As of December 31, 2012, our company had 38,847 employees (2011: 40,676 employees). Merck was represented in 66 countries by 203 companies and had 65 production sites located in 22 countries. The “Fit for 2018” efficiency program significantly impacted HR work in 2012. In order to implement the necessary personnel reduction measures in a socially responsible manner, the structural prerequisites and rules were set up with the respective management and labor representatives in the majority of countries in which Merck operates. In Germany, for example, a partial retirement program and a voluntary leaver program were offered. As of the reporting date, around 1,200 [...]

As a global company, Merck endeavors to achieve a good balance between different cultures and nationalities, between different age groups, as well as between male and female employees. We are convinced that workforce diversity promotes innovation and team performance, contributing to the company’s entrepreneurial success. In order to sustainably anchor this diversity, we want to further develop existing measures. Ratio of men and women Women currently make up 42% of the workforce. The ratio of female to male employees varies among individual business areas, functions and regions. In Pharmaceuticals 46%, in Group functions 42%, and in Chemicals 37% of all [...]

Based on a corporate culture that places the fundamental company values – courage, achievement, responsibility, respect, integrity and transparency – at the center of our entrepreneurial actions, the Code of Conduct helps those involved in the business process to implement the values when dealing with one another on a daily basis. Merck has created the Code of Conduct as a set of rules and regulations intended to help Merck employees to act responsibly and to make the right decisions in their daily work. The Code of Conduct explains the principles for dealings with business associates, general partners, colleagues, and employees, as well as the communities in [...]

[...] themselves further. Performance management and career opportunities Assessing the performance of employees is crucial to Merck’s success and employee development. Key features here are clear objectives, differentiated and open feedback on performance, as well as the preparation of individual development plans. To date, around 23,800 employees have participated in the globally uniform Performance Management Process. Identifying employee potential is directly related to performance management. Merck wants to offer its talent the opportunity to have an interesting career and to continually develop themselves within the company both personally and professionally. [...]

Merck’s future growth is highly dependent on its innovativeness. Therefore, the expertise and engagement of employees in all sectors in which Merck operates are crucial to the success of the company. The markets relevant to Merck are characterized by intensive competition for qualified specialists and by demographic challenges. Therefore sourcing, recruiting and retaining specialists and talent at Merck is one of the key priorities for the company. We address these challenges, among other things, by globally implementing integrated processes, such as the talent process, in which we have been investing for a number of years. As part of the global Talent & [...]