Markets And Strategies For LVMH Group

Job analysis for an HR manager

Discuss about the Markets and Strategies for LVMH Group.

LVMH Moet hennessy Louis Vuitton SE is well known as LVMH, it is a European multinational luxury goods conglomerate and it’s headquarter is in Paris (Cavender & Kincade, 2014). The company was formed in the year 1987, Louis Vuitton and Moet hennessy were fused together to form the LVMH group. The main products are clothes, cosmetics, fashion accessories, jewellery, perfumes, sprits, watches and wines (Tse & Wright, 2014). In Singapore there are five business which are acquired by French luxury group LVMH such as Crystal jade group, Ku De Ta, Charles & Keith, Heng Long Tannery, Sincere Watch and Jewellery (Theurillat & Donzé, 2016). Sincere was one of the biggest watch retailer in Singapore but before dealing with the LVMH group the business of sincere was not so much good.

Manage the administrative function of the HR department in a very well defined manner is the main responsibility of an HR manager in the company (Stone, 2013).

Job description is a list, which a person uses for general tasks, functions and the responsibilities of a particular position. Job description is developed by job analysis that includes the analysis of all the tasks which are necessary to perform the job and also includes the knowledge and skills which are needed for the job (Cheramie et al., 2014). Maintain relationship among all the people in the organization, managerial requirements and relation with other employees all are included in job description of an HR manager of the LVMX group (Lacoste et al., 2016).

Job specification is a statement of a job which is included the summary of work, duties, responsibilities and the qualifications are required for the job (Delahaye, 2015).

Duties and responsibilities: Development of employee relation programme, making partnership with team and create policies and update it to the employee handbook, manage employee relationship cases, these are the main duties and responsibilities of the HR manager of the LVMX group (Tracey, 2015). Apart from these, support the field team in all aspects and build a good relationship with the field team, provide training to the field team, development of boutique policy and maintain the recruitment policies and recruitment procedure in a proper way so the company can get the best employees, these all are the part of duties and responsibilities of the HR manager.

Qualifications and skills: To get a job as an HR manager in the LVMX group there are some requirements which the candidates have to fill up. At first a bachelor degree is needed and in the retail industry minimum five years working experience as a human resource generalist. Apart from these the candidates should have excellent communication and interpersonal skills and as well as computer skill. The candidates should have knowledge about federal and state employment and labour laws. Analytic and organizational skills are also required for this job. The candidates should have also the experience to deal with ambiguity and develop a trusting relationship with the employees and should capable to handle the sensitive and confidential issues spontaneously.  The ability to build credibility with the external and internal partners should be needed. If all of these aspects are full filed by the candidate then he or she can get the job of an HR manager in the LVMX group (Goffee & Jones, 2015).

Qualifications and skills

Job design or work design or task design, it is the core function of Human Resource Management (Dwivedula et al., 2017). The specification of contents, methods, relationship of jobs to satisfy technological and organizational requirements and job holder’s social and personal requirements, all are related to the job design. How the job affects the job holder’s attitude, behaviour, characteristics and autonomy, all are taking consider into job design (Marinova et al., 2015). Improve job satisfaction, reduce employee problems, and improve the quality, these are the aim of job design

It is a process to design or arrange the work place, products and systems so that they fit the users without any difficulties (Young et al., 2015)

In LVMX the job responsibilities of HR manager are matched with the criteria which are needed for the recruitment of an HR manager. The knowledge and skills of a new recruited HR manager is matched with the duties and responsibilities. So the person can do his job very efficiently and day by day he becomes more and more efficient. So the efficiency is related to job design (Freund, 2015).

It is always assumed that main motivator is a good payment. But it has seen that the employee motivation is also depending upon how the job is designed (Parker, 2014). Commitment to the organization, absenteeism and turnover all are related to job design. The responsibilities of an HR manager in the LVMX group are very distinct. But if the external and internal environment of the organization are not in favour of the organization then it is very difficult for a new recruited HR manager to do the job spontaneously. Employee grievance, communication gap between the management and employees, these can create a big problem for the HR manger and the manager can’t concentrate on new recruitment, from starting the manager keeps busy to solve those problems. On the other hand if these problems do not exist in the organization as a big issue then the HR manager can do the job perfectly and be motivated to do it more efficiently.

Safety and health of the employees are the most important part of job design (Bakker & Demerouti, 2016). All the aspects of job design such as job rotation, working hours, work break should be maintained in a good manner so the employee’s physical and mental health are not being damaged. In the LVMH group there is present employee health insurance for all the employees from management to the lower level employees.

Job design and motivation

In LVMH the working environment is in favour of all the employees, so a good relationship among the management and employees has been established and the lack of employee grievance can be seen in the organization. So the mental pressure on the HR manager is reduced.

LVMH seeks to attract and recruit the most talented individuals. The organization is always looking for the best employees for each and every level of the organization (Som & Blanckaert, 2015). The company is committed to recruit without any discrimination on the basis of age, gender, opinions or any other individual characteristics.   The company recruits people with pragmatic and creative thinking and possessing international vision and the people feel a strong affinity with high quality products. Some candidates have background with luxury products and have experience to work in innovative sector. Apart from these the candidates have background of excellent delivery and a quality service to the customers.  The candidates must have the dual mind-set, they should appreciate the long history of the organization and should have entrepreneurial thinking. The mind of the employees should be distinct and creative. On the basis of these aspects the recruitment has done in the organization.

The knowledge and skills are also an important part to select the candidates. An HR manager of the company should complete the bachelor’s degree. The candidates should possess good communication skills, interpersonal skill and should have knowledge on computer.  They must have thorough knowledge on labour laws. They should have capability to take decisions on any sensitive and confidential issues and should capable of handling the relationship between employee and management. Due to the presence of well organised recruitment strategy the organization can choose the best employees and the recruited candidates can maintain their responsibilities spontaneously. The responsibilities of an HR manager of the company are done successfully, such as the accurate employee files with state and federal guidelines are maintained properly, communication with the employees about policies like compensation, vacation, sick time, disabilities etc., being partner with the HR controller and complete all the necessary reports for HQ. Apart from these all the notifications related to new hire, termination and changes have been sent to the payroll, sales administration, IT, SSC benefits administration and hiring manager, decision making in any critical and sensitive issues, communication with clients regarding any issues, handling employee grievance, taking care of difficulties of the internal and as well external environment of the organization. Sometimes the HR manger have to do many miscellaneous duties and special projects of the company. All the matters have been handled very carefully and successfully by the HR manager of the company. Because of a well organised recruitment strategy the organization has chosen the best person for the post. A special attention is always given to the new employees so that they can understand the strategy, history and position of the organization and as well as they can familiar with the culture. The training sessions and grooming sessions are organized for both the management and employees so the performance of the organization is being increased day by day. Due to the presence of best persons in management the planning of the organization for any situation is always being well defined.

Safety and health

Growth of the LVMH group is the main objective of Human Resource team. That’s why the selection of Human Resource manager should be done in a proper way. Selection of the right employee is very crucial for any organization. The Human Resource department of a business house mush choose some strategy for screening the candidates and then choose the right person for the job. To choose a Human Resource manager the Human Resource directors of LVMH has chosen some steps and strategies. At first comes the education qualifications of the candidates and then the skills and ability. The selection process starts with job analysis and creates a list of job specifications, within which the required knowledge and skills are mentioned. To get the job the candidates must full fill those criteria. For an HR manager job the candidate must be graduated and should have knowledge about labour laws and must have interpersonal skills. The candidate should capable of decision making.

Multistage selection strategy is one of the useful selection strategy to get the right person for the right job. This selection strategy is the combination of some assessment tools which are the part of this process. The Human Resource department of the company ensures that the assessment tools are legitimate and these are related to the requirements of the position. The different stages of multistage selection strategy are skill test, personality test, personal interview and performance on sample work, on the basis of performance the best candidate is selected for the job.

Another selection strategy is conjunctive selection strategy. In this strategic process multiple assessment tools are used in a series of stages. If a candidate performs poor at the initial stage then he is eliminated from the list of applicant. The order of the assessment tools must be arranged very carefully so that any candidate does not eliminate due to less importance for a particular criteria. The main advantage of this strategy is, it is less costly than other strategies.

Compensatory is also an effective selection process. In this process the company administer all the assessment tools at the same time to the candidates, before anyone is eliminated or selected by the company. The scores of all assessment tools are combined together and the results with composite scores are published and depending on these composite scores the best candidate is selected by the company. In this selection process the candidates are not eliminated on the basis of single test, all the candidates should perform all the tests and then the composite scores of all the candidates are compared to each other and then the right person is selected. But this selection strategy is costly than the conjunctive selection strategy.

Recruitment strategies and implementation

Apart from these selection strategies sometimes it is seen that an eligible candidate from the organization is promoted to the Human Resource manager post. When an employee is working in the organization for a long time and he gathers the experience and become eligible to match those criteria for the HR manager post then he is promoted to that post by the organization.

Conclusion

For the successful business of LVMH group the Human Resource department is very important. The HR manager is taking an important part for the selection of other employees and maintain a healthy environment in the organization. So the selection of HR manager is the most essential issue for the organization. Through a well-defined strategy the right person for the job can be selected and then the business can run spontaneously.

References

Bakker, A. B., & Demerouti, E. (2016). Job Demands–Resources Theory: Taking Stock and Looking Forward.

Cavender, R., & H. Kincade, D. (2014). Management of a luxury brand: dimensions and sub-variables from a case study of LVMH. Journal of Fashion Marketing and Management, 18(2), 231-248.

Cheramie, R., Fuller, B., Simmering, M. J., Marler, L. E., & Cox, S. S. (2014). Improving career development in students by developing job analysis skills… Learning in Higher Education, 49.

Delahaye, B. (2015). Human resource development. Tilde Publishing.

Dwivedula, R., Bredillet, C. N., & Müller, R. (2017). Work Motivation in Temporary Organizations: A Review of Literature Grounded in Job Design Perspective. In Leadership, Innovation and Entrepreneurship as Driving Forces of the Global Economy (pp. 609-618). Springer International Publishing.

Freund, A. (2015). Do Multiple Commitments Predict Job Satisfaction in Third Sector Organizations? A Longitudinal Analysis. Browser Download This Paper.

Goffee, R., & Jones, G. (2015). Why Should Anyone Work Here?: What it Takes to Create an Authentic Organization. Harvard Business Review Press.

Lacoste, S. M., Lacoste, S. M., Dekker, J., & Dekker, J. (2016). Driving change: the role of “emotional connectedness”–a case study. The Learning Organization, 23(5), 357-369.

Marinova, S. V., Peng, C., Lorinkova, N., Van Dyne, L., & Chiaburu, D. (2015). Change-oriented behavior: A meta-analysis of individual and job design predictors. Journal of Vocational Behavior, 88, 104-120.

Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual review of psychology, 65, 661-691.

Som, A., & Blanckaert, C. (2015). Luxury: Concepts, Facts, Markets and Strategies. John Wiley & Sons.

Stone, R. J. (2013). Managing human resources. John Wiley and Sons.

Theurillat, T., & Donzé, P. Y. (2016). Retail networks and real estate: the case of Swiss luxury watches in China and Southeast Asia. The International Review of Retail, Distribution and Consumer Research, 1-20.

Tracey, J. B. (2015). Hospitality HR and Big Data: Highlights from the 2015 Roundtable.

Tse, T., & Wright, L. T. (2014). Luxury brands and deriving fashion meanings in a Media Context in Hong Kong. Luxury Brands in Emerging Markets, New York: Palgrave Macmillan, 155-164.

Young, M. S., Brookhuis, K. A., Wickens, C. D., & Hancock, P. A. (2015). State of science: mental workload in ergonomics. Ergonomics, 58(1), 1-17.