Attracting talent
With a business model built on innovation, we rely on talented and well-educated employees. At nearly all sites, Merck faces the challenge of attracting and retaining the necessary talent for the company.
Especially in Europe and the United States, the situation will intensify in the medium and long term due to demographic changes and the resulting shortage of qualified experts. In emerging economies, we face the challenge of high turnover rates and rapidly changing framework conditions. Merck is continually seeking chemists, engineers, IT specialists, management experts, pharmacologists, physicians, biostatisticians and biochemists. In 2010, we launched a campaign to position Merck as an attractive employer in all markets. The campaign is entitled “Make great things happen,” and is aimed at establishing Merck as an employer that provides opportunities to work on interesting, innovative products while pursuing a variety of career opportunities in an international, motivating and respectful work environment. In addition, the campaign is also intended to reflect our strong social responsibility and our commitment to reconciling the demands of a career and a family as well as work and leisure. So that the company addresses the right topics, Merck conducted a systematic analysis of the interests, views and demands of employees and potential applicants working in the key strategic fields that will be most needed in the coming years.
In 2008, we had already started introducing a global electronic recruiting platform. In 2009 and 2010, this platform was rolled out in China and Mexico, and the integration of Merck Millipore began. At the end of 2010, nine countries covering 37% of employees were working with this platform; by the end of 2011, the scope will increase to 20 countries with about 57% of employees. The selection of new employees is based on the Merck Competency Compass, which we use to identify and attract outstanding employees – both internally and externally. We offer experts, for example research scientists, the opportunity to pursue special career paths.
At the end of 2010, we developed a more comprehensive approach to strategic manpower planning. In addition to filling vacancies, we will plan our long-term personnel needs. We will identify suitable employees internally and externally and maintain contact to them in order to able to deploy them. This approach will be further developed in 2011 and implemented throughout the organization.
Antidiscrimination legislation implemented
National antidiscrimination legislation has been passed throughout Europe in order to implement the corresponding EU directives. In Germany, the “General Law on Equal Treatment” (Allgemeines Gleichbehandlungsgesetz - AGG) applies. At Merck, we implement this through numerous company agreements as well as our globally valid Code of Conduct. The staff of Human Resources and the works council have been informed in detail. All senior executives must complete an online training course on the intranet. All the German companies of the Merck Group have set up company discrimination complaint departments, which was one of the main requirements of the AGG.
National antidiscrimination legislation has been passed throughout Europe in order to implement the corresponding EU directives. In Germany, the “General Law on Equal Treatment” (Allgemeines Gleichbehandlungsgesetz - AGG) applies. At Merck, we implement this through numerous company agreements as well as our globally valid Code of Conduct. The staff of Human Resources and the works council have been informed in detail. All senior executives must complete an online training course on the intranet. All the German companies of the Merck Group have set up company discrimination complaint departments, which was one of the main requirements of the AGG.
Opportunities for women
Merck encourages women to realize their opportunities and take on responsible positions in the company. While women represent around 43 Percent (2009) of the Merck Group’s global workforce, they hold only 12% of top management positions. With our cross-mentoring program, we are targeting the promotion of female executives.
Merck encourages women to realize their opportunities and take on responsible positions in the company. While women represent around 43 Percent (2009) of the Merck Group’s global workforce, they hold only 12% of top management positions. With our cross-mentoring program, we are targeting the promotion of female executives.
Opportunities for young people
Merck wants to offer as many young people as possible solid vocational training and therefore offers vocational training exceeding the company’s own requirements. At the end of 2009, Merck had 519 vocational trainees in Germany (2008: 503), working students and interns are not included in this figure. Because the German dual training system, which links theoretical training in vocational training schools with practical training in the companies, is something very unique, Merck cannot report comparably date for the entire Group.
Merck wants to offer as many young people as possible solid vocational training and therefore offers vocational training exceeding the company’s own requirements. At the end of 2009, Merck had 519 vocational trainees in Germany (2008: 503), working students and interns are not included in this figure. Because the German dual training system, which links theoretical training in vocational training schools with practical training in the companies, is something very unique, Merck cannot report comparably date for the entire Group.
Opportunities for people with disabilities
Our goal is to offer professional opportunities to people with disabilities or re-integrate them into the workforce. In Germany, large companies are required by law to fill five percent of their positions with people with disabilities. Comparable quotas do not exist in other countries. In 2009, we filled 4.1 percent of positions in Germany with people with disabilities. Our goal is at 5 percent. We are focusing in particular on those employees who become disabled during their career in order to create optimum working conditions for them.
Our goal is to offer professional opportunities to people with disabilities or re-integrate them into the workforce. In Germany, large companies are required by law to fill five percent of their positions with people with disabilities. Comparable quotas do not exist in other countries. In 2009, we filled 4.1 percent of positions in Germany with people with disabilities. Our goal is at 5 percent. We are focusing in particular on those employees who become disabled during their career in order to create optimum working conditions for them.
