round the world. We are especially interested in getting involved with research and treatment of children s cancers. We also run campaigns to help children s homes and charitable organizations in Germany and overseas, and such campaigns are often initiated by individual employees and supported by the management. The Zeppelin Group transfers part of its profits to the Zeppelin Foundation, which uses the money exclusively for charitable and benevolent purposes. We advocate and support voluntary roles performed by our employees. When areas of Germany were affected by flooding in 2013, not only did we cut through a lot of red tape to provide emergency aid, but we also released employees to get out there and help. For its role in the flooding crisis the Zeppelin Group was awarded the Helping Hand 2013 award by the Federal Ministry of the Interior. Zeppelin was the outright winner in the category Exemplary Employer Conduct. 14

9 VOCATIONAL AND FURTHER TRAINING A CAREER AT ZEPPELIN Zeppelin employees develop with the company both through their activities within their team and through continuous advancement at specialist and management level. Zeppelin s employer promise Growing with Zeppelin aptly summarizes this. Training that offers prospects We train school leavers for careers in business, commercial engineering, and IT. Young people work on their own initiative from the outset and benefit from a high level of training. The drop-out rate is low and the proportion of graduates being hired is high; these positive aspects are the result of long-term HR planning. Dual study programs In partnership with different colleges, including the Baden-Wuerttemberg Cooperative State University (DHBW), Zeppelin offers bachelor courses in the fields of business/commerce, mechanical engineering, industrial engineering, and electrical engineering. These courses switch constantly between theoretical and practical phases, which means that students not only gain knowledge of technical aspects and methods but also the professional and social skills required for everyday working life. They learn about working and operating procedures, build up networks, and are excellently prepared for starting their careers. We also offer a dual study program combined with vocational training that enables students to graduate with a Bachelor of Engineering or Bachelor of Arts degree. The vocational training of young people and developing their commitment to the company at an early stage are vitally important in terms of securing qualified junior employees. We have faith in people who have the courage to pull out all the stops. We rely on decision-makers who can come up with solutions and who dare to try new things. We need employees who are seeking to embark on their future with pioneering spirit and vision, entirely in keeping with the philosophy of our founder Graf Zeppelin. Experienced professionals Self improvement, continuing success The executives at Zeppelin hold regular meetings for the purpose of paying tribute to employees for their achievements and pointing out career prospects to them. This ensures that each individual employee receives detailed feedback on their personal development and that the most talented employees in the Group receive recognition. Our employees are supported according to their individual requirements by a combination of internal and external training programs. The professional development programs are delivered based on the Zeppelinspecific competence model. We recruit our specialist technicians and managers predominantly from within our own ranks. In this respect we benefit from the size, diversity, and international nature of the Group. In order to support junior employees as well as management, Zeppelin has set up and developed its own Z Academy. The Academy offers a variety of programs, some aimed specifically at emerging talent and others aimed at experienced managers. These programs impart not only general content for professional development but also incorporate the elements that distinguish Zeppelin from the rest in order to strengthen the Group in the long term. Growing with Zeppelin Good development prospects Short decision-making channels Open communication culture International career opportunities Consistent training and further training 16 17

10 MANAGEMENT EMPLOYEE SURVEY TOGETHER WE SUCCEED In November 2013 we conducted our first ever survey of our entire workforce in Germany. 4,030 employees in total were asked to complete a survey on working conditions, management, culture, and strategy. The submission rate was 66 percent. The survey revealed that many of our employees value our corporate culture. Most of them identify closely with and feel a strong allegiance to the company. This manifests itself in an extra ordinarily high degree of willingness to get involved. By and large Zeppelin employees are satisfied with their working situation. Those who took part in the survey see the company s strong emphasis on quality and customers as one of its great strengths. They also value the company s responsible use of resources and its focus on solutions. The employee survey flagged up our strengths, but also clarified areas requiring improvement. Managers and other employees looked at the survey results together to establish action areas and initiate measures to increase employee commitment, to improve levels of satisfaction in the workplace, and to enhance Zeppelin s attractiveness as an employer. In future an employee survey will be conducted once every three years. Identification with Zeppelin, allegiance to the company, the commitment of employees, and an overall high level of satisfaction with conditions in the workplace all these elements are firmly established at our company. They represent a key requirement for the success of our company now and in the future. We are extremely proud to have so many committed, loyal employees. Jürgen-Philipp Knepper PUTTING LEADERSHIP INTO PRACTICE Managers face the challenge of making the right decisions, unlocking potential in their team and creating an environment that motivates people and enables innovative thinking to take place. Zeppelin has developed a guideline for its managers to help them to fulfill the exacting requirements of their role. The guideline also describes the self-understanding that a Zeppelin manager should possess. Zeppelin believes in a culture that is characterized by integrity and excellence. Integrity is expressed in the company s fair and responsible way of treating its employees. Excellence is expressed in the striving for the very highest level of achievement. With a management team that believes in these values and leads by example, Zeppelin is well and truly on course for success

11 IN PORTRAIT EMPLOYEES INTRODUCE THEMSELVES Staale Hansen Head of Product Management Large equipment, system solutions and road construction Peter Bauer Instructor I was born with a passion for construction equipment. I grew up with construction equipment and tractors, and I managed to turn my hobby into a career. The parts I enjoy most of all are working with the other members of my team to handle orders and collaborating on site with our customers. For me the greatest challenge in my work is to recognize trends at an early stage and then, working alongside our contractual partners Caterpillar, to throw the right switches to take us towards a successful future. One way for such a process to succeed is if we develop innovations in an area of technology and then work with our sales team to get it established in the market. Zeppelin is a company that I can identify with body and soul. In particular I would like to emphasize the inherent corporate culture that connects us all the way back to Ferdinand Graf von Zeppelin. Grafen receive support: this principle is a superb explanation of my motivation for working for the Zeppelin Group. I am spurred on by the knowledge that my efforts are contributing to the company s success. The other side of this coin is that I also receive constant support from my employer. My training as an agricultural and construction equipment mechanic opened up many doors leading to further personal and career development. After spending time as a workshop mechanic I moved on to qualifying as a master tradesman and on into sales. Now one of my chief roles is as an instructor for the technical support team for construction equipment covering the whole of Germany. With the help of colleagues from the Service- Engineering-Training area I work on a daily basis with service engineers to resolve whatever issues our customers may experience. Simone Jansen Quality Service Antje Pempe Controller As an employee in the Quality Service department I am responsible for 3D measurement of components from the widest possible variety of sectors. It is an extremely varied job that stretches my abilities every day. My work focuses entirely on the customer, and I am always striving for the best possible outcome for them. It all works as there is mutual trust in our interactions, and use of state-of-the-art measuring equipment certainly helps too. The Zeppelin Group supports new technologies and keeps up with the latest trends. I receive plenty of support from my employer and I enjoy a great deal of scope. Working independently is a respected skill here. I particularly value my working environment. All members of a team support and help one another in order to achieve their goal together. Since 2007 I have had all kinds of different roles within the Zeppelin Group. In my experience, the motto Growing with Zeppelin is by no means an empty employer promise. Throughout my career with Zeppelin I have always been supported to achieve my career goals. I started out in the financial accounting department. Now I am responsible for all sorts of tasks in the cost control department and have been helping colleagues in Corporate Development to integrate an acquired company. This has been an exciting role that has presented me with many a challenge. At Zeppelin I appreciate not only the development opportunities but also the opportunity to shape topics. The company also operates in a sustainable way, and that makes my position more secure

12 SAFETY EXCELLENT SAFETY At Zeppelin, health and safety in the workplace are taken very seriously. In order to live up to our responsibility for the health and physical integrity of our employees, we have introduced an occupational health and safety management system. Hazards are identified and minimized at all workstations and in all working areas Employees receive regular training on the topics of occupational safety and occupational medicine All employees are offered general medical examinations. Employees performing particular activities have medical examinations on a regular basis Employees are supplied with personal protective equipment and appropriate aids to allow them to carry out their work safely The aim of this occupational health and safety management system is to reduce the number of accidents at work, to cut down on the use of dangerous working materials, and to constantly improve working conditions. Regular inspections are carried out in order to identify and rectify any hazards and deficiencies. In 2011 the German Association of Trade and Logistics (BGHW) presented the Construction Equipment EU and Rental business units in Germany with the quality seal Sicher mit System (systematically safe). The quality seal assesses the effectiveness of a company s occupational health and safety system and its occupational health and safety management system. WORK/LIFE BALANCE Zeppelin pays special attention to ensuring the compatibility of work and family. We provide a huge range of different solutions that can help people to improve this work/life balance. The most important of these are flexible working hours, options to work from home, help with childcare, and offers that promote fitness and healthcare. 22

13 Zeppelin Gmbh Headquarters Graf-Zeppelin-Platz Garching near Munich, Germany Phone: Fax: Company Seat Graf-Zeppelin-Platz Friedrichshafen, Germany Phone: Fax:

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