talent development program latam … to know danone 1 talent development program latam innovation...
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1GETTING TO KNOW DANONE
TALENT DEVELOPMENT PROGRAM
LATAM INNOVATION
Mercer LACBF Meeting_ 16 April 2015
4
HISTORY
1919 Danone was founded by Isaac CARASSO in Barcelona, España
Aware on the researchs from Nobel laureate and Pasteur Institute
director Elie Metchnikoff on lactic ferments, Isaac Carasso introduced
yogurt to treat the local children suffering from intestinal disorders.
Doctors in Barcelona prescribed yogurt for their patients
Isaac named the new brand after his son Daniel,
whose nickname in Catalan was “Danon”
5
HISTORY
1929 Daniel Carasso himself
rolled out the brand in France.
1942 During the occupation of
France in World War II, Daniel
emigrated to the United States,
where he founded Dannon US.
Danone Spain, Danone France
and Dannon grew rapidly
throughout the 1950s
1967 Danone France merged
with Fromageries Gervais to
become France’s leading fresh
dairy specialist
1966 Antoine Riboud created BSN
Merging Boussois, producer of flat
glass, with Verreries Souchon-
Neuvesel.
Riboud’s next strategie “from
container to content.”
1970 Beverage business with Evian
and beers Kronenbourg
6
HISTORY
DECEMBER 1972 Merge BSN-GERVAIS-DANONE
Riboud’s Speech of Marseille
Defined corporate social responsibility. The milestone of
DANONE’s values and dual project (Economic & Social)
1980 BSN-GERVAIS-DANONE’s expansion in Food BusinessAmora, Maille, Vandamme, La Pie Qui Chante, Liebig, Galbani , Volvic
1986 BSN-GERVAIS-DANONE’s includes Biscuits
1990’ Expansion in Eastern Europe, Asia & LATAM
7
HISTORY
1994 BSN-GERVAIS-DANONE becomes DANONE
Making Health our Mission
Creation of Grameen DANONE Foods in Bangladesh(social business designed to produce nutrient-fortified yogurt that poor rural
populations can afford)
1996 Franck Riboud succeeds his father
1997 The group focused on
FRESH DAIRY PRODUCTS, WATERS AND BISCUITS
2006
2007 DANONE sold the Biscuits Business
Acquisition of Royal Numico, a global leader in BABY and
MEDICAL NUTRITION
2009 Creation of Danone EcoSystem Fund(to finance and developp dairy farming, local distribution systems, packaging recycling networks,
personal services, and socio-economic development in the regions around our plants)
A PRODUCT RANGE 100% HEALTH DRIVEN IN LINE WITH OUR MISSION
Growth/ Building Capital
Maintenance/ prevention
Ageing process/ Problem solving
Sp
eci
fic
nu
trit
ion
/
Foo
d n
ee
ds
Infants/Children Adults Seniors
Low
High
A 100% health portfolio
BRINGING HEALTH THROUGH FOOD TO AS MANY PEOPLE AS POSSIBLE
2013 SALES BY BUSINESS LINE
€4.3 billion+3.6% like-for-like growth in 2013
No. 2 worldwideEarly life Nutrition
€11.8 billion+3,3 %* like-for-like growth in 2013
No. 1 worldwideFresh Dairy Products
€3.9 billion+11,2 %* like-for-like growth in 2013
No. 2 worldwide (by volume)
Waters
€1.3 billion+5.8 %* like-for-like growth in 2013
No. 1 in EuropeMedical Nutrition
20%
18%
6%
56%
€21,298 mln
#1 Russia 11%
#2 France 10%
#3 United States 8%
#4 China 7%
#5 Indonesia 6%
#6 Spain 5%
#7 Mexico 5%
#8 Argentina 5%
#9 United Kingdom 5%
#10 Brazil 4%
ALMA39%
Europe39%
CIS & Noram22%
Top 10 contributors to 2013 sales2013 sales by geography
>60% of sales in growth markets
2013 SALES BREAKDOWN BY GEOGRAPHY
Russia, France & USA represent over 25% of Danone’s sales worldwide.
DANONE TODAY
Business Expansion in Emerging Countries
More than 62,000 Employees in Emerging countries
(over 120,000 employees)
From 9 business lines in 1996 (Fresh Dairy Products, Waters, Biscuits, Sauces, Pastas,
Cheeses, Ready-to-Eat Meals, Glass and Beer) into just 4 business lines in 2012 (Fresh
Dairy Products, Waters, Baby Nutrition and Medical Nutrition)
From 77% of 1996 sales from Western Europe to more than 60% in Emerging Countries
today
Need to transforme the way the global workforce is
sourced, organized and managed
PEOPLE DEVELOPMENT WITH INTERNATIONAL MOBILITY
- Support the business growth
• Expand business in new countries
• Accelerate business development
• Transfer technical competences and know-how
• Transmit and embark Danone culture
International contribution along a CBU journey
- Develop our talents
• Prepare future Directors & GMs and accelerate
the development of Managers
• Benefit from cross-fertilization through
diversified team
• Build international mindset and networks
MOBILITY TALENT PROGRAM
Directors (pc 60 & above)
Middle Management
Juniors Talent
Development Program designed mainly for Middle & Senior Management
Until 2010 very few offer for
JUNIOR TALENT
LATAM SITUATION
WHAT ABOUT JUNIOR TALENTS?
Who are they?
Many publication today on Millennials (Gen Y)
One of the most studied generation in the history!
Will become soon the dominant age group in work place
What do they want?
- Career opportunities
- Mobility
- On-the-job training : coached
- Recognition
- Feedbacks
- Fast promotion
WHAT ABOUT JUNIOR TALENTS?
Who are they?
Many publication today on Millennials (Gen Y)
One of the most studied generation in the history!
Will become soon the dominant age group in work place
What do they want?
KEY BET
TO ATTRACT, MANAGE AND RETAIN THOSE TALENTS
- Career opportunities
- Mobility
- On-the-job training : coached
- Recognition
- Feedbacks
- Fast promotion
JUNIOR TALENT PROGRAM IN LATAM
Already in 2010
Decision to create in LATAM a JUNIOR TALENT PROGRAM
to boost career development through exposure in a different environment
to create networking & learning opportunities at early stages
to increase best practices sharing among CBUs
to make Danone international opportunities a reality
OBJECTIVES
TO WHOM Clear Profile DefintionLess than 30 yo and at least 2 years working experience in Danone (less than 5y of experience)
High Potential
Available to travel to any country
HOW Short term assignment (6 months)
For SPECIFIC PROJECT
With TUTORS in Host and Home (different from the Supervisor in the host)Host CBU Tutor: Facilitates integration / Provides regular feedback to ensure project stays on track and objectives are achieved
Home CBU Tutor: Key contact person within Home company / Provide technical support
With EVALUATION from the Host tutor at the end of the assignment
With PRESENTATION from the Assignee of the experience & achievment to the
Business Boards (Host & Home)
With clear new Job at return
JUNIOR TALENT PROGRAM IN LATAM
Job Opportunities
Recognition
Coached / Mentored
Challenges(strategic project and exposure)
Challenges(strategic project and exposure)
Fast Moving / Driven by
next step
Fast Moving / Driven by
next step
Already in 2010
The answer to Millennial Generation expectatives
Jaguar Program
OUR EVP FOR JUNIOR TALENTPart of a community
JAGUAR PROGRAM DESIGN
End of the Year, listing of….
JAGUAR COMMITTEE
HRD from all Businesses in LATAM + Regional HR
May/June to Oct/Nov
Projects Candidates
Linked with CBU strategy, with impact to the
business
Relevant for young talent learning &
development
Give exposure and visibility to top
management
Has to be defined, with expected outcome
Challenging but feasible to achieve during a
short-term assignment
High Potential
Less than 30yo
At least 2 years experience within DANONE
< 5 years experience
Available to work in any country
Matching done
Preparation of the Move
Assignment
EvaluationEnd of the Year
JAGUAR PROGRAM DESIGN
Policies at our
disposal
GREAT INITIATIVE AND AMBITION in an VERY RESTRICTIVE ECONOMIC ENVIRONMENT
Full Expat Package (host based policy)
Mission for expert
Commuting
Costly package / Not affordable for the Businesses /
How to ensure offer for Talents from High costly
countries (for ex: Brazil vs Argentinian)
JAGUAR PROGRAM DESIGN
Costly package / Not affordable for the Businesses /
How to ensure offer for Talents from High costly
countries (for ex: Brazil vs Argentinian)
Policies at our
disposal
GREAT INITIATIVE AND AMBITION in an VERY RESTRICTIVE ECONOMIC ENVIRONMENT
Full Expat Package (host based policy)
Mission for expert
Commuting
A possible approach
Decrease drastically the offered benefits and supports
Or managed as Light Local+
JAGUAR PROGRAM DESIGN
Policies at our
disposal
GREAT INITIATIVE AND AMBITION in an VERY RESTRICTIVE ECONOMIC ENVIRONMENT
Full Expat Package (host based policy)
Mission for expert
Commuting
A possible approach
Decrease drastically the offered benefits and supports
Or managed as Light Local+
Costly package / Not affordable for the Businesses /
How to ensure offer for Talents from High costly
countries (for ex: Brazil vs Argentinian)
JAGUAR PROGRAM DESIGN
1) A PROGRAM BASED on MISSION PACKAGE APPROACH
Business Trip
Stay on Home payroll
Current Payroll Mass for the Home CBU
Flight ticket
Get reimbursed Hotel
Get reimbursed Restaurant
Get Business Travel Insurance
JAGUAR PROGRAM DESIGN
1) A PROGRAM BASED on MISSION PACKAGE APPROACH
Business Trip JAGUAR Package
Stay on Home payroll
Current Payroll Mass for the Home CBU
Flight ticket
Get reimbursed Hotel
Get reimbursed Restaurant
Get Business Travel Insurance
Stay on Home payroll
Current Payroll Mass for the Home CBU
Flight ticket in Eco (with 1 escale allowed)
Get paid Accomodation(studio or apart hotel selected by Host cbu / colocation)
Get paid a Per Diem (for 1 meal per day in Host city)
Get International Health Insurance (for emergencies. Costs :
600eur for 6 months) and Repatriation Insurance (Costs : 59eur for 6 months)
Get 1 return ticket if Christmas period during the assignement
Visa + 45kg extra lugage
JAGUAR PROGRAM DESIGN
CBU 1 CBU 2
CBU 1 keeps his Talent’s payroll costs
2) A PROGRAM BASED on SWAP OF TALENT and SPLIT of COSTS
CBU 1 pays the 6 months supports
Already in the annual Budget
Investment for the development of its
Talent / Costs related to local reality
CBU 2 keeps his Talent’s payroll costs
CBU 2 pays the 6 months supports
Already in the annual Budget
Investment for the development of its
Talent / Costs related to local reality
ARGENTINA BRAZIL
ARGENTINIAN CBU COSTS
To receive a Brazilian
Argentinian Payroll Mass
Per diem based on arg index
Local Accomodation in ARS
To develop its Talent
BRAZILIAN CBU COSTS
To receive an Argentinian
Brazilian Payroll Mass
Per diem based on brazilian index
Local Accomodation in BRL
To develop its Talent
Program Investment from 10,000 to 15,000 usd
JAGUAR PROGRAM DESIGN
JAGUAR EXAMPLE : A SUCCESS STORY
MEXICAN TALENT
IS PROJECT(New Scheme & orga for service level monitoring & communication)
implemented in Argentina and in Mexico
Competencies:
KPI monitoring & follow up
Opportunity of development:
Marketing & Communcation
ARGENTINIAN TALENT
Competencies:
Marketing & Communication
Opportunity of development:
KPI monitoring & follow up
Complementary profile for same
Project in both countries
JAGUAR EXAMPLE : A SUCCESS STORY
ARGENTINA6 months
MEXICAN TALENT
IS PROJECT(New Scheme & orga for service level monitoring & communication)
implemented in Argentina and in Mexico
Competencies:
KPI monitoring & follow up
Opportunity of development:
Marketing & Communcation
ARGENTINIAN TALENT
Competencies:
Marketing & Communication
Opportunity of development:
KPI monitoring & follow upMain objective :
Implementation of KPI follow up
Jaguar Development:
Learning on “Communication”
Complementary profile for same
Project in both countries
JAGUAR EXAMPLE : A SUCCESS STORY
ARGENTINA6 months
MEXICAN TALENT
IS PROJECT(New Scheme & orga for service level monitoring & communication)
implemented in Argentina and in Mexico
MEXICO6 monthsCompetencies:
KPI monitoring & follow up
Opportunity of development:
Marketing & Communcation
ARGENTINIAN TALENT
Competencies:
Marketing & Communication
Opportunity of development:
KPI monitoring & follow upMain objective :
Implementation of KPI follow up
Jaguar Development:
Learning on “Communication”
Main objective :
Implementation of communication tool kit
Jaguar Development:
Learning on “KPIs follow up”
Complementary profile for same
Project in both countries
JAGUAR EXAMPLE : A SUCCESS STORY
ARGENTINA6 months
MEXICAN TALENT
IS PROJECT(New Scheme & orga for service level monitoring & communication)
implemented in Argentina and in Mexico
MEXICO6 monthsCompetencies:
KPI monitoring & follow up
Opportunity of development:
Marketing & Communcation
ARGENTINIAN TALENT
Competencies:
Marketing & Communication
Opportunity of development:
KPI monitoring & follow upMain objective :
Implementation of KPI follow up
Jaguar Development:
Learning on “Communication”
Main objective :
Implementation of communication tool kit
Jaguar Development:
Learning on “KPIs follow up”
JUNIOR TALENTS CO-DEVELOP THEMSELVES
Complementary profile for same
Project in both countries
JAGUAR PROGRAM AFTER 4 YEARS
60 JUNIORS developed in LATAM Marketing 17
Sales 10
Supply 9
Human Resources 7
Finance 6
Industry 4
IS 2
Purchasing 2
Quality 2
R&D 1
3 Top Functions: Marketing, Sales, Supply
Countries Home & Host
Argentina, Brazil, Chile, Colombia, Mexico, Uruguay
Evaluation
100% Satisfaction of Tutors & GM sponsors
96% Satisfaction of Assignee
No resignation
Promotion within the 6 months after return
JAGUAR PROGRAM : KEY LEARNING
Pragmatical constraints: ImmigrationCountries will need to transform their rules as well with the new Mobile Workforce
Need correct selection of candidates and projects
HOST HR team’s strong implication (welcome, induction, supports)
Problems on pragmatical daily basis for only 6 months, create the unsatisfaction
The right person at the right place for the right
period and for the right cost
ANTICIPATION
Clear growth deal with HOME HR: Next Position at return
SELECTION
Max 180 days in the host country: fiscal purpose
PREPARTION
Anticipation: unexpected event creates extra costs
JAGUAR PROGRAM : 2015
In 2015, extension of the program at Global Level
Efficient co-Work between Talent Management Team
and C&B/Mobility Team
Jaguar Program
New program in progress in LATAM for Middle Management
Talent, since 2013