Holistic HR Policy

Personnel work is an important part of our company’s value creation. It plays a key, pioneering role in
our growth strategy.

Our HR policy is holistic and based on working with and for one another. In our collaboration, we
attach great importance to relationships with one another and to ensuring that the shared corporate
values – Trust, Passion To Win, Freedom To Act, and For One Another – are put into practice. These
values form the basis for our corporate culture and shape the way in which we interact with each other
and with our customers and partners.

Our HR work is founded on two strategic pillars within which we implement different HR projects and
initiatives.

“Industrialize Best Fit” brings together projects and systems that help us to meet our
considerable need for employees with suitable skills and abilities – now and in the
future.
“Enable Transformation” combines programs that enable us to support digital
transformation at Continental so that we can make the most of the opportunities of
digitalization.

Industrialize Best Fit – meeting staffing needs with precision

In 2017, we received 400,000 applications for salaried positions worldwide, which
demonstrate that Continental is a highly attractive employer for people all around
the globe. At the same time, this large number presents the personnel systems
and processes with particular challenges, since it is important to know our
requirements and find the right applicant for the right position as efficiently as
possible.
We are working on a number of closely related projects in the context of
improving our HR data and systems, HR planning and recruitment, and employee
development. In the medium term, what we are looking for at Continental is not
somebody for a job, but rather the right position at the company for a particular
candidate. What counts is the person who is the best fit for a vacant position. This
means the person with exactly the right skills, abilities, and values for the job and
for Continental. The better the fit between employees and their jobs at
Continental, the more satisfied and motivated the employees will be, which are
key factors for productivity and quality.

Enable Transformation – accompanying digital transformation

Digital transformation is presenting major challenges for Continental, too. After
all, the digitalization of the working world is changing established and familiar
structures. Product cycles are becoming shorter, which means companies need
to be able to flexibly adapt to new customer requirements and rapidly develop
new business models. At the same time, digitalization offers our company many
opportunities – both in terms of tapping new markets and also with regard to
training our employees.
Our team from the Human Relations department is actively helping shape digital
transformation. Competitive advantages emerge if the company and its workforce

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 adapt to the new conditions more quickly and flexibly than others. For
Continental, this means that we need to think and act in an agile, innovative, and
interconnected manner. We are therefore promoting four key areas:
Diversity management – is an essential requirement for creative ideas and
alternative solution strategies.
Inspiring leadership culture – increases the enjoyment derived from
commitment and spurs people on to perform well.
Flexible working conditions – enable our employees to maintain a healthy
work/life balance.
Lifelong learning and intensive exchange of knowledge between our
employees – give rise to the best solutions for our customers.

This article is available in the following languages: German and English

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