TALENT DEVELOPMENT PROGRAM LATAM INNOVATION
1 Mercer LACBF Meeting_ 16 GETTINGApril 2015 TO KNOW DANONE GETTING TO KNOW DANONE 2 QUIZZ
DO YOU KNOW THE ORIGINE OF THE NAME
DANONE?
3 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”
4 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 1966 Antoine Riboud created BSN Merging Boussois, producer of flat 1967 Danone France merged glass, with Verreries Souchon- with Fromageries Gervais to Neuvesel. become France’s leading fresh dairy specialist Riboud’s next strategie “from container to content.”
1970 Beverage business with Evian
and beers Kronenbourg 5 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 Business Amora, Maille, Vandamme, La Pie Qui Chante, Liebig, Galbani , Volvic
1986 BSN-GERVAIS-DANONE’s includes Biscuits
1990’ Expansion in Eastern Europe, Asia & LATAM
6 HISTORY
1994 BSN-GERVAIS-DANONE becomes DANONE
1996 Franck Riboud succeeds his father
1997 The group focused on FRESH DAIRY PRODUCTS, WATERS AND BISCUITS 2006 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) 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) 7 HISTORY
Sept 2014 First Talent in DANONE HISTORY
Sept 2014 First Talent in DANONE
Emmanuel FABER succeeds Franck Riboud 1996-2013: FOCUSING THE PRODUCT PORTFOLIO ON HEALTHY FOOD
10 DANONE: A UNIQUE MISSION
11 A PRODUCT RANGE 100% HEALTH DRIVEN IN LINE WITH OUR MISSION
BRINGING HEALTH THROUGH FOOD TO AS MANY PEOPLE AS POSSIBLE
A 100% health portfolio
Growth/ Maintenance/ Ageing process/ Building Capital prevention Problem solving High Food needs Food Specific nutrition/ Specific nutrition/
Low
Infants/Children Adults Seniors A PRODUCT RANGE 100% HEALTH DRIVEN IN LINE WITH OUR MISSION 2013 SALES BY BUSINESS LINE
€4.3 billion €1.3 billion 6% +3.6% like-for-like growth in 2013 +5.8 %* like-for-like growth in 2013 No. 2 worldwide 20% No. 1 in Europe Early life Nutrition Medical Nutrition €21,298 mln
€3.9 billion 18% +11,2 %* like-for-like growth in 2013 €11.8 billion 56% +3,3 %* like-for-like growth in 2013 No. 2 worldwide (by volume) No. 1 worldwide Waters Fresh Dairy Products 1996-2013: A NEW GLOBAL EQUILIBRUM
15 2013 SALES BREAKDOWN BY GEOGRAPHY
2013 sales by geography Top 10 contributors to 2013 sales
#1 Russia 11%
#2 France 10%
#3 United States 8%
#4 China 7% ALMA Europe #5 Indonesia 6% 39% 39% #6 Spain 5%
#7 Mexico 5%
#8 Argentina 5%
CIS & Noram #9 United Kingdom 5% 22% #10 Brazil 4%
Russia, France & USA represent over >60% of sales in growth markets 25% of Danone’s sales worldwide. DANONE TODAY
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 Business Expansion in Emerging Countries
More than 62,000 Employees in Emerging countries (over 120,000 employees)
Need to transforme the way the global workforce is sourced, organized and managed PEOPLE DEVELOPMENT WITH INTERNATIONAL MOBILITY
- Support the business growth - Develop our talents • Expand business in new countries • Prepare future Directors & GMs and accelerate • Accelerate business development the development of Managers • Transfer technical competences and know-how • Benefit from cross-fertilization through diversified team • Transmit and embark Danone culture • Build international mindset and networks
International contribution along a CBU journey MOBILITY TALENT PROGRAM
Development Program designed mainly for Middle & Senior Management
LATAM SITUATION
Directors (pc 60 & above)
Middle Management
Until 2010 very few offer for Juniors Talent JUNIOR TALENT MOBILITY TALENT PROGRAM
Programs and Mobility Policies mainly focused on
Source: MERCER, 2012 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? - Career opportunities - Mobility - On-the-job training : coached - Recognition - Feedbacks - Fast promotion
KEY BET TO ATTRACT, MANAGE AND RETAIN THOSE TALENTS JUNIOR TALENT PROGRAM IN LATAM Already in 2010 Decision to create in LATAM a JUNIOR TALENT PROGRAM
OBJECTIVES 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
TO WHOM Clear Profile Defintion Less 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
Already in 2010 The answer to Millennial Generation expectatives
Job Opportunities
Challenges (strategic(strategic project and exposure)exposure )
Fast Moving / Driven by next step
Coached / Mentored
Recognition Jaguar Program
OUR EVP FOR JUNIOR TALENT Part of a community JAGUAR PROGRAM DESIGN
JAGUAR COMMITTEE HRD from all Businesses in LATAM + Regional HR
End of the Year, listing of…. Projects Candidates Linked with CBU strategy , with impact to the High Potential business Less than 30yo Relevant for young talent learning & At least 2 years experience within DANONE development < 5 years experience Give exposure and visibility to top Available to work in any country management Has to be defined, with expected outcome Challenging but feasible to achieve during a short-term assignment Matching done
Preparation of the Move
May/June to Oct/Nov Assignment
End of the Year Evaluation JAGUAR PROGRAM DESIGN
GREAT INITIATIVE AND AMBITION in an VERY RESTRICTIVE ECONOMIC ENVIRONMENT
Policies at our Full Expat Package (host based policy) disposal 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
GREAT INITIATIVE AND AMBITION in an VERY RESTRICTIVE ECONOMIC ENVIRONMENT
Policies at our Full Expat Package (host based policy) disposal 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)
A possible approach Decrease drastically the offered benefits and supports Or managed as Light Local+ JAGUAR PROGRAM DESIGN
GREAT INITIATIVE AND AMBITION in an VERY RESTRICTIVE ECONOMIC ENVIRONMENT
Policies at our Full Expat Package (host based policy) disposal 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)
A possible approach Decrease drastically the offered benefits and supports Or managed as Light Local+ 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 Stay on Home payroll
Current Payroll Mass for the Home CBU Current Payroll Mass for the Home CBU
Flight ticket Flight ticket in Eco (with 1 escale allowed)
Get reimbursed Hotel Get paid Accomodation (studio or apart hotel selected by Host cbu / colocation)
Get reimbursed Restaurant Get paid a Per Diem (for 1 meal per day in Host city)
Get Business Travel Insurance 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
2) A PROGRAM BASED on SWAP OF TALENT and SPLIT of COSTS CBU 1 CBU 2
CBU 1 keeps his Talent’s payroll costs CBU 2 keeps his Talent’s payroll costs Already in the annual Budget Already in the annual Budget CBU 1 pays the 6 months supports CBU 2 pays the 6 months supports Investment for the development of its Investment for the development of its Talent / Costs related to local reality Talent / Costs related to local reality JAGUAR PROGRAM DESIGN
ARGENTINA BRAZIL
ARGENTINIAN CBU COSTS BRAZILIAN CBU COSTS To receive a Brazilian To receive an Argentinian
Argentinian Payroll Mass Brazilian Payroll Mass
To develop its Talent To develop its Talent Per diem based on arg index Per diem based on brazilian index Local Accomodation in ARS Local Accomodation in BRL
Program Investment from 10,000 to 15,000 usd JAGUAR EXAMPLE : A SUCCESS STORY
IS PROJECT (New Scheme & orga for service level monitoring & communication) implemented in Argentina and in Mexico
MEXICAN TALENT
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
IS PROJECT (New Scheme & orga for service level monitoring & communication) implemented in Argentina and in Mexico
MEXICAN TALENT ARGENTINA
Competencies: 6 months KPI monitoring & follow up Opportunity of development: Marketing & Communcation
ARGENTINIAN TALENT Competencies: Marketing & Communication Opportunity of development: KPI monitoring & follow up Main objective : Implementation of KPI follow up Complementary profile for same Project in both countries Jaguar Development: Learning on “Communication” JAGUAR EXAMPLE : A SUCCESS STORY
IS PROJECT (New Scheme & orga for service level monitoring & communication) implemented in Argentina and in Mexico
MEXICAN TALENT ARGENTINA MEXICO Competencies: 6 months 6 months KPI monitoring & follow up Opportunity of development: Marketing & Communcation
ARGENTINIAN TALENT Competencies: Marketing & Communication Opportunity of development: KPI monitoring & follow up Main objective : Main objective : Implementation of KPI follow up Implementation of communication tool kit Complementary profile for same Project in both countries Jaguar Development: Jaguar Development: Learning on “Communication” Learning on “KPIs follow up” JAGUAR EXAMPLE : A SUCCESS STORY
IS PROJECT (New Scheme & orga for service level monitoring & communication) implemented in Argentina and in Mexico
MEXICAN TALENT ARGENTINA MEXICO Competencies: 6 months 6 months KPI monitoring & follow up Opportunity of development: Marketing & Communcation
ARGENTINIAN TALENT Competencies: Marketing & Communication Opportunity of development: KPI monitoring & follow up Main objective : Main objective : Implementation of KPI follow up Implementation of communication tool kit Complementary profile for same Project in both countries Jaguar Development: Jaguar Development: Learning on “Communication” Learning on “KPIs follow up”
JUNIOR TALENTS CO-DEVELOP THEMSELVES JAGUAR PROGRAM AFTER 4 YEARS
60 JUNIORS developed in LATAM Marketing 17 Sales 10 Supply 9 3 Top Functions: Marketing, Sales, Supply Human Resources 7 Finance 6 Industry 4 Countries Home & Host IS 2 Argentina, Brazil, Chile, Colombia, Mexico, Uruguay Purchasing 2 Quality 2 R&D 1 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: Immigration Countries will need to transform their rules as well with the new Mobile Workforce
Max 180 days in the host country: fiscal purpose
Need correct selection of candidates and projects
Anticipation: unexpected event creates extra costs Clear growth deal with HOME HR: Next Position at return
HOST HR team’s strong implication (welcome, induction, supports) Problems on pragmatical daily basis for only 6 months, create the unsatisfaction
SELECTION The right person at the right place for the right PREPARTION period and for the right cost ANTICIPATION JAGUAR PROGRAM : 2015
In 2015, extension of the program at Global Level
Jaguar Program
New program in progress in LATAM for Middle Management Talent, since 2013
Efficient co-Work between Talent Management Team and C&B/Mobility Team GRACIAS OBRIGADA
THANK YOU
MERCI