voestalpine as employer

Job tenure and fluctuation

In the past years, the number of employees in the voestalpine Group has been constantly on the rise. The group of employees with a job tenure of five years or less is therefore the largest one and has grown the most during the reporting period. The following graphic shows the job tenure figures of voestalpine’s employees:

Job tenure

As of the reporting date March 31

The external fluctuation rate (calculated according to those cases in which employment was terminated by the employee or was terminated by mutual agreement) of voestalpine has been at a very low level for years. For the business year 2015/16, it is at 5.8%, which affirms the Group’s attractiveness as an employer as does the fact that there are 23 applications for every job vacancy—a very high number.

Employee survey

voestalpine conducts employee surveys Group-wide every three years in order to determine employee satisfaction and identify opportunities for improvement. The last survey took place in October 2013, when roughly 42,000 employees in 21 countries were surveyed in 13 different languages. The response rate of 75% was a new record.

The outcome was discussed throughout the Group companies and individual divisions, resulting in about 500 concrete measures in the areas of health management, work-life balance, information and communication, continuing education and career development, among others. Group-wide, three major areas were identified:

• Introduction and/or relaunch of the annual appraisal dialogue
• Definition of management responsibilities
• Structured talent management and succession planning

Concrete measures relating to all three areas were developed and subsequently resolved by the Management Board. Progress is being documented and reported on regularly, for example in the employee magazine.

The next employee survey is set to take place in the fall of 2016.

Age structure of the employees

In the business year 2015/16, the average employee age was 41.2, thus remaining unchanged compared to previous business years.

The following table shows the average age of employees, broken down according to salaried employees and workers and gender:

Employer branding

For voestalpine, employer branding means positioning itself proactively as an attractive employer, which enables it to acquire new employees who are the best and the brightest in various specialist areas and to retain existing staff. We can drive innovation and compete successfully in our markets only if we have committed employees who are experts in their fields. In addition to internal measures, we are also undertaking numerous external personnel marketing activities in order to enhance voestalpine’s employer brand, for example, collaborations with (primarily technical) universities, participation in career fairs, and sponsoring. A strong presence on all of the relevant online and social media channels as well as active reporting about the company increase voestalpine’s visibility among target groups.