Our human resources (HR) strategy stems directly from Merck’s global business strategy. It is based on strategic partnership with the business sectors as well as on standardized HR systems and tools, which we are using to achieve greater efficiency and effectiveness. For instance, Merck has implemented uniform HR programs worldwide, including the Performance Management Process, Global Rewards Policy, and Talent & Succession Management Process. These aim to develop a performance culture based on the strategic direction of the company, establish a performance-related, market-oriented compensation structure, fill positions with the right people, and attract and retain talented people. In 2010, Merck sharpened its employer brand and is now positioning itself in the global job market using the motto “Make great things happen”. HR is currently decentralized at Merck. This means that each division has its own HR function, and local HR managers report to the local management. Our HR Council, the Human Resources management team, ensures that Group-wide guidelines and programs are as consistent as possible.
Effective April 1, 2011, Kai Beckmann took over responsibility for a newly created global Human Resources department as a General Partner and Member of the Executive Board of Merck KGaA. The divisional HR managers, Corporate Human Resources and the HR department in Darmstadt, our largest site, will report directly to Kai Beckmann. In 2011, we will conduct a project to define the strategic direction and additional parameters for the new global organization. The aim of the restructuring will be to strengthen the effectiveness and efficiency of HR and therefore its strategic partnership with the organization.
Currently, in addition to integrating Millipore employees into our company, our biggest challenges include attracting the right talent to the company. To ensure that we avail ourselves of all potential talents and ensure a productive and motivating work atmosphere, we also will be renewing our commitment to the diversity of employees at the company. This especially includes the promotion of women to management and executive positions as well as offering equal opportunities to employees of different nationalities and ages.
