Luxury goods group lvmh recruitment: looking forward to talent and creativity

december last year a late night, the world's largest luxury goods group lvmh asia-pacific human resources manager lu manli ( vanessaribes) in the hall of tongji university school of management. in the auditorium packed with students eagerly listened to.

whether undergraduate or mba, accompanied by lu manli of them, to understand they are not suitable for the luxury brand into the family of the staff.

for lvmh group, their expansion in china also has only just begun to recruit the number will more and more.

luman li's trip is mainly to the group's sales and marketing departments careers, and the well-known university undergraduate and graduate students, even mba may become her prey &# 8221;. we have such a luxury goods group, is most in need of creative people. this sentence is a given regardless of the tongji mba to make propaganda, or accept the first financial daily in an exclusive interview with reporters, lu manli from the mouth of the city from time to time to emerge.

because of the management of human resources, including staff recruitment and training and management of the whole group of closely related concepts, lu manli to Adidas Shoes the candidate about the recruitment criteria, the first group of the federation on a management concept, it is to keep the company has more and more brands and the group's unique culture, and every employee can fully understand and recognize them and encourage reform and innovation of the strong desire and the constant search for and development groups within and outside the natural talent. therefore, let luman li stripped of the people, must be creative and innovative capacity, the entrepreneur must have the passion.

luman li told reporters, just zouchuxiaomen university students, whether they are undergraduate or mba, the group will enter the market from the bottom of the sale or start with, after 3-4 years of work, can be promoted to brand manager. because to become a successful luxury brand managers must not only ensure that business can be as simple. they should have a solid basic skills, but also is responsible for day-to-day retail management, store layout and image maintenance, personnel recruitment and training incentives in areas such as putting in a lot of energy. for example, the company's visual display window and attached great importance to all of the world outside the shop window should be replaced monthly theme. the overall theme of creativity from france completed, but the specific display and store furnishings shop will be left to each of the larger creative space, and all the store manager on the need to personally responsible for and participation in this area.

however, lvmh groups on the candidate's professional background is not particularly valued. luman li said she was in college because of a research paper obtained the scholarship lvmh group, which fortunately into the lvmh group, to become the group's asia-pacific human resources manager. companies often because of your article, or a discourse of the interviews, the candidates have found that integration into the group and the brand's potential and the passion of reform and innovation, so as to find suitable staff.

complete Bvlgari Watches and detailed training is lvmh groups in the recruitment, the courage to put more emphasis candidates natural and creativity of the important weight. lu manli, joined the staff of each group, are required to accept on the group and on the two major brands in strict training, thus enabling employees to better integrate into the company's culture, a better understanding of luxury and luxury goods group.

group on the training, mainly concentrated in the group owns the four training centres. lvmh group Swiss Watches of employees each year in four separate training centres in at least two days of training, covering financial, market, and other aspects of the group's business. this makes the training lvmh group highlighted a characteristic: the people of different departments to accept the contents of the same training, we should learn from other departments to grasp the knowledge. you can not guarantee that this sector employees will not be Accutron Watches transferred to other departments, will not become managers of other departments, so we should we choose to train the staff as' almighty '. luman li said.

and training on the brand, but also through the staff after the group entered the lvmh throughout. staff into a group, we should be arranged to understand all the brands, brands understand the history, culture, and one implication of these brands in the value of the group, so that the staff and organic brands and groups to work together, with full brand exchange. in the early post-training unlimited long period of time, employees should be guided to see what kind of works of art, what kind of newspaper, or even what kind of books. in addition, the company also sent staff to france, spain or italy, so that they feel personally to a long history of art, to accept the high culture of influence.

according to lu manli, because luxury goods group is always the face of the high-end customers, the group also pays special attention from the most minor of the highest quality services and products in pursuit of their products and services the pursuit is almost harsh, even by the training also detailed how to clients pouring.

in the louis vuitton (lv) the company's sales department, has called a greater the special training. lv the so-called greater training is advocated by a very detailed day-to-day customer service norms and standards, which cover almost all the sales service you can think of respect. this set of norms aimed at promoting sales staff to explore customer needs from start to provide simple information. the company will continue from the training, managers teach, the mysterious visitor to assess various aspects of its implementation and to promote the improvement of the quality of services. will be set up for staff supervision, supervision of staff's words and deeds every day whether the training results, whether the increasingly close to the company's culture and service requirements. general per 5-7 staff will be targeting a steering.

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