HERMÈS - 2018 Registration document

Corporate social responsibility

People: savoir-faire

2.2.2 CHALLENGE: PASSING ON A CULTURE The Company’s craftsmanship model rests on the transmission of Hermès’ corporate culture, which underpins the development of skills and savoir-faire , based on a mentoring approach: «what we receive, we give back». Sharing the House’s values ensures the consistency of its business model in a context of decentralisation and strong growth. Our culture makes it possible to understand expectations in terms of savoir-faire . It also allows the creation of bridges between the various métiers and activities by reinforcing the capacity for dialogue among all employees. Policy All new employees undergo training, part of which is dedicated to the House’s history and to the various aspects of its corporate culture (see Training section above). In addition, Hermès organises programmes to broaden knowledge of its corporate culture through the discovery of the Group’s diversity. Measures implemented and results Creating fruitful exchanges and bringing people together are the prin- ciples behind the programmes offered. Tandem programme Since 2008, Hermès has continued to offer craftsmen and sales asso- ciates an original exchange experience through a one-week immersion in the craftsman’s workshop, shortly followed by one week in the sales associate’s store, or vice versa. The goal of the Tandem programme is to bring together two worlds connected by their shared purpose, which involves serving our customers with beautiful objects and high-quality service. The programme involves travel in France or abroad to discover oneofour50productionunitsandthesurroundingarea,andtraveltoone of our stores to discover the local market and culture. In 2018, 56 people benefited from the Tandem programme through 28 two-person teams, who returned to their sites with a broader vision and enriching, lasting ties. Since its launch, the programme has benefited 496 employees. The experience gained from the Tandem programme, launched in 2008, continues to demonstrate, year after year, that exchanges, sharing and encounters between the complementary worlds of craftsmanship and sales are virtuous, enriching and stimulating. Tilbury The Tilbury programme was launched this year, in the footsteps of the Tandem programme. A production site Manager and a store manager share their expertise and experience through one week in a production site, followed by one week in a store. Through human encounters, this programme promotes a strong, engaging and solid learning experience that can foster the development of new managerial practices and exper- tise through exchanges of such practices. Participants will be able expand their knowledge of the House’s craftsmanship and trade culture by finding out about their respective challenges and levers, and looking 2.2.2.1 2.2.2.2

at other management and leadership methods in a context of increa- sing complexity of the roles of Site Manager and store manager (growth constraints, regulations, managerial expectations, increased professio- nal requirements within Hermès). In 2018, two Site Managers and two store managers benefitted from the Tilbury experience. Parcours d’Adresse Since 2011 — the year of celebration of “Hermès, contemporary crafts- manship since 1837” — groups of 10 people composed of seven craftsmen and women and three production site employees have been chosen at random to take part in discovery experiences called “Parcours d’Adresse”. Their purpose is to discover amétier, from the rawmaterial to the production of the finished object and its final quality control. Over a one-week period, participants are invited to learn about the different pro- duction stages of a particular division’s product, while getting hands-on experience through a one or 2-day initiation to the savoir-faire . This period of intense discovery is enhanced by discussions among partici- pants with the same mindset, namely a passion for their métier made up of numerous gestures, techniques and details, and the drive to achieve the same high level of excellence in their craftsmanship. In 2018, 84 people took part in one of the nine “Parcours d’Adresse” programmes, organised with care and hospitality by the host production sites, thus reinforcing their pride in sharing the same spirit of craftsmanship.. Since 2011, 821 people have benefited from 85 Parcours d’Adresse events. CHALLENGE: RECRUITING TALENTS TheHouse’ssustainabledevelopmentrestsonitsabilitytorecruittalents that will be expressed throughout their careers. In a context of business growth, the development of these talents is of major importance, which implies exacting recruitment. Policy Recruitment is managed by each métier and subsidiary to ensure the perfect match with the environment. The policy for recruitment and relations with partners is defined by the holding company. In France, it also manages relationships with schools, communication and pooling of recruitments. In this way, the Group hopes to make our candidates more aware of the métiers and the uniqueness of the House, attract candi- dates who believe in our business model and select the best profiles. Relations with schools Hermès has long maintained close, high-quality relations with the world of education, in line with our métiers and our development and recruit- ment requirements. This involves acting as a socially responsible com- pany wishing to contribute to the initial training of young people, as well as raising awareness of the company and its métiers, supporting the development of themétiers, and fulfilling needs in terms of interns, work/ study trainees and jobs. 2.2.3 2.2.3.1 2.2.3.2 Measures implemented

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2018 REGISTRATION DOCUMENT HERMÈS INTERNATIONAL

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