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Software AG GB 2012, englisch

06 HIGHLIGHTS 08 LETTER FROM THE MANAGEMENT BOARD 12 THE COMPANY 38 SOFTWARE AG SHARE 46 CORPORATE GOVERNANCE 58 REPORT OF THE SUPERVISORY BOARD 68 GROUP MANAGEMENT REPORT 155 CONSOLIDATED FINANCIAL STATEMENTS 245 FURTHER INFORMATION 115 HEADCOUNT BY REGION 2012 *Germany, Austria & Switzerland HEADCOUNT BY FUNCTION 2012 Focal points of human resources activities in 2012 Software AG’s HR strategy is derived directly from the cor- porate strategy. Our objective is to provide employees with a comprehensive, market-oriented package of services as well as a a cooperative and productive work environment. Software AG reorganized HR at the end of 2011. The inter- national HR team developed a global HR strategy for the period from 2012 to 2014. It was discussed with and approved by the Management Board and Supervisory Board. This strategy focuses on aligning HR processes and strategies with Company objectives. In order to guarantee further enterprise growth, both organically and through acquisitions, global HR processes must be scalable, so that they can grow alongside the organization. As a pioneer in Digital Enterprises and to be an important partner for our customers, Software AG also takes this role to heart internally. All global HR pro- cesses are digital from end to end. Other key elements of our global HR strategy are global talent management, international leadership development, integrated performance management and the standardiza- tion of remuneration structures and incentive tools. HR man- agement places particular emphasis on further promoting interaction and collaboration across departmental and national boundaries. To this end Software AG set up an inter- nal talent management platform known as Career4U, which allows employees and their managers to agree on indi- vidual development plans. Goals can be defined and evalu- ated. Results from annual review meetings are documented, and follow-up plans are made. These individual employee profiles promote a global exchange of talent and develop- ment options. Software AG hired a total of almost 1,000 new staff mem- bers during 2012. Our new, internally developed onboarding process tool provides the structure for consistent new-hire orientation and training. Due to the high number of new hires, our hire processes were further harmonized and optimized. Software AG continued to work on the integration of IDS Scheer in the past fiscal year. Over the course of the year, all relevant employer/works council agreements were extended to encompass the new employees. Aspects such as stock option plans, pension plans, working hours, THE SOFTWARE AG GROUP 69 ECONOMIC CONDITIONS 78 BUSINESS TREND AND ECONOMIC SITUATION 80 FINANCIAL PERFORMANCE 82 FINANCIAL POSITION 89 FINANCIAL STATEMENTS OF SOFTWARE AG 92 (PARENT COMPANY) ADDITIONAL EARNINGS-RELATED FACTORS 95 TAKEOVER-RELATED DISCLOSURES 125 REMUNERATION REPORT 127 RISK REPORT 139 EVENTS AFTER THE BALANCE SHEET DATE 149 FORECAST 151 DACH* 1,886 Asia Pacific 620 EMEA 1,922 Americas 922 R&D 887 Sales & Marketing 1,131 Administration 743 Consulting & Services 2,658

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