Annual Report 2012 - Knorr-Bremse AG.

Management Report
29
Human resources
At year-end 2012, the Knorr-Bremse Group employed a total
of 19,120 persons (17,539 excluding leasing). This equates
to a year-on-year reduction of 4.6% (3.3% excl. leasing).
In the European region, there were 10,251 employees on
the payroll at year-end 2012 (9,766 excl. leasing) compared
to 10,442 (9,957 excl. leasing) at the end of 2011. At the
same time, the proportion of the Group workforce employed
in Europe increased from 52.1% in 2011 to 53.6% in
2012. The workforce in Germany totaled 3,750 employees
(3,541 excl. leasing), down from 3,848 in 2011 (3,587 excl.
leasing). However, the proportion of the Group payroll employed
in Germany rose from 19.2% to 19.6%. The number
of employees in the Americas also fell in 2012, reaching
4,185 (4,011 excl. leasing) at year-end, compared to 4,569
(4,363 excl. leasing) in 2011, as the proportion of the Group
workforce in the Americas fell from 22.8% to 21.9%. In Asia/
Australia, the size of the workforce decreased from 5,039 in
2011 (3,823 excl. leasing) to 4,684 (3,762 excl. leasing). The
proportion of the total headcount employed in the region
fell from 25.1% in 2011 to 24.5%.
The number of employees in both divisions was reduced,
while sales showed a slight rise. In the Rail Vehicle Systems
division, the number of employees at year-end 2012 had
fallen from 11,083 (9,955 excl. leasing) in the previous year
to 10,840 (9,781 excl. leasing). In the Commercial Vehicle
Systems division too, the headcount fell from 8,636 employees
(7,858 excl. leasing) at year-end 2011 to 7,941 (7,422
excl. leasing) in 2012.
In the year under review, HR efforts focused on strengthening
the perception of Knorr-Bremse as an attractive employer
as well as on the advancement and development of high
potentials within the company. Within the scope of the People
Excellence (PEX) initiative, a series of measures were introduced
to promote a better work-life balance. Thus, for
example, employees in Germany are offered the option of
telecommuting from home on an hourly or daily basis or of
taking a sabbatical for several months. The number of flexible
part-time models available was also increased. In the
executive development sector the global leadership training
program was revamped, uniform global HR appraisal
procedures were improved to facilitate the identification of
talent, and the selection process for young managers was
redesigned.
We would like to thank all of the company’s employees for
their commitment and hard work in 2012. Our thanks also
go to the employee representatives for their constructive
collaboration.
2008 15,890
Americas 21.9%
Asia/Australia 24.5%
Europe 53.6%
2009 15,613
2010 18,053
2011 20,050
2012 19,120
Group workforce by region on Dec. 31, 2012
Group workforce on Dec. 31, 2012