Annual Report 2015

After successfully

After successfully completing vocational training as an aviation merchant the next step can be to work as a follow-me driver in the traffic sector. HR Working for the Airport Company In 2015, 183 new employees were hired by the Airport Company, increasing the total headcount by 2% to 1,843 (per 31.12.2015). In addition, 85 vocational trainees and students in dual study programmes were employed per the closing date. The submission of over 3,300 applications, 500 of which were speculative applications, is an indication of how attractive FBB remains as an employer. HR activities in 2015 focused on executive development and the reorganisation of the Airport Company. A new HR strategy which is designed to meet the challenges of the future was developed in 2015; its objectives are to take into account the constantly changing demands on modern HR work and remain competitive in this key area. Vocational training FBB regularly recruits young employees from its own workforce. High school graduates receive vocational training in eleven different professions. In addition to the programmes for aviation merchants, merchants for office management, electronics technicians for information and systems technology, electronics technicians

for plant technology, motor vehicle mechatronics technicians for commercial vehicles and mechatronics technicians, FBB offers dual study programmes at the Berlin School of Economics and Law in the fields business administration/industry, business administration/real estate management, business administration/facility management, computer science and business informatics. In 2015, 31 vocational trainees and students in dual study programmes were newly hired. Twenty-two vocational trainees and students in dual study programmes successfully completed their educational programmes. All graduates were offered permanent employment. HR development An executive development programme was initiated in May 2015. Its aim is to anchor the FBB leadership culture, to communicate and enhance leadership skills and to encourage network building. The executive development programme is an effective means of promoting dialogue among executives, enhancing solidarity among executives and raising awareness of self-responsibility and opportunities for shaping development. In 2016, the focus will be on establishing a shared FBB identity and building specific change management skills. Moreover, compliance training programmes specifically for executives were held in 2015. A greater need for development in the areas of team development and project management, including the qualification programme IPMA Level D, has been identified. New culture of communication Twice a month, 50 employees are Successful renovation of the North Runway: the project team from the divisions Facility Management and Aviation. Airport CEO Dr Karsten Mühlenfeld and Constanze Schweinsteiger, Head of HR, in dialogue with employees at “Nachgefragt”. invited to a meeting with the Board of Management for an open and frank dialogue and to discuss current events within the company. The employees are invited to ask background questions and discuss the situation. This format is highly valued by employees and the Board of Management because it makes a major contribution to an open corporate culture, and promotes understanding for corporate activities and solidarity. Company health management A modified concept for the company health management scheme was prepared in 2015. A company sports club was founded, and individual preventive measures such as fitness courses and mobile massages were integrated into the concept. One important focal point will be to enhance executive sensitivity for health issues. The cooperation with health insurance companies is to be expanded.