TALENT DEVELOPMENT PROGRAM LATAM … to know danone 1 talent development program latam innovation mercerlacbf meeting_ 16 april2015

1GETTING TO KNOW DANONE

TALENT DEVELOPMENT PROGRAM

LATAM INNOVATION

Mercer LACBF Meeting_ 16 April 2015

2GETTING TO KNOW DANONE

3

QUIZZ

DO YOU KNOW THE ORIGINE OF THE NAME

DANONE?

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)

HISTORY

Sept 2014 First Talent in DANONE

HISTORY

Sept 2014 First Talent in DANONE

Emmanuel FABER succeeds Franck Riboud

10

1996-2013: FOCUSING THE PRODUCT PORTFOLIO

ON HEALTHY FOOD

11

DANONE: A UNIQUE MISSION

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

A PRODUCT RANGE 100% HEALTH DRIVEN IN LINE WITH OUR MISSION

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

15

1996-2013: A NEW GLOBAL EQUILIBRUM

#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

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?

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


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)





Policies at our

disposal



Mission for expert

Commuting

A possible approach

Decrease drastically the offered benefits and supports

Or managed as Light Local+


Policies at our

disposal



Mission for expert

Commuting

A possible approach

Decrease drastically the offered benefits and supports

Or managed as Light Local+





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


1) A PROGRAM BASED on MISSION PACKAGE APPROACH

Business Trip JAGUAR Package



Flight ticket

Get reimbursed Hotel

Get reimbursed Restaurant

Get Business Travel Insurance



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


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 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



Complementary profile for same

Project in both countries


ARGENTINA6 months

MEXICAN TALENT



Competencies:




ARGENTINIAN TALENT

Competencies:



KPI monitoring & follow upMain objective :

Implementation of KPI follow up

Jaguar Development:

Learning on “Communication”




ARGENTINA6 months

MEXICAN TALENT



MEXICO6 monthsCompetencies:




ARGENTINIAN TALENT

Competencies:





Jaguar Development:


Main objective :

Implementation of communication tool kit

Jaguar Development:

Learning on “KPIs follow up”




ARGENTINA6 months

MEXICAN TALENT



MEXICO6 monthsCompetencies:




ARGENTINIAN TALENT

Competencies:





Jaguar Development:


Main objective :

Implementation of communication tool kit

Jaguar Development:

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

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

OBRIGADAGRACIAS

THANK YOU

MERCI

Documents

TALENT DEVELOPMENT PROGRAM LATAM … to know danone 1 talent development program latam innovation mercerlacbf meeting_ 16 april2015