A L Oreal Case Study Management Essay

A L O authentic Case Study Management EssayNowadays companies try to be more and more efficient. This c oncerns non only product quality or production processes but also the quality of the liveforce. On that respect, employee winment is headstone in achieving challenging productivity usefulness objectives and simply to relieve oneself the company to perform better.Before talking about the different processes used by companies to train their employees and offend competencies, lets remind ourselves that more constraints have to be wagen into account such as local regulations. In France for moral there is the DIF, Droit Individuel la Formation. Its a law passed in 2004, which allows employees to follow genteelness programs. This to show that the social policy of a state can also affect the fostering process of employees in a company.In the following split up well ignore political aspects and focus on the different processes implemented by LOreal and American Express.LOre al case studyTalent directionTo begin lets take the example of LOreal, the worlds largest cosmetics and beauty company.This company is well-known to employ Good Practices in Training and personal Development.To illustrate our proposal, we refer to an interview of a Latin American talent managing director of LOreal, Judith Ruiz De Esquide.Her role is to take a look at the different teams based in Latin America. She has to have a good companionship of the employee motivations, skills, strengths or expectations and she has to match these with the external environment both economic and cultural.LOreal uses the Talent Management Directors net constitute for sharing talent, improve processes and promote international mobility of the employees.Each employee is personally monitored skills, motivation, achievements and even his sensibility to the environment (very important in the world of Beauty) be assessed on a regular basis.To identify potential talent and thus to manage them, Judit h spends most of her time with employees in the Latin America operations of LOreal. The c areer development is a key factor of success according to Judith. She organizes testicle meetings some(prenominal) times per year associated to daily and individual follow-up.Talent management is a process which enables the identification of the employees strengths and weaknesses as well. Given the task the employee has to fulfil or allow fulfil in the future, a training plan is derived to close the gap with the targeted competencies that have to be acquired by the employee.In a context of globalization, important companies are composed of thousand of employees. Thus talent management becomes an important contributor to the performance of the company.I think a good talent management remains can be very effective in raising the motivation level of the employees. If employees are motivated and they feel as good at work as at home, they will work better and harder for the company.Training prog ramsLOreal also use internal training program to boost their employee skills and motivation.These kinds of programs are designed for managers from some(prenominal) countries. To be efficient they are run several times a year and are organized by companies who are specialist in the field, e.g. Rosinski Company. These programs are offered in several languages such as English, French or Italian.We chose to work with Rosinski Company for multiple reasons we appreciate this excellent team of experienced and diverse Trainers, the business-oriented scholarship approach, and the consistently positive feedback after the seminars.Yvonne von de Finn Project Manager Learning for development MDC Europe LOreal same(p) talent management, training programs are useful in many different directions. They help in motivating employees and giving them the opportunity to improve their skills.Particularly when employees are managers like in the case above, they lead to new master perspective.I thin k this kind of programs do bring benefits to the company and can be seen as investments (costs) despite government help in the form of subsidies sometimes. Like any material investment, the return has to be evaluated and thus the impacts of the training have to be quantified and monitored for the sake of efficacy.Talent management shall be focused and targeted at livery up the competencies of the employees to match the requirements of the organization they belong to.Source EduChoices.orgLearning by doingCompanies like LOreal also use practices such as learning by doing to develop skills of their employees. They help them to perform better in their daily tasks and activity.This way of acquiring competencies is built around action and job everyday life rather than formal training programs.Lets see below a brief description of the process according to a professionalInstead of a theoretical discussion about strategic planning or project management, for instance, participants develop a usable strategic plan or create deliverables for their project. Employees learn in their own way and at their own pace through assignments that get real work done.In my opinion, this method is more than a way to train employees and rather an example that every company should adopt in their daily management scheme.This strategy can be very efficient because it allows for a focus on problems of real interest to the company, on which each employee can find solutions. Its very concrete and precise because it directly applies to the job himself.American Express Case studyThe creation of diversity managementAmerican Express received recently the tittle of Top Company for Employee-Resource Groups. American Express is a good example of how the idea of diversity management is implemented in large companies.Diversity management moldiness begin with visible leadership. This means that the CEO and executive team must lead by example and be visible supporters of diversity as a business driver while holding their direct reports accountable for results .The management of diversity can be very useful for the development of employees in several ways.When you work with people from different countries and different cultures, you may learn more than working with people from the same country as yours. I think this climate of diversity allows for the development of new working methods and new ways of seeing things.Yet I think that valid metrics are needed to see the positive impact of diversity management.Management should in this case flock up clear objectives and preserve middle management.This rather new concept has to be well managed in order to perform better than classical work model.A diverse and inclusive culture is a corporate asset for American Express.Kenneth Chenault, Chairman Chief Executive Officer.Transferability of knowledge and skills back to the jobOn this last part, Id like to comment on the transferability of knowledge.I think each employee or manager has to keep in mind that the transfer of training, i.e. knowledge capitalization, is the key in terms of value for a company in the long run.The knowledge of each employee should be easily transferable to other new employee and this should be handled through a complete and thorough process.This is good for the integration of new employees. They always perform and feel better after a good training on the task they are supposed to perform.Another important element is the fact that new skill or knowledge should be maintained once they have been completed.My current experience as an intern on a trading desk at HSBC Paris is in my opinion a very applicable example. Before really starting I had a 3-week training with the past intern. Then I learnt how to use the IT system, how to work in a specific environment, how to underwrite with the daily tasks I was supposed to fulfil. These 3 weeks taught me also how to behave not only with my colleagues but also with the clients of HSBC. It was for my integration. It gave me confidence but provided me with a significant step-up in efficiency and well-being.Conclusion