SOFTWARE AG | ANNUAL REPORT 2012 116 We will set uniform standards and conditions with the intro- duction of a global function and salary matrix in 2013. This will promote international exchange, developmental oppor- tunities and fair compensation structures. Our performance and qualification-based salary system is structured according to individual company functions, individual performance, general market conditions and Software AG’s business suc- cess. All HR measures take place regardless of culture, gen- der or nationality. Individual recognition and a wide range of social and additional benefits are how we reflect the value of our employees. As an innovative software company, we also offer programs and initiatives for employees to achieve a work/life balance. These include part-time employment, working from home, time accounts, sabbaticals, employee assistance plans and a whole range of sports, health and occupational reintegration options. In order to successfully withstand the global competition, we not only have to find the best young professionals, but keep, motivate and develop then as well. We rely on sys- tematic manager development as well as regular, structured annual reviews and assessments by supervisors and HR professionals to identify young talent with strong leadership skills within Software AG. This serves as an incentive for every employee. Our international High Potential program, in existence since 2005, nurtures those who have distinguished themselves through their outstanding performance. The program’s objectives are to develop employees in an individual and long-term time accounts and travel policies have all been standardized within Germany. Likewise, our HR managers concluded the technical integration of the new employees; for example, they were added to our global SAP HR database and our global SAP HR master system. In this way, Software AG has created a global organization management system containing consistently defined reporting lines and respon- sibilities. Key strategically relevant processes and tools are linked to the global HR system. Special attention will be directed toward the systematic integration of staff members who join Software AG through future acquisitions. Just as our work with customer projects requires, teams will be merged under the Software AG brand via a structured integration plan and closely connected tech- nology links. Special workshops and training sessions provide employees with the opportunity to exchange expertise on the merging portfolios as well as receive information on corporate processes and cultures. Personnel development Demographic change, but also the changing life plans and expectations of our workforce have made the subjects of flexible working hours and a work/life balance a focus of our human resources strategy. Currently about 20 percent of Software AG’s management positions are held by women. We will continue to strongly support the employment, reten- tion and promotion of qualified women in the future.