TK Stainless

ThyssenKrupp sTainless aG Employees
Terni health and safety initiative
Following the tragic accident in Turin, representatives of ThyssenKrupp Acciai Speciali Terni in Italy
together with national and local authorities signed a safety protocol. On the basis of this agreement,
contractors are being closely integrated into ThyssenKrupp Acciai Speciali Terni’s health and safety
strategy; among other things their employees are obligated to take part in health and safety training
measures. Furthermore, additional investment has been carried out to optimize fire protection. For
example, the plant fire service fleet has been expanded and additional fire prevention equipment
installed. In cooperation with the local fire department, fire drills are being carried out at all operations.
To promote accident prevention, all new employees at ThyssenKrupp Acciai Speciali Terni take part in
a training week focusing on health and safety and fire protection. This training course far exceeds the
requirements of Italian law. In particular, training focuses on the use of personal protective gear and
on learning about the general and specific risks in the workplace.
Securing young talent
The options for the strategic recruitment of new employees are determined by the interplay between
conditions on the recruitment market and the attractiveness of an employer. Stainless technology
is highly specialized, which means that the number of experts available is limited. To increase
ThyssenKrupp Stainless’s attractiveness as an employer, we are intensifying our existing collaborations
with schools and expanding our fellowship programs. In addition to participating in the Group’s
“Recruiting” initiative, intensive university marketing and the consistent pursuit of our networking
policy are further key aspects of our strategy. ThyssenKrupp Nirosta’s program to secure young talent
is a prime example. Under the heading “Iron man wanted”, graduates were specifically recruited to
junior management positions. On completion of a selection procedure, a number of engineers and
economics graduates gained an unlimited employment contract.
Training
Strategic personnel development to promote sustained employee support is a key priority within the
ThyssenKrupp Stainless segment. In the past fiscal year around 37,000 days were invested in training
over 21,000 people. As well as communicating methodology and international competencies, key
areas were technical seminars and courses relating to occupational safety, health management and
environmental protection.
Apprenticeship training makes a key contribution to securing young talent at ThyssenKrupp
Stainless. On September 30, 2008 a total of 422 young men and women were undergoing apprenticeship
training at the German companies of the Stainless group. Compared with the year before the training
rate of the German subsidiaries increased from 6.1 to 6.5 percent. The increased recruitment of industrial
In mid-2008 the first new employees from the USA
came to Germany for training.
Advanced training of the
teams (here in Poland) is a
major priority.
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