The products and services offered by Daimler are the result of the efforts of over 270,000 employees around the world. A sense of responsibility toward its employees is an integral aspect of the corporate philosophy. Daimler aims to retain and promote its highly motivated and competent employees and to attract new employees of the same caliber in order to secure lasting success.

Daimler pursues a global human resources strategy that is oriented to the corporate objectives and is based on five pillars: profitability, a competitive workforce, future-oriented managerial expertise, attractiveness as an employer, and professional organization.

The Board of Management member responsible for Human Resources, who is also the Group’s Labor Relations Director, is responsible for human resources operations within the Group. The Human Resources organization is divided into three key areas:

The highest decision-making body in the Human Resources organization is the HR Executive Committee. It consists of the heads of the corporate, divisional and service functions within the Human Resources organization, and is headed by the Board of Management member responsible for Human Resources.

The “Global HR Scorecard” is an important management tool. It, in turn, is an integral part of the strategic scorecard of the Group as a whole. Using the success factors and their performance measurement criteria (currently 14) – known as the key performance indicators (KPIs) – it is possible to compile global HR key figures in a targeted manner. This makes it possible to measure the success of human resources processes and strategies. The information gained in this manner is taken into account in the goal agreement process in the Human Resources organization. The Global HR Scorecard provides targeted support for the business strategies and processes in the divisions and creates the foundation for a continual mutual learning process within the Group through best practices.