Employee data methodology and boundaries
This section outlines the methodology and boundaries applied to employee KPIs. We strive to capture the most complete and accurate information possible. However, due to the international scope of our operations and differences in data collection methods, including the use of multiple local, company-specific, and non-integrated personnel information systems, certain limitations exist.
As a result, the 2024 report focuses on Swiss and Serbian employees for all quantitative measures, unless otherwise stated. In Switzerland, this includes the subsidiaries Ricardo AG, Flatfox AG, Acheter-Louer.ch & Publimmo Sarl, Casasoft AG, and IAZI AG. In Serbia, this includes Swiss Marketplace Group d.o.o. Beograd. Together, these entities represent approximately 80% of our workforce.
Due to the above-mentioned system limitations, employee-related matters concerning Immo Inf. Technology Private Ltd. and moneyland.ch AG are not covered, unless specifically stated otherwise. However, we are continuously working towards enhancing data integration to enable broader reporting in the future.
All personnel data is disclosed as of 31 December 2024, unless otherwise stated, and is reported in head count.
Scope and methodologies of general employee data
Section | Scope and methodologies | |
|---|---|---|
All employees at a glance | All locations and subsidiaries, incl. all temporary employees. | |
Employee breakdown | Switzerland and Serbia (excl. moneyland.ch AG), excl. apprentices and interns. | |
Employee movement—new hires and turnover | Switzerland and Serbia (excl. moneyland.ch AG), excl. apprentices and interns. The new hire rates and turnover rates are calculated as the number of new hires or leavers divided by the average number of employees in each respective category during the reporting period. Total rates are calculated as the number of new hires or leavers divided by the average number of employees across categories during the reporting period. | |
People development—training hours | All locations and subsidiaries, incl. all temporary employees. Training hours encompass sessions completed within SLU, Leadership Development programs, Culture Bootcamps, on-site live sessions, and New Starter Days. Due to tracking limitations, this figure does not include external training or further education, which would otherwise notably increase the total training hours. | |
Feedback and performance reviews | Switzerland and Serbia (excl. moneyland.ch AG), excl. apprentices and interns. New joiners (with a tenure of three months or less), and leavers (with three months or less remaining in the company) are excluded from participating in the Performance Cycle. | |
Diversity and inclusion—employees | Switzerland and Serbia (excl. moneyland.ch AG), excl. apprentices and interns. |