The human resources strategy of AGRANA has the long-term aim of helping to achieve the Group’s success through the superior commitment of all staff members. Towards this goal, the ongoing staff training and development measures in the AGRANA Group are vigorously continued, with varying content depending on the target group. In 2009|10 particular focus was placed on the improvement of work processes, with a view to the accompanying efficiency gains and reduction in productivity losses. The task of making organisational structures and workfl ows even better will remain a human resources management priority for the 2010|11 financial year.
To further encourage the achievement of strategic goals and objectives, the Group uses a performance-based incentive pay system for management staff. In addition to targets related to the company’s financial position and earnings (such as operating profit), the criteria for the variable portion of compensation also include individual performance targets. In the 2009|10 financial year, about 5% of all employees were encompassed by this incentive-enhanced compensation scheme.
The human resources strategy for the year 2010|11 will maintain the ongoing intensive programme of skills upgrading and development for the Group’s staff . In the 2009|10 financial year AGRANA provided training to a total of 60 apprentices in Austria and Germany in preparation for careers as, for example, mechanical engineering technicians, process control technicians, plant electricians, chemical lab technicians, food technicians, mechatronics technicians, computer technicians and industrial sales representatives.