Louis Vuitton 2006 Annual Report Download - page 62

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Today, nearly half of the managerial positions are
filled internally. 30% of these transfers are to
another company in the Group; one out of five is
to another country.
CUSTOMIZED TRAINING
The companies of the Group offer a broad range
of training opportunities to allow employees to
develop their professional expertise and their busi-
ness skills as artisans and designers, and to share
a common vision. Training seminars are chosen on
the basis of the needs and specific characteristics of
the businesses of each company, and are organized
by the training centers in each business group.
These seminars are provided by outside trainers as
well as by Group managers who are considered
experts in their area of expertise.
In addition, LVMH organizes orientation seminars
that introduce new employees to the culture of the
Group, to its values, and to its basic management
principles and its brands. Over 14,800 employees
completed these seminars in 2006.
The Universe days (perfumes, jewelry, cham-
pagne, leather goods, etc.) initiated in 2005 were
repeated in 2006. They give employees a new vision
of a different professional universe and the oppor-
tunity to expand their sources of inspiration and
innovation.
70% of the employees attended at least one day
of training in 2006. The training was evenly divi-
ded among hierarchical levels and between men
and women.
A number of professions co-exist within the diffe-
rent companies. Technicians, financial professio-
nals, attorneys, and marketing and communica-
tion teams give the Group its power and moderni-
ty. The network of sales associates, who are the
brand ambassadors with their customers, ensure
ongoing attention to their expectations and
desires. However, the heart of the business lies
with the designers and craftsmen, the enologists,
cellar masters, leather workers, watchmakers,
setters, and others. They are the soul of LVMH. All
these professions demand excellence which
requires customized training.
A rich Variety of Professions
FORMATIVE CAREER PATHS AND FUNCTIONAL AND INTER-
NATIONAL MOBILITY
LVMH works to develop the expertise needed in
its businesses by combining professional experience,
functional and geographic mobility, and facilita-
ting cross functional projects and inter-company
networks. The goal is to make LVMH a real lear-
ning organization within which each employee
can grow individually and professionally.
The Group encourages mobility among its
employeesfrom one region to another or from
one business to another. The diversity of the compa-
nies in the LVMH group, their identity, and their
business expertise in a variety of sectors all promote
this mobility.
Every year, there are many professional promotions
adapted to the skills and aspiration of each
employee.
LVMH also encourages transfers from one profes-
sional category to another by motivating its
employees to acquire new skills, primarily through
specific training or certification courses.
58
LVM H 2 0 0 6
SUSTAINABLE DEVELOPMENT