Constantinos Bovolis Human Resources Director

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Constantinos BovolisHuman Resources Director

• Current Training Development Practices at
  LOreal Hellas

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Learning for Development at LOreal

• creates links between people, facilitates the
  transfer of experience and brings in the best
  expertise and new ideas from outside
• LFD aims
• Integrate newcomers
• Develop expertise
• Stimulate initiative - creativity diversity
• Impart an understanding of the beauty metier
• Facilitate access to external intelligence and
  benchmark with other organisations
• Support our business

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Our Mission

• LEARNING FOR DEVELOPMENT was designed to be a
  partner for the business, for L'Oreal's
  individual managers, teams and organization.
• It is there to promote the development of
  employees in terms of their professional
  competence and personal development so that they
  are capable of responding to the evolving needs
  and demands of a competitive business environment.

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• Key pillars

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Training Tracks
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THE 6 DIMENSIONSOF FIT Follow-up and
Integration Track

• A 2-year induction into the world of LOréal
• It contains complementary opportunities for
  learning, allowing newcomers to acquire the
  necessary knowledge and competencies that help
  them feel at ease and find the right path within
  the Group.
• It includes field courses, training and
  round-table discussions, on-the-job learning
  supported by management, and individual guidance
  and mentoring.

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THE 6 DIMENSIONSOF THE PROGRAMME
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Who should be involved in LOréal FIT?

• L'Oréal FIT requires all members of a subsidiary
  to share the same vision
• The Management Committee, Team Managers, HR Team
  and the Newcomers themselves.

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What are the benefits for the new employee and
for LOréal?
FOR THE NEW EMPLOYEE
ACQUIRING L'ORÉAL "MÉTIER" CULTURE SETTING UP AN
INITIAL PROFESSIONAL NETWORK REVEALING TRUE
POTENTIAL DEVELOPING AND EVOLVING
FASTER PROFESSIONAL FULFILMENT WITHIN THE GROUP
FOR LORÉAL
BUILDING TEAMS THAT PERFORM BETTER WORKING
EFFICIENTLY WITH DIFFERENT PERSONALITIES AND
CULTURES REALISING THE GROUP'S AIM OF DEVELOPING
INDIVIDUAL TALENTS CULTIVATING AND NURTURING OUR
CULTURE!
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Métier Hair Care Styling Workshop
Métier Skin Make-up Workshop
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• Managing Appraising Performance

• Performance appraisal on 4 criteria
• fulfillment of the mission (long term challenge)
• mastering of Key job accountabilities
• achievement of Individual business objectives
• achievement of Human leadership objectives (if
  team leader)
• Development of competencies
• Appraisal of competencies, both
  General/Management and Professional/Technical
  competencies
• Definition of an individual Development plan
• Short term aspirations job enrichment
• Mid-term aspirations career and mobility
  aspirations, both geographical and professional
• Link between appraisal and compensation decisions
  through Ratings

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Performance appraisal

• Year-end review (YER) ? focused on
• employee evaluation
• next years objectives
• employee aspirations (takes place with the n1
  and n2)
• Mid-year review (MYR) ? focused on
• mid-year performance trend and personalized
  development plan (takes place with the n1)

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Development plan update

• Development priorities 3 to 4 competencies
• On-the-job learning
• learning situations
• supportive actions from the manager
• Proposed training courses
• Must Haves
• Individual training plan
• Career Aspirations Talent reviews
• Succession Plan

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Learning for Development Training Tracks
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Training Tracks

• Share our unique company culture
• Build bridges between individuals
• Construct a sense of belonging
• Foster cross-functional networking

Vision Culture

• Transition to Team Management
• Transition to Advanced Management
• Transition to General Management
• People development skills
• Managerial and communication skills

Management Personal Development

• Examples.
• Métier seminars
• Marketing Basics
• Quality Seminar

Professional Expertise
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The best experts

• In-house expertise
• 80 of training provided internally
• LOréal experts get actively involved and share
  their expertise.
• 50 of LFD teams have previous business
  experience
• And the best of external influences
• Employees are encouraged to visit museums,
  galleries...
• The best business-school professors and
  recognized external training and market experts.
• Mini-induction programes for outside providers so
  that training is fully tailored to LOréal.

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Dedicated centres

• 5 Management Development Centres in Paris, Rio de
  Janeiro, Shanghai, New York, Dubai
• Used for management and communication training
• Facilitate networking among multicultural
  participants
• Brings consistent learning within zones
• CEDEP
• Center for Senior Executive Development

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My Learning

• My Learning is one of the LOréal Me online
  services for staff. It provides access to
• General information on learning within LOréal
  and understanding our culture
• A new online learning system
• Through the online learning system staff will be
  able to
• Search learning solutions adapted to their
  development priorities
• Access online learning resources (e-learning,
  videos, articles, podcasts)
• Share and browse best practices and learning tips
• Choose their training sessions online once they
  have been enrolled for a course by their Learning
  for development manager
• Follow specific blended learning seminars
  (webcasts, prework, etc.)
• For managers and HR teams, the online system
  provides
• Instant follow-up on training courses attended or
  other learning development actions
• Access to learning resources related to business
  issues
• Information to build development plans and
  budgets

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Career development

• A long-term approach
• Based on peoples performance, calibre and
  potential
• Providing individuals with the conditions to
  develop their talent on the long term
• Offering rapid responsibility and a variety of
  career opportunities
• Generating most of the talents and competences
  necessary to the growth and development of the
  business from within
• Mobility plays a central role in career
  development
• In a war for talent context having and
  trusting that there is an ambitious opportunity
  for me at LOréal is a prime retention tool
• Mobility can only be envisaged if a job is
  mastered (mission achieved, mastery of key job
  accountabilities), because
• Excessive mobility is counter-productive for the
  business and individuals

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A structured Talent Review process
ManCom HRD
Human Resources Director
Prepares Talent Review
Talent Meeting
Individual Talent Review Form
Validated Enriched
Talent List

• Sort into  6 Categories"
• Candidates for key positions
• MANCOM
• MANCOM-1
• Promising talents
• International talents
• Specific/urgent mobility requests
• Critical situations
• No problem

Key Positions
Talents

Critical situations
Communicate back to employee

• Brief to employee
• My dream is possible
• In which timeframe how (short term action plan
  development/ training)
• Provided that I work on (Areas for development)

(Must do Potential/High Risk Talent)
Nomination Committee
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• Thank you for your attention