LVMH

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LVMH offers its employees a variety of training courses

and initiatives to develop its culture of innovation and

excellence. There are specific programs to support people as they take on managerial roles and facilitate access for

women to key positions.

SUSTAINED EFFORT TO BOOST TRAINING

The LVMH holding company has put in place a three-year

road map to better meet the needs for critical skills and

new ways of learning. New formats (including workshops,

conferences and apps) and new content (such as collabo-

rative intelligence, curiosity and imagination) are emerging

to stimulate the desire to learn, enhance agility and improve

the employability of our teams. In particular, it launched

the IMPACT program to enhance skill sets that are recog-

nized as essential by the World Economic Forum, which

include self-awareness, collaborative intelligence, inclusive

leadership and agility. This unique program alternates

group workshops, individual coaching and expert speakers

(coaches, actors, naturopaths and lecturers) and spans a

six-month period.

In London, LVMH House supports executives, managers in

key positions and high potential talent. The Group will open

two new LVMH Houses in Tokyo and New York (after those in

London in 2000 and later, Singapore), as part of a continual drive to recognize the value of diversity through programs

such as EllesVMH Coaching, which promotes career devel-

opment for women, or Management and Leadership, which

focuses on both what makes participants unique and the

collective intelligence of learning groups and communities.

Programs to integrate, educate and coach new managers

have also been set up by the Maisons. They notably make it

possible to strengthen the leadership and managerial skills

of high-potential employees (Louis Vuitton, Bvlgari, Fred,

DFS) or executives (Moët & Chandon, Ruinart, Givenchy,

Chaumet).

Unique in terms of size and quality, the LVMH retail network

is a key component in customer relations and the customer

experience. The training courses in this area have been

designed on a global scale but are implemented region-

ally in order to meet the local needs of the Maisons. Brand

education, an innovative and fast-changing subject, has been

the focus of specific efforts. A global community has been established to bring together the brand education managers

in the Maisons to better enable them to share best practices.

The Maisons have also developed their own digital training and

integration programs, in particular Acqua di Parma, Givenchy

(with Givenchy Life focused on retail), Christian Dior Couture

(with Dior Digital Day set up in 2018 and My Digital Learning

Tour) and Parfums Christian Dior (with its Digital#addict

program and the Dior Digital Academy).

Specific actions aimed at developing a digital culture in line with the respective crafts of each Maison also continued to

be deployed, for example, the Shape the Future training manual from Parfums Christian Dior, the Digital Days at

Sephora, Bvlgari s ILLVMINA project covering self-assess-

ment and continuous upgrade of digital tools, and the digital

workshops organized with Google, LinkedIn and Facebook

for employees working at the headquarters of LVMH

Fragrance Brands in France.

ACTION TO BRING ABOUT INNOVATION AND CHANGE

The LVMH Group looks to its talent to stimulate innova-

tion and strive for excellence. Launched in 2017, the global

A GROUP THE SIZE OF LVMH IS DUTY-BOUND TO PROMOTE

TRANSFERRABLE SKILLS AND SUPPORT CAREER DEVELOPMENT.

THIS APPROACH INVOLVES ENHANCING EMPLOYEES SKILLS,

PROVIDING OPPORTUNITIES FOR MOBILITY AND PURSUING A SUITABLE

REMUNERATION POLICY.

D E V E L O P I N G E M P L O Y E E S K I L L S T H R O U G H O U T T H E I R E N T I R E C A R E E R