Human resources ambition

PPR's human resources ambition is to become a group of choice

The enhancement and development of Group employees' skills and talents are the essential issues of the human resources policy.

 

2006 was the year which brought all the development tools in line with the Group's strategic positioning: performance culture, internationalisation and entrepreneurial spirit.
2006 was a year which built on the progress and key moves initiated in previous years, the most important being the continuing widening of the Business Code of Conduct and monitoring of its proper implementation.

 PPR is also going one step further: with the strong involvement of the companies, the Group is extending its thinking and has formulated its commitments around four unifying axes which give the Group a common framework and henceforth structure PPR's efforts to fulfill its Corporate Social Responsibility:
 Enhancing and developing employee skills and talents,
 Constructing lasting relations with the Group's partners and local communities,
 Supporting the Group's customers as a responsible player, and
 Reducing the Group's environmental impact.
 Thus, 2006 marks the coming together of the Group's social and environmental reporting.

 

Through its Human resources ambitions, PPR sets itself four key goals:

 First of all, developing a global vision, in other words taking into account the key parameters of its business and its market (at the local level as well as international) in order to factor in their consequences into the business forecasts.

 Then, anticipating and leading changes and stimulating mobilisation and enthusiasm to help key players understand how their work fits into the overall objective, in order to foment a collective and individual sense of involvement.

 Finally, delivering performance while measuring real short and medium term success. In line with the Group's objectives, PPR orients its strategy and its actions towards a final objective of profitable and sustainable growth, putting financial goals at the heart of its priorities.
 
The keystone of these measures, the annual performance appraisal interview, completed for the Group's 130 directors through 360° feedback, allows the construction of a true development policy, in an ongoing effort to give more hands-on support to the employees.
Each year, the annual interviews are conducted by the managers and analysed in careers committees. The interviews can then be analysed with two main purposes in mind: 
 Constructing training plans suited to the development of the employees and to the needs of the company
 Identifying potential candidates for internal mobility.

PPR has set itself the aim of becoming a Group "of choice" and is reorganising itself to recruit and attract talents: schools liaison, recruitment, integration of new employees, training and remuneration are all policy areas which reflect the Group's firm determination in this area.
Finally the promotion of diversity, a commitment carried to the utmost within the Group, is at the root of all the Human Resources activity, in particular in the policy of employing disabled people.

Pragmatism and innovation make PPR a responsible group, a committed player for the future.
PPR is socially responsible and community-orientated, and the guarantor of its brands' actions and puts human values at the heart of its priorities, encourages listening to anticipate needs, develops the employability of all, supports individual and collective civic involvement initiatives.