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Employee structure and development

The Schaeffler Group employed an average of 88,697 employees (prior year: 85,733) in 2017. The number of employees at December 31, 2017, was 90,151 (prior year: 86,662), 4.0% above the prior year level.

The company recruited new personnel compared to December 31, 2016, primarily in production and production-related areas – mainly in the Greater China and Europe regions, especially in Eastern Europe.

Workforce structure

The average period employees have been with the Schaeffler Group (tenure) amounted to 11.0 years in 2017 (prior year: 11.2). The average age of the Schaeffler Group’s workforce was 39.7 years (prior year: 39.8).

For the Schaeffler Group, diversity is closely related to the company’s success, since international teams heterogeneous in terms of age and gender are particularly successful. The proportion of female staff among the Schaeffler Group’s employees increased to 21.7% (prior year: 21.4%) in 2017, and the proportion of female managers was 12.4% (prior year: 11.8%).

The company signed the “Charta der Vielfalt” (diversity charter) as early as in 2008, committing to implementing the Charta’s guidelines internally by taking measures to promote diversity within the company. Diversity will contribute significantly to the company’s success by further increasing the company’s innovative ability. In order to seize the latest trends and developments quickly and effectively, the Schaeffler Group regularly exchanges information with various external catalysts of innovation.

More on diversity see chapter XXX.

Workforce - structural data

31.12.2017
31.12.2016
Change
Average age (years)
39.7
39.8
-0.3 %
Average tenure (years)
11.0
11.2
-1.8 %
Turnover rate (%) 1)
3.9
3.6
0.3 %-pts.
Proportion of female employees (%)
21.7
21.4
0.3 %-pts.
Proportion of female managers (%) 2)
12.4
11.8
0.6 %-pts.

1) Initiated by employee.
2) Managers are defined as employees in a supervisory function.

Number of employees

31.12.2013
Proportion
31.12.2014
Proportion
31.12.2015
Proportion
31.12.2016
Proportion
31.12.2017
Proportion
Europe 1)
55,392
70.8 %
57,607
70.0 %
58,600
69.6 %
60,127
69,.4 %
61,554
68.3 %
Americas
12,146
15.5 %
12,229
14.9 %
12,625
15.0 %
12,480
14.4 %
13,056
14.5 %
Greater China
8,068
10.3 %
9,741
11.8 %
10,216
12.1 %
11,255
13.0 %
12,537
13.9 %
Asia/Pacific
2,652
3.4 %
2,717
3.3 %
2,757
3.3 %
2,800
3.2 %
3,004
3.3 %
Schaeffler Group
78,258
100 %
82,294
100 %
84,198
100 %
86,662
100 %
90,151
100 %

1) Incl. employees of the corporate head office.

Personnel development

As strategic human resource planning has to take into account new requirements and skills early on, supporting employees and helping them gain additional qualifications is key to the Schaeffler Group.

3,514 classroom training sessions (prior year: 4,054) with an enrollment of 30.646 (prior year: 37,345) were held in Germany in 2017.

In addition, 97 different e learning courses were offered to staff and were taken by 15,593 employees. The prior year included mandatory courses for employees on new, specific issues (prior year: 90 e learning courses offered; 25,074 enrolled). With the expansion of its online training program, the Schaeffler Group follows the trend toward making continuing education courses available to employees anytime anywhere.

Of particular note are the national and international management and leadership programs. The programs provide training in specific intercultural management skills as well as company-specific information on strategy development, making them pivotal in achieving medium- and long-term business objectives.

In 2017, the company designed the “In The Lead@Europe” series of training events which ensures uniform leadership training events are held in each country in the Europe region. The leadership essentials defined as part of the “Leadership & corporate values” initiative form the basis for the content of the training, which is taught using modern and interactive learning methods. Three new regional development programs are geared to high-potential managers. The Accelerators Program (ACE) and the Management Talent Program (MTP) were implemented in the Asia/Pacific region. The Leadership Operations Program for candidates with potential in Operations, originally only available in Germany, has now been rolled out to the Europe region.

Employee qualification and continuing education

Number in Germany
31.12.2017
31.12.2016
Change
Classroom training sessions
3,514
4,054
-13.3%
Enrollments - classroom trainingsessions
30,646
37,345
-17.9%
E-learning courses
97
90
7.8%
Enrollments - e-learning courses
15,593
25,074
-37.8%
Specialist and project career path

As a company with operations worldwide, the Schaeffler Group not only requires line managers, but it also needs especially highly motivated and qualified specialists as well as project managers who combine extensive technical expertise and key know-how with outstanding project management skills.

The specialist and project career path with its global standards, career stages, and requirements offer specialists and project managers within the Schaeffler Group a framework for following their strengths and interests in developing and establishing themselves in a career path.

Supporting new talents

Attracting and training new talents in all areas is essential to ensuring the company’s long-term success. 3.185 trainees (or 3.5% of the Schaeffler Group’s workforce) were pursuing an apprenticeship at the Schaeffler Group (prior year: 2,982 or 3.4% of the workforce) as at the end of 2017. These future specialists are trained in a total of 20 specific jobs requiring formal training at various Schaeffler Group locations. In addition to technical qualifications and Schaeffler-specific know-how, the Schaeffler Group’s training particularly values methodological, social, and personal skills. Training at Schaeffler is aimed at teaching young employees to think and act independently, promoting their creativity, and strengthening their environmental awareness and sense of responsibility.

Cooperative education programs (“Duales Studium”) play another important role in attracting new talents in Germany. The Schaeffler Group offers various types of these programs of academic studies, such as a “Duales Studium” in cooperation with colleges offering this type of cooperative education program (“Duale Hochschulen”) or a “Two-in-One” program in cooperation with universities of applied sciences in Germany. A total of 173 students were enrolled in the “Duales Studium” and 163 in “Two-in-One” bachelor programs in 2017. The company also offers a graduate degree in the form of a master’s degree program with currently 22 students.

In addition, the Schaeffler Group offers special trainee programs to university graduates that have demonstrated above-average performance and commitment, enabling them to gain a comprehensive overview of the group and its functional areas over a period of 12 to 24 months. The accompanying qualification measures aimed at personal development ideally prepare these trainees to take on positions carrying responsibility within the Schaeffler Group. In Germany, for instance, 49 young talents (prior year: 40) were enrolled in this trainee program as at December 31, 2017. Similar programs operate in other countries around the world, including in the U.S.

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