At Kering, a fundamental belief guides our approach to learning: understanding the "why" of learning. This is essential if all employees are to commit to shared training and skills development initiatives. 

Think of training as a complete experience

For Kering's Global Learning team, training is first and foremost a question of ongoing, large-scale commitment. The central objective of their training strategy is to inspire individuals with a desire to learn, while respecting the independence and identity of each Group company. This strategy is based on three key stages, starting with a preliminary audit:

• "Hum": A daily approach to training thanks to digital resources accessible at any time, in the right language, offering permanent access to knowledge.
• "Sing"More specific, recurring training courses throughout the year, focusing on topics essential to skills development.
• "Shout"Eventualize learning by highlighting available resources, employee rights and channels of communication with managers, to make everyone aware of the learning and development opportunities available to them.

Global Learning Day

Global Learning Day at Kering represents an exceptional opportunity to reach a wide audience worldwide, thanks to an innovative format and a strong ambassador presence. With a multimodal approach combining digital, face-to-face and global events, this day is deployed in 25 cities and 16 languages, bringing together 17,500 participants and 300 ambassadors. It aims to answer crucial questions such as the importance of learning, its integration into everyday life and the tools available. A notable specificity within the group lies in the balance between the global and the local, offering flexibility for each house to take advantage of the established framework, tailored to their specific needs. For example, Bottega Veneta illustrated this flexibility by closing its production plant to organize dedicated masterclasses in Italian in person, while the head office was dedicated to a full day of learning.

The key to success

Event management on the scale of a group like Kering represents a major challenge, but one that is key to guaranteeing the success of the event and engaging the group's thousands of employees worldwide. This includes : 

• Involve teams and make them responsible for the project, i.e. make Global Learning Day their own initiative. This means organizing the event over a period of 18 months, with flexibility given to each Group company, and making teams responsible for running the event.
• Deploying effective communication by transmitting the right messages at the right time: this involves telling an engaging story and presenting editorialized communication to make the event attractive. Clearly defining the "why" of the event and the story to be told is essential, as is communicating in two stages: first on the format of the event, then on its content.
• Innovative formats: introducing new formats, such as original frames around profile photos, offers a playful way of engaging participants and maintaining their interest.
• And of course, it's all about diversifying communication channels. By using a variety of tools such as polls, interactive boards and question-and-answer sessions, it's possible to reach a wider audience and encourage interaction at Global Learning Day.

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