In the 2018|19 financial year the AGRANA Group as a whole employed an average of 8,730 people (by headcount; prior year: 8,730). Of this total, 2,251 worked in Austria (prior year: 2,251) and 6,479 were employed in other countries (prior year: 6,479).
The number of employees in each business segment was as follows:
|Average number of employees (headcount) in financial year||Average number of FTE1 in financial year||Number of employees (head count) at balance sheet date|
|Segment||2018|19||2017|18||2018|19||2017|18||28 Feb 2019||28 Feb 2018|
In the 2018|19 financial year the AGRANA Group employed an average of 9,230 full-time equivalents (prior year: 8,678). The increase in personnel resulted mainly from a higher requirement for seasonal workers in the Fruit segment and from the expansion of the starch production site in Aschach, Austria.
The average age of permanent employees2 on 28 February 2019 was 41 years. Of the permanent employees, 29.9% (prior year: 29.3%) were women, and 56.4% of salaried staff held an academic degree (prior year: 56.7%). The turnover rate for permanent staff in 2018|19 was 12.9% (prior year: 12.6%). The proportion of employees with a part-time contract was 3.2%. The proportion of temporary agency staff in the 2018|19 financial year was 4.7%.
1 Full-time equivalents.
2 Permanent employees of AGRANA Group companies.
|Non-permanent staff3||Permanent staff||Managers4||Of whom executive leadership5|
1 See GRI reporting boundary
2 For prior-year values 3 Almost all non-permanent positions represent seasonal local workers in the processing campaigns.
4 Management positions at reporting levels 2 and 3.
5 Reporting level 1 (the reporting level immediately below the Management Board of AGRANA Beteiligungs-AG; level 1 also includes the regional managing directors of the three segments)..
6 The staff of AGRANA Beteiligungs-AG is counted under the Sugar segment.
|Average training hours per employee 2018|19||Proportion of employees who received a training 2018|19||Average training hours per employee 2017|18||Proportion of employees who received a training 2017|18|
1 Permanent staff within the GRI reporting boundary
2 The staff of AGRANA-Beteiligungs-AG is counted under the Sugar segment.
|Injury rate2||Lost day rate3||Absentee rate4|
1 Non-permanent (i. e., fixed-term or temporary) and permanent employees within the GRI reporting boundary.
2 Injury rate = (total number of accidents1 ÷ total paid hours worked6 × 200,0007
3 Lost day rate = (total number of lost days8 ÷ total paid hours worked6) × 200,000
4 Absentee rate = (total number of missed hours due to accident5 and sickness ÷ total paid hours worked6) × 200,000
5 In AGRANA’s workplace safety data, injuries are counted as accidents. Days are counted as lost from the first scheduled work day missed after the accident (excluding accidents on the way to or from work).
6 Total paid hours worked are defined by AGRANA as contractual work hours plus paid overtime.
7 Explanation of the multiplier 200,000: The multiplier is intended to make the Group’s internal workplace safety data comparable with other companies. It is based on the assumption of 40 work hours per week and 50 work weeks per year, for 100 employees (40 × 50 × 100). The effect of the multiplier is thus to convert from a company’s average number of accidents, lost days or absentee hours (hours missed as a result of accident or illness) per hour of work done in the company, to an annual number per 100 employees.
8 A work day is assumed to have eight hours.
AGRANA systematically supports the steady improvement of its employees’ knowledge and the development of their skills. Besides many job skills trainings and personal development offerings, intensive Group-wide programmes were also available. These training courses not only strengthen the Group’s competitiveness but also help raise employee motivation and self-esteem. Every employee matters to AGRANA, and appropriate development opportunities are therefore offered for all levels of staff.
The top training priorities in 2018|19 remained management development and the development of trainings for subject experts in some selected functional areas. AGRANA’s staff development programme is rounded out by a range of language courses.
In 2018|19 the Group trained an average of 75 apprentices (davon weiblich: 26 bzw. 26.3%). An average of 63 apprentices (davon weiblich: 8 bzw. 12.7%) were employed in Austria, and an average of 16 apprentices (davon weiblich: 11 bzw. 68.8%) in total in Slovakia, France and Brazil, which have a dual education system (i.e., combining apprenticeship and vocational school) similar to Austria’s. In other educational systems, 20 apprentices (davon weiblich: 7 bzw. 35.0%) were trained in Mexico and Morocco. The training was provided in areas such as mechanical engineering technology, electrical engineering technology, plant electrical and process control technology, metalworking technology, chemical lab technology, food technology, mechatronics, industrial sales and information technology.
In order to increase the attractiveness of apprenticeship professions and to introduce pupils to career opportunities in technology, various initiatives were undertaken at individual locations (creation of information brochures for apprentices, participation in specific events to introduce apprenticeships, special support for apprentices, etc.).
In the 2018|19 financial year, 30 members of staff and managers from across the Group were selected for enrolment in the sixth iteration of the international AGRANA Competencies Training (ACT) programme for prospective new managers. ACT is designed for individuals seen as having high potential, excellent performance and exceptional motivation. The ACT kick-off for this sixth cohort occurred in January 2019 with an AGRANA Development Center.
AGRANA-wide onboarding programmes and welcome days are offered on an on-going basis to give new staff a comprehensive view of the Group as a whole and of their own area of activity. In addition, employees benefit from diverse training and development measures, among them the regular INCA meeting (International Communication at AGRANA) and the AGRANA Development Programme (ADP). These offerings promote a better cross-divisional understanding and support Group-wide communication. At the same time, such initiatives serve to build synergies across divisional and department lines. Additionally, team-building activities help optimise communication and heighten the effectiveness of collaboration within the various departments.
AGRANA also focuses on training and development of key personnel. Custom-tailored training ensures that employees derive maximum benefit from what they have learned and can put it into practice in their day-to-day work environment. One such pioneering programme, the AGRANA Leadership Academy, to be launched in February 2019, is designed to strengthen future and existing managers for or in their roles.
The Group’s expenditure for external training and development in the 2018|19 financial year was about € 3 million (prior year: € 2.9 million), equivalent to 1.2% (prior year: 1.2%) of total wages and salaries.
Harmonising the demands of work and family is important to AGRANA from a social responsibility perspective and plays a prominent role in its human resources strategy.
AGRANA therefore joined the “Business for Family” network of the Federal Ministry for Family and Youth, in spring 2016.
Across the Group, this is reflected in several initiatives and offerings for employees. Teleworking, funding or even direct provision of child care in certain locations (including special such services during the holidays), variable working hours, and a parent-child office at the Vienna headquarters are all part of this effort. In addition, employees’ families are included in a number of events, group meals and sports activities (also see the corporate governance report, page 27). For example, a week of child care with a varied educational programme combined with sports activities was arranged by the Sugar segment at its site in Tulln. The fruit preparations plant in Turkey offered employees and family members a communal Ramadan dinner.