Research Paper on Daimler Co: Fairness & Equality in Global Workforce Recruitment & Remuneration

Introduction

Daimler Company attracts and hires human resources through various methods, which include; on-campus recruitment, website applications, emails, social media networks, word of mouth, or direct contact. The organization is attractive because it is fair, and the design of its remuneration systems is such that it remunerates work with all its affiliates globally under one principle rule of equality. To emphasize its fairness, internal audits are carried out randomly to ensure the requirements and conditions set up are met and upheld. The local market conditions are critical factors in ensuring desired and favorable salaries and benefits all employees without discrimination. In setting up the remuneration systems, the Daimler Company is not guided by one's gender, place of origin, but rather with their qualifications and experience, which determines the salary in line with the tasks accomplished and the overall performance. The organization attracts potential candidates for preferred positions through social networks other digital platforms. There is a rigorous process and a sourcing program for recruiting qualified employees for jobs that are hard to fill in the organization uniquely positions about digital talents. To achieve this, Daimler Company embarks on addressing the potential candidates directly via the social networks and digital platforms. This digitization of the recruitment process ensures that the Company reaches out to the majority of the unexploited groups and potentials from the bottleneck profiles, thus making the positions highly competitive.

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Daimler Company also uses the global employer branding through Daimler's career social media presentations on Instagram, Facebook, LinkedIn, and Xing so that it can address and attract a specific target group as an appealing employer brand. Equally, Daimler, as an employer, targets specific groups through advertising and enhanced images in strategized places like billboard campaigns in universities and cities, online platforms in print media, or via poster. The organization can make use of other formats to attract target groups like the use of reports, looks behind the scene, and stories created by the employer to present the work environment and atmosphere as well as the authentic picture of what happens in and around the Company. These measures are designed to attract potential job seeks who are quite aware of the Daimler company and are interests in investing their skills and experience with the organization. The human resource hires through an employee referral to the Daimler Company. Through people working in the Company, working in the Company, or have good knowledge of the Company's' operations and work environment. Other employees are recruited through a recruiting agency tasked with the responsibility to present the most qualified candidates for a specific position that has been advertised (Daimler).

The organization ensures that its employees socialize to create a conducive environment for work where employees will interact, get to know each other, bond and help each other in achieving the set target and eventually the Company's ultimate goal. Providing real-time communication is a distinctive way of disseminating information and ensure it is available to all employees. Exchanging this information therefore, helps maintain a social network as information is passed from one employee to another either orally or on a call. An orientation session is organized for the new workers, this allows both the management and non-management employees to help the new employees to inculcate the company culture and values. This socialization helps the new employees adjust to the modern working environment. The organization has an intranet network where employees communicate work-related information electronically. This way, they can maintain a relationship with emphasis to focus on the Company's business only, thus making it easier to follow information trial and help in making precise and faster decisions while checking facts before any resolution. After work activities help Company's employees socialize where these activities may include a race, bowling, football teams, picnics, holiday events charity, or team building activities. These form an adequate bonding and socializing activities that help the group form a unit that helps each other in realizing the Company's goals (Daimler).

Daimler Company offers its staff training and continuous opportunities in the education sector for their career growth as well as personal development. The employees will annually discuss with the human resource managers on their qualification topics and come up with appropriate measures. The organization regulates continuing education at Daimler Company or agrees with the employees to leave the Company to get more skills and experience for up to five years after which they are guaranteed return (Daimler).

The organization has a performance assessment and target-oriented evaluation process. Various standardization processes are used for different groups for the Company to control and measure the performance of an individual employee. Every employee agrees with the supervisor on the necessary measures necessary to achieve both the quantitative and qualitative targets. The employee may as well decide to personal development goals as well as diversity and compliance goals, which will depend on their management level. These goals are then reviewed annually, whereas well, the performance, professional development, and leadership abilities are discussed in-depth, and the role played towards achieving the Company's goal is reviewed (Daimler).

Analysis of Daimler's CSR

Daimler Company has, over the years, implemented several initiatives that demonstrate corporate social responsibility (CSR). One of the Company's initiatives is on charitable giving. In 2017, for instance, the Company dedicated more than sixty million Euros on philanthropic donations to foundations and self-initiated projects, among other philanthropic activities (Daimler). Of the sixty million Euros, approximately 69% of it was spent on charitable organizations and activities in the community, 14% was spent on education programs for the underprivileged in the community, 10% was spent on promoting arts and culture, 6% was spent on environmental and technological innovations while 1% was spent on political dialogue (Daimler).

Another initiative by Daimler Company that demonstrates CSR is through the Company's environmentally conscious investments. Daimler has in the recent past made conscious decisions to transition to mobility that is carbon dioxide neutral, with an aim of limiting and managing the impact of climate change to the environment. To this effect, the Company has initiated a goal of manufacturing cars that carbon dioxide neural for the car's entire life cycle by the end of 2039 (Daimler). The Company has also been active in supporting environmental agreements and policies such as the Paris Agreement on global climate change by making significant contributions, both monetary and otherwise.

The CSR initiatives are manifested through programs such as the 'MobileKids' program, which actively trains and educates children between the ages of six and ten on how to conduct themselves safely and responsibly in road traffic (Daimler). The 'MobileKids' initiative primarily focuses on preventing accidents and other hazards on the road for children while keeping itself free of advertisement. Its primary objective is to entertain the children while educating both the adults and children on how to take control of their daily mobility. The educational materials offered by the 'MobileKids' program are free of charge, and therefore every child and person can access them at ease.

Another of Daimler's initiative that manifests the CSR is its initiatives in managing HIV/AIDS in Africa and in the Middle East. This initiative targets small and medium-sized businesses in the effective management of the HIV/AID pandemic that significantly affects the productivity of such enterprises in areas with high rates of HIV/AIDS such as Africa and the Middle East (Daimler). Through this initiative, Daimler can adequately handle the developmental challenges related to HIV/AIDS, which negatively impacts not just the small and medium-sized enterprises but also the employees and their families and the economy in general.

The CSR initiatives perfectly intersect the Company's mission, which is to shape the future of mobility in a manner that is safe and sustainable while acting responsibly towards the society and the environment (Daimler). The 'MobileKids' initiative for instance is primarily meant to increase the safety of mobility among the targeted group of children and adults. The fact that the program targets explicitly the children is a sustainable measure that would ensure that the impacts of the 'MobileKids' initiative last long. Moreover, the Company's initiatives on the environment and HIV/AIDS program in Africa and the Middle East is in line with its mission of acting responsibly to both the society and the environment. The aims and objectives of Daimler's CSR initiatives enable the Company to fulfill its mission.

The CSR initiatives by Daimler impacts the employees, the stakeholders, and the society at large. The HIV/AIDS CSR initiative impacts both the employees of the various small and medium-sized companies together with their families as well as the society in large (Daimler). The environmental initiatives where the Company makes monetary contributions towards agreements and policies aimed at managing climate change impacts the society at large, including the employees, customers and investors because with

Daimler's employees actively participates in CSR initiatives through the ProCent program, which is a social commitment initiative (Daimler). Through the ProCent initiative, Daimler's employees voluntarily donate the amount of cents in their net salaries towards various CSR initiatives by the Company. To support their employees, Daimler adds an additional cent to every cent donated by the employees. After the employees and the Company have donated their cents, the total amount is put in a support fund where the employees have the freedom to nominate the socially beneficial projects that the support fund should be used for.