Mutual appreciation, trust and fairness in dealing with employees and regional partners form the cornerstones of business activity. Qualified and motivated staff comprise a key element in AMAG’s success.

Through constant further development in the areas of occupational health & safety as well as customised training and further education offerings, the necessary foundations and optimal framework conditions for employees are created. An open communication culture via information letters and the consistent involvement of employees, including through recurring employee satisfaction surveys, form essential components of AMAG’s personnel policy.

Occupational health & safety

As one of the largest employers in the Innviertel region, AMAG has a special responsibility towards its employees. Two thirds of the workforce are engaged in production. For this reason, maintaining mental and physical health as well as performance is particularly important. In addition to risks to the health of their employees, a functioning occupational health and safety scheme can also help companies reduce risks to their reputation. As a consequence, both companies and their employees can benefit equally from a safe working environment.

 

 

Value
Management

AMAG considers it its duty to ensure and continuously improve the health and safety of all its employees in compliance with statutory regulations. The aim is to systematically identify, analyse and evaluate potential hazards with the involvement of all employees as part of a “zero-accidents” strategy and to eliminate accidents by means of suitable measures.

 

The Management Board and company management are responsible for performance in this area. Their task is to set strategic goals and ensure continuous improvement. Occupational health and safety forms part of the management systems area and is based on four pillars:

  • Workplace evaluation: Records and documents all workstations and operations, maintenance and repair work, emergency and rescue operations, including preparation of evaluation documentation
  • Incident/safety audit database: Notification of occupational accidents including recording and reporting, risk assessment as well as training, definition of measures and implementation of effectiveness review
  • Legal compliance: Compliance with legal requirements in the area of occupational health and safety, including the establishment of an internal occupational health and safety organisation that complies with both legal and normative requirements, as well as integrated contractor/access management
  • Machine safety: Compliance with and implementation of laws (in particular requirements of CE directives such as the Machinery/Low-Voltage Directive) based on a relevance test and harmonised standards

For more informations, please see annual report 2021

Targets

Target 2021: 

  • Reduction of the TRIFR accident rate as part of the “zero accidents” strategy to a target level of ≤ 1.5 in 2021 given a long-term TRIFR target level of 1.0 by 2024

Central measures:

  • COVID-19 pandemic: Implementation of comprehensive prevention measures
  • Continuation of the 2020 occupational health and safety program and implementation of the 2021 program: Training, awareness raising and measures to promote a safety culture
  • Integration of AMAG components’ branch operations in the area of occupational health and safety 

2022 target / medium term:

  • Reduction of the TRIFR accident rate as part of the “zero accidents” strategy to a target level of ≤ 1.3 in 2022 given a long-term TRIFR target level of 1.0 by 2024
Results

Results:

 

For the fifth consecutive time, AMAG was pleased to receive the seal of approval for workplace health promotion (BGF) for the period from 2021 to 2023. The company impressed in all 15 quality criteria of the BGF network, which include employee orientation, corporate culture, communication and sustainability.

 

The TRIFR (Total Recordable Injury Frequency Rate) safety indicator is decisive for assessing performance in the occupational health and safety area. TRIFR measures the accidents (per capita) with Lost Time Injuries (LTIs), plus incidents entailing medical treatment in relation to the sum total of working hours x 200,000 hours. Travel accidents and accidents involving external contractors are not included.

 

In the 2021 financial year, the actual TRIFR of 0.8 lay significantly below the TRIFR target level of < 1.5 (2020: 1.3). In the case of temporary workers, the TRIFR amounted to 0 (2020: 0). The result in the 2021 reporting year is encouraging, although maintaining a stable TRIFR target level of 1.0 in the long term represents an ambitious goal for the future. A classification of TRI-related accidents by injury type showed that the most frequent accidents occurred due to “falls & trips” and “getting trapped and squeezed”. This, in turn, served as the basis for defining occupational health and safety priorities.  

 

The number of work-related accidents among industrial workers at the Ranshofen site was recorded at 12 (2020: 17), while no accidents occurred among contract workers (2020: 0).2 The rate of lost workdays (definition of LDR: number of TRI-relevant days lost due to accidents with lost time, including public holidays and weekends, in relation to the sum total of real working hours x 200,000 hours) was as follows for employees in the 2021 reporting year: 17 for employees at the Ranshofen site (2020: 61) and 0 for contract workers (2020: 0); the number of days of absence from work for employees amounted to 230 days (2020: 789) and for contract workers to 0 days (2020: 0).

 

In reporting year 2021, as in the previous year, no fatalities due to work-related injuries and no work-related injuries that prevented employees from resuming their work activities within six months occurred. One occupational accident was recorded at the AMAG components site in Übersee, while no accidents were recorded at the Karlsruhe site. The TRIFR at the Übersee site was recorded as 0.9 (LDR employees: 1.8), and 0 at the Karlsruhe site. No contract workers were employed at the two AMAG components sites.


Training and development

The skills and competencies of employees are crucial for profitable growth and lasting success. Increasing competition and demographic change present companies with major challenges. New technologies, equipment and plant, as well as digitalisation trends signify greater demands made of employees. Against this backdrop, it is of central importance for AMAG to invest in the training and development of its employees, to offer them opportunities and to promote continuous learning. Establishing a new “learning culture” and integrating learning into everyday working life constitute the fundamental challenges in this context.

 

 

Value
Management

The principles of personnel policy include competency-oriented and sustainable employee development based on individual operational requirements and ensured by tailored training and development measures. The objective is to build a future-oriented, learning organisation. The task of personnel development is to further develop the skills and talents of employees in line with requirements, thereby making a significant contribution to the company’s success. The Human Resources Development function acts as the first point of contact for all employee development issues and covers both training and development measures in the conventional sense (including professional licences, seminars, courses, training sessions, workshops, coaching) and employee qualification through digital learning formats. Guidelines and instruments have been implemented in the personnel area for this purpose. The training and development courses are intended to ensure a sustained transfer of knowledge and the necessary qualifications in accordance with legal regulations, internal company guidelines and customer requirements. 

For more informations, please see annual report 2021

Targets

Target 2021: 

  • Qualification and development of all employees: Increase the number of training and development courses to an average of two days per employee in 2021

Central measures:

  • “Apprenticeship at AMAG. Apprenticeship with Future” – a project that was launched with related recommendations for actions being derived accordingly
  • Digital learning successfully developed further
  • Personnel development: Revision of internal training programs and supplementary training and development opportunities in the AMAG training catalogue

2022 target / medium term:

  • Qualification and development of all employees: Increase the number of training and development courses to an average of two days per employee in 2022
Results

Results:

 

The COVID-19 pandemic had a decisive influence on the training and development measures in the 2021 reporting year. Employees completed a total of 37,012 training hours in the 2021 reporting year (2020: 24,247). The average annual training and development hours per employee amounted to 18 hours. The high number of 359 training hours in the case of apprentices is due to external training at the Braunau Training Centre. This registration does not include training and development hours as part of the Alu-Academy and participation in lectures and conferences. Due to short-time working at AMAG components, no training and development hours were taken up in Karlsruhe and Übersee.

Employment development

Employee relationships anchored in trust form the foundation of the company’s success. The aim is to have long-term employee retention to achieve this goal. A key factor for attractive workplaces is the development and positioning of a strong AMAG employer brand. AMAG must meet requirements with regard to recruiting and the qualification of employees, while taking account of demographic trends, creating working conditions conducive to performance, and promoting creativity and responsibility within the meaning of society’s growing emphasis on the individual.

 

 

Value
Management

The company’s personnel strategy is aimed at covering its future personnel requirements in terms of quality and employee numbers. It is based on corporate objectives approved by the Management Board. Guidelines and instruments have been implemented in the personnel area for this purpose. These tools define tried-and-tested processes for recruiting, induction, career path planning, personnel development and successor planning of employees. The head of Human Resources reports to the CEO. Representing the employee agenda is incumbent on the Works Council, which is represented on the Supervisory Board of AMAG Austria Metall AG by four members. Company working hours are set out in a works agreement and apply to all employees. It is based on the provisions of the currently valid Austrian Working Hours Act. AMAG set the course at an early stage in terms of covering its future long-term needs for employees and has aligned its junior executive and further training programs accordingly. Open positions are filled in consideration of long-term aspects. Jobs are posted internally in preference to advertising externally. Employees can keep themselves informed of vacant positions on the HR department’s intranet page and via the AMAG employee app.  

For more informations, please see annual report 2021

Targets

Target 2021: 

  • Demand-oriented recruitment of employees for AMAG’s growth course and strengthening of the AMAG employer brand while retaining or reducing the employee turnover rate to < 6 %.

Central measures:

  • Recruiting & employer branding: Increased digitalisation and the fine-tuned addressing of specific target groups, also against the backdrop of the COVID-19 pandemic
  • Development and positioning of a strong, attractive employer brand

2022 target / medium term:

 

  • Demand-oriented recruitment of employees for AMAG’s growth course and strengthening of the AMAG employer brand while retaining or reducing the employee turnover rate to < 6% in 2022

 

Results

Results:

The average length of service to the company of 11.3 years shows that emphasis has been placed on collaborating closely with employees on a long-term basis. With regard to the minimum disclosure periods for organisational changes, AMAG complies with all applicable Austrian legislation and directives, and with the provisions of the collective agreement for the Austrian iron and metalworking industry.

 

In the reporting period, no significant changes occurred that materially affected employees and that required reporting.

 

The number of personnel increased year-on-year to 2,080 employees (reporting date/individuals) (2020: 1,843), mainly due to the acquisition of AMAG components. The proportion of employees to whom collective bargaining wage agreements apply amounts to 99 % excluding the respective general managers and the plenary Management Board).

 

Based on flexitime models, 33 % of women and 2 % of men work on a part-time basis. The proportion of temporary employment contracts has settled at a very low level. A total of 2,042 employees were permanently employed, while 38 employees had temporary employment contracts.

 

As of December 31, 2021, 65 AMAG apprentices were undergoing training, of whom 56 where industrial and 9 commercial.

 

The staff turnover rate amounted to 8.1 % (reporting date/individuals) and has included the proportion of AMAG components employees since the 2021 reporting year. This includes all staff departures (excluding individuals going into retirement and employment contracts ending due to expiry or probationary periods concluding). The majority of departures occurred in the production areas, while a low turnover rate was recorded in the salaried employee area. Interviews were held with all employees to determine the reasons for leaving. 

 

The number of individuals newly employed as of December 31, 2021 amounted to 239, including 199 men and 40 women.

Equal opportunities & diversity

Demographic change, the growing individualisation of lifestyles and a fundamental shift in values are aspects associated with a more diverse society. This new diversity presents companies with challenges while contributing value added to the process of collaboration. Promoting diversity and equal opportunities within the company is a key factor for success.

 

 

Value
Management

As part of human resources management, care is taken to ensure discrimination-free workplaces for suitable employees regardless of age, gender, skin colour, sexual orientation, origin, religion or disability. The commitment to non-discriminatory treatment is anchored in the code of conduct and supports all AMAG employees in carrying out their activities in a morally, legally and ethically impeccable manner. AMAG takes its lead from the UN Charter in this context, as well as from the European Convention on Human Rights. All employees have the opportunity of reporting suspected discriminatory treatment to the compliance manager, or through a compliance hotline. This option is also open to all the company’s business partners.

 

AMAG offers its employees fair basic wages and salaries which duly compensate the respective performance. In terms of its compensation policy, emphasis is placed on rigorous equal gender treatment. The bonus system for managers includes performance-based salary components and consists of monetary targets and individual performance contributions. An applicant database enhances transparency in the application process through digitally managing all internal and external job vacancies. Alongside professional skills and commitment, importance is placed when selecting personnel on the candidate’s identification with AMAG’s corporate culture which is characterised by respect, working together in a spirit of appreciation and innovative capability.

 

Measures to reconcile work and family life include, for example, an annual childcare holiday campaign and flexible working time models ranging from flexitime and part-time models to semi-retirement. AMAG is committed to equal opportunities and supports the involvement of women in technology. Recruitment activities in the production area, in particular, take special account of raising the proportion of women. In addition, alliances with schools have been established to elicit greater interest from young women in technical professions.

 

For more informations, please see annual report 2021

Targets

Targets 2021: 

  • Open approach to diversity and promotion of equal opportunities

Central measures:

  • The introduction of teleworking in 2020 enabled many employees to work from home during the COVID-19 pandemic, and represented an important milestone in the advancement of a modern working environment.
  • In order to promote the potential of female specialist/technical staff, two female pupils in their fourth year were accompanied as part of a mentoring program for pupils at engineering-focused secondary schools. Launched in July 2021, the program aims to specifically promote young women employees in technical professions. The pupils were accompanied in a structured manner by AMAG mentors over a three-semester period, and insights into the company are provided during a 4-week holiday internship.
  • In order to support committed students with an immigrant background, AMAG once again took on a “Start” scholarship sponsorship. The scholarship program accompanies committed students from different countries of origin through to the secondary school leaving exam. In addition to an educational contribution, a variety of workshops and seminars are also offered. As part of the “Changeover” project, one teacher also moved from the classroom to AMAG for a year to gain an insight into the business world. As a team member of the personnel development area, she gained new insights into digital learning so that she can now provide pupils with practical information on everyday working life.

2022 target / medium term:

 

Open approach to diversity and promotion of equal opportunities through:

  • Making technical professions more attractive for women
  • Increasing the number of female apprentices in the industrial area to a share of 20 % by 2024
  • Increasing the proportion of women in management positions (senior management) to the average proportion of women in the company by 2024
Results

Results:

 

As in previous years, no cases of discrimination were reported in the reporting year 2021.

The heavily industrialised structure of the company naturally determines that the workforce employed is composed as follows: 62 % industrial workers, 35 % salaried employees and 3 % apprentices. In terms of geographic distribution, most of the workforce is based in Austria.

 

In total, the AMAG workforce comprises 28 nationalities, including 65 % of employees from Austria, 28 % from Germany and 7 % from other nations. At senior management level (this corresponds to individuals in the first management level below the Management Board and the managing directors), around 76 % managers come from Austria.

 

Of the employees, 15 % were women (2020: 14 %), and the proportion of women in management positions rose to 12 % (2020: 10 %). AMAG pursues the goal of consistently increasing the share of women. As of the reporting date on December 31, 2021, the proportion of women in the apprentice category stood at 23 % (2020: 23 %). AMAG records the employment rate of people with disabilities in accordance with the Disability Employment Act (BEinstG).

 

As of December 31, 2021, a total of 3 % of AMAG’s employees were registered disabled individuals (2020: 3 %). The workforce “aged” slightly in the reporting year 2021.

 

The average age of the workforce was 38.9 years (2020: 38.3 years). The age structure is relatively well balanced. In the reporting period, 56 % of the industrial workers were between 30 and 50 years old, 22 % below 30 years old and 22 % over 50 years old. Of the salaried employees, 57 % were between 30 and 50 years old, 18 % below 30 years old and 25 % more than 50 years old.

Since the 2017 reporting year, we have published a summarized non-financial statement in our management report, thereby fulfilling our reporting obligation in accordance with the Sustainability and Diversity Improvement Act (NaDiVeG). It summarizes the essential information for AMAG on the five required aspects of environmental issues, employee issues, social issues, respect for human rights, anti-corruption and bribery.

REQUEST