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For PALFINGER, sustainability represents that the company’s own interests are assessed not in isolation but against the background of economical, ecological and social aspects. Social parameters also make a significant contribution to success. For this reason, PALFINGER attaches importance to long-term sustained relationships with its staff, customers and partners. PALFINGER acts as a reliable partner and attractive employer and provides its employees with security, occupational health and safety, perspectives for career planning, and equal opportunities. In order to monitor the satisfaction and quality regular staff satisfaction surveys are carried out groupwide.
Employment Trend
The number of employees has been strongly influenced by the economic turbulences since 2008. Despite a decline in capacity utilisation of more than 50%, PALFINGER retained excess staff capacities of approximately 20% deliberately. This on the one hand due to social responsibilty. On the other hand, in order to be able to rely on qualified and experienced staff in time for the upcoming economic upswing. In addition to strict cost optimisation programs, the closing of plants or the laying off of staff on a big scale could be avoided in cooperation with the works council due to a reduction of overtime and untaken holiday, flexible working time models, short-time work, and renouncements of remuneration parts.
With the last strategic acquisitions in Germany, Croatia and the US local jobs and the future growth potential could additionally be secured.
Health & Safety
The availability of employees who are fully capable of working is an essential economic aspect! Therefore budget cuts did not affect the global “health budget” of employees, as the challenging situation and the emotional burden they faced calls for particular support. Additionally a crisis intervention team in Austria was set up in the scope of the work-life balance, who confidentially attend to, assist and support people in critical situations and with problem solving.
Over the past few years the focus of activities around safety was on measures to prevent accidents, which are also reflected in the key figures. The Group-wide staff absence caused by industrial accidents declined to 0.5%.
Education & Further Training
The potential of staff, their productivity and creativity, is highly appreciated. Employees are developed through training programmes, further education, and the transfer of international know-how. Moreover PALFINGER made use of the economically tense situation by carrying out education and training programmes, with the support of local authorities, to enhance the skils and qualifications of its staff.
Despite times of crisis PALFINGER also increased the number of apprentices. In addition due to the local needs and requirements a school with a canteen for children from poor homes was set up in Brazil. Graduates of this institution are given the chance to start an apprenticeship with PALFINGER.
Equal Opportunities
In spite of the generally low share of women of around 11% within the Group, which can mainly be attributed to the men-dominant engineering industry, half of the apprentices in Austria are female.
A good mix of staff members from different generations helps to keep know-how within the organisation. The age shift of the population pyramid towards older staff members is also refected at PALFINGER. In this regard various challenges are discussed proactively in an annual "Human Resources Review" and appropriate measures implemented. The 50+ management is more and more in the focus.
The share of staff with disabilities increased over the whole Group from 1.7% in 2007 to 2.5% in 2009.
 Further details in the current sustainability report
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