Louis Vuitton 2006 Annual Report Download - page 61

AN ATTRACTIVE SALARY POLICY
The policy of the LVMH companies is to offer
compensation packages that compare favorably
with the market in order to attract, retain and moti-
vate the employees of the Group.
Compensation surveys are conducted every year
to measure the position of managerial and non-
managerial pay packages in the different regions
in which the Group is present. In addition, surveys
specific to a business sector or a business are
conducted periodically for a country or a group of
countries.
Thanks to their excellent performance, most of the
Group's companies bestow their employees in
France with profit-sharing at generally much higher
than the market average levels.
In 2006, LVMH also continued its stock option
program to retain its best employees.
TRAIN AND DEVELOP FOR THE FUTURE
The Group's policy to develop its human resources
is one of the drivers of its growth. Every year,
LVMH systematically reviews its available resources
and future needs with each of its companies.
Critical skills and specific talents are identified,
individual development plans are established, and
programs are approved to facilitate the construc-
tion of real professional career paths within the
Group.
The tools used to encourage career construction
vary widely: Geographic or functional mobility is
one of the priority methods, but there are many
others, such as developing responsibility on the
basis of operational objectives, training, participa-
tion in cross-functional projects, international assi-
gnments, even sharing of experience with Group
companies.
The new “Join LVMH” pages on the LVMH websi-
te have been online since June 2006, and
enable applicants to consult the ads and apply
on line. All the companies of the Group worldwi-
de publish their job offers on the site, along
with opportunities for internships, international
business volunteer programs (VIE) and appren-
ticeships.
Every day, over 4,000 visitors search for and
view offers and sign up for alerts; 250 candi-
dates submit an online application to apply for
one or more offers.
To ensure equity and transparency, all candi-
dates for the same position complete the same
application in which only experience, training
and skills are considered. The application does
not ask for a date of birth or a photo.
Encourage
Tomorrow's Designers
LVMH works to encourage talent
by assisting young people
in the design and luxury industries.
LVMH and Moët & Chandon again
partnered for the Hyères
International Fashion
and Photography Festival as official
sponsors. The image opposite
shows the work of Anthony
Vaccarello, the Grand Prize winner
for Fashion at the 2006 Festival.
2,200 offers published
83,000 applicants
4,000 visits per day
professional opportunities within the Group compa-
nies are available on the LVMH Internet sites. Each
job offered includes a job description that precisely
defines the experience and skills needed in the posi-
tion to be filled. Candidates are selected primarily
based on the fit between the skills required and those
of the candidate, whatever his or her origin or type
of experience. Many of the Group's companies have
developed recruiting procedures to make the most
objective choice possible among candidates for a
position.
LVMH and YOU in 2006
SUSTAINABLE DEVELOPMENT LVM H 2 0 0 6 57