Number of employees
In 2015 the annual average number of employees worldwide was 10,988 compared to 10,830 in the previous year. The increase was mainly related to the higher number of the company’s own retail stores.

Overall personnel expenses in 2015 rose by 13.7% from € 425.3 million to € 483.8 million and the average personnel expense per employee was € 44.0 thousand compared to € 39.3 thousand in the previous year.


As of December 31, 2015, the number of employees was 11,351, compared to 11,267 at the end of the previous year.

In the Marketing/Retail segment, the number of employees increased by 1.3% to 5,483 employees. In Sales, the number of employees increased slightly to 2,249. The number of employees in Product Management/Merchandising decreased by 4.4% to 342, while the number of employees in Research and Development increased by 2.6% to 527. In the administrative and general units, the number of employees rose slightly to 2,750.


Talent Recruitment and Development
PUMA relies on the skills and qualifications of its employees in order to ensure continued growth and market expertise.

We conduct targeted recruitment across various channels, allowing us to reach a broad range of potential employees with extremely diverse experience and backgrounds. We ensure the constant professional and personal development of our staff by hiring qualified external talent and training our internal employees. At the same time, we take various measures, such as the expansion of our global performance management system, which now integrates talent management and structured succession planning in addition to performance assessment and target-setting, in an effort to retain employees over the long term. We demonstrate that we view our employees as important and valuable assets and that we wish to aid their development individually; this is clearly reflected in our actions. The long-term retention of motivated and capable employees is a core element of competitiveness today and ensures that we can perform well as both a company and an employer in our dynamic environment and can adapt to changes in the market.

In our effort to provide adequate entry-level and development opportunities to talented individuals at all levels, in addition to the range of different training and dual-track (combined work-study) programs, we also promote the systematic training of our professionals and managers. We continually develop our PUMA training offers in order to ensure that our employees have at all times comprehensive and diverse options to add to their qualifications, build on existing knowledge and acquire new skills. This approach helps employees achieve their personal goals and the company achieve its goals. In addition to a training program with a broad range of individual courses and workshops, a large number of seminars is offered with the aim of developing employees and managers over the longer term, giving them the opportunity to apply their newly acquired knowledge in practice between the individual modules and then to discuss this with other seminar participants. For example, this year we continued our successful International Leadership Program (ILP), an internal program consisting of several modules.

PUMA offers its employees a targeted and competitive compensation system, which consists of several components. In addition to a fixed base salary, the PUMA bonus system, profit-sharing programs and various social benefits and intangible benefits form part of a performance-based compensation system. We also offer long-term incentive programs for senior management levels that recognize the sustainable development and performance of the business.