As an international company, Corona was and is a challenge for us on many levels. This begins first and foremost with the protection of our employees in the company, where we were able to switch very quickly to mobile working for many activities. For those activities that absolutely require presence, we have implemented necessary hygiene measures. At the same time, we have set up a Corona Task Force, which includes the Management Board and various departments. Here we decide on the necessary measures and exchange information on current developments on an ongoing basis. All in all, we have succeeded in very quickly creating a safe working environment for our employees through extensive measures. 

We had to break new ground with customers. Whereas previously we had employees on site for installation and service, Corona imposed extensive travel restrictions worldwide. For some of these tasks, we are planning to use digital solutions such as augmented reality and remote work in the future, enabling the customer to carry out certain activities remotely with our support. For those employees who have nevertheless travelled to the customer, we have provided more detailed support with travel planning and implementation. 

AIXTRON is in a constant state of change. We have grown strongly and play in a global league. We are a high-tech company in the global market with huge opportunities in numerous markets and benefit from numerous megatrends such as energy efficiency, mobility or digitalization. However, in order to implement this properly, we as a company need to become faster, more agile and more modern in our working methods and structures.

In the past year, the Executive Board and management team have developed a clear strategy for the future and for growth. In order to implement this successfully, we must also take our employees along with us and provide them with targeted support. For example, in further education and training, for which we rely on a comprehensive concept for personnel and organizational development.

For our further growth, we will continue to expand our attractiveness as an employer brand. This requires a modern corporate culture with efficient processes, a mature leadership culture and sustainable human resources management. We have therefore developed a roadmap for human resources, which we will now successively implement. Only with significant change will we be able to realize AIXTRON's vision for the future.

This is definitely a hot topic and an important task for the HR department. Some of the measures described are clearly aimed at potential employees. We want to attract employees with an open and modern corporate culture. This is flanked by fascinating products, a position as world market leader in many markets and the advantages of a medium-sized company. Our business model is intact, and as a result, we have continued to recruit new employees even in corona times, while many other industries are having to reduce staff. In order to highlight the AIXTRON employer brand more clearly, we have, for example, revised our appearance on the Internet and in job advertisements. We are making it clearer what our company is all about, what the particular appeal of the specific job is, where we add value for customers and society, and what future employees can expect from us. On the one hand, we offer potential and existing employees a sense of purpose in their work, which is increasingly in demand today, as well as attractive salaries and fringe benefits, development opportunities or a company pension scheme. And then, of course, there is the opportunity to work in an international environment with more than 30 nationalities and still have the advantages of a medium-sized company. In addition, there are cooperations with universities and memberships in research cooperations, which contribute to awareness. And at job fairs, we specifically approach students who bring with them the technical expertise that we require. Here, we specifically target cities that have a high reputation for technical courses of study as well as a manageable offer of permanent positions.

A company is only as good as its employees and how it treats its employees. We recognize the great importance of our staff. With flexible working time models and generous working time accounts, we support our employees directly and thus accommodate different life models. We see ourselves as a good employer, and this is something that is repeatedly confirmed. 

For us, sustainability in human resources management also means planning and implementing our measures and activities in line with our long-term corporate strategy and being perceived by our employees as a reliable partner.