Interview with Jennifer AMES-HACOPIAN, Director of Learning and Development at Louis Vuitton. To reinforce their HR initiative Carnet de Voyage, which aims to facilitate mobility management and support employees in their professional development, the House naturally turned to NUMA to deploy the Construire sa Boussole training path.

What was NUMA's mission?

NUMA's mission was to support employees in their professional development. We created the Carnet de Voyage at the end of 2022, designed to guide employees in their development and mobility within the company. However, after its publication in 2023, we wanted to make it more accessible and actionable, and the synergy to be created with the Construire sa Boussole program was the perfect answer to this challenge! 

In what context did you deploy this training?

We deployed this pathway in a context where we were seeking to address an important issue for our company: the retention and development of our talents. Indeed, we have observed that to keep our employees committed and motivated, it is essential to support them in their professional development and in their mobility aspirations, whether within the same team, in a new position, or even within another Group company.

The Carnet de Voyage was therefore designed to meet this challenge by supporting the mobility and development of our employees, by offering time for reflection and very concrete actions for progress. 

What criteria made the difference in choosing NUMA? 

I've known NUMA and Anselme Jalon for some time now, and we've already worked together on several occasions. During one of our regular exchanges, you told me about your compass program, which immediately struck a chord with our concerns, particularly that of supporting the Carnet de Voyage initiative. So we decided to explore together how we could build a path to develop it. 

What were the highlights of your experience with NUMA? 

We particularly appreciated the commitment of the NUMA team and Louis as a trainer. The results testify to the success of our collaboration, with very positive overall assessments. Another strong point was the fluidity of the process and exchanges with the team in order to co-construct a solution perfectly aligned with Carnet de Voyage's objectives. We also adopted a test-and-learn approach, adjusting the program based on feedback from participants. This included the addition of further webinars and the transition from an entirely remote offering to a hybrid formula with face-to-face workshops. This flexibility and willingness to co-construct were essential in making our partnership with NUMA a success.

What actions have you put in place to engage your employees upstream? 

With four workshops now in place, it's very rare for participants to miss one. They see the workshops as a real opportunity for personal development, and appreciate the Maison's investment in their professional development and mobility. They value the time they are given to reflect, which makes the experience particularly positive and engaging. 

And what did they enjoy most about the various workshops?

Participants particularly enjoyed the launch webinar. Although it was a one-hour event, it was particularly successful in engaging employees (which was reflected in the high participation rate). The participation rate was relatively high. 

Working on practical, everyday cases during workshops is highly valued. They find these discussions enriching as they reflect on their development and mobility within the company. They also appreciate the opportunity to work in pairs with other people from the company. This creates a real dynamic, which is something we'd like to develop further. 

In the end, did you achieve your objectives with this course? 

Although it's a little early to gather all the feedback, I'm convinced that setting up this career path for employees represents a real asset for them.

We want all employees, whatever their seniority or level of seniority, to understand that their professional development is at the heart of our concerns, and that they all have access to these workshops.

The next step will be to launch a new two-hour workshop for managers, following on from the first one, to help them strengthen their posture as development managers, capable of effectively guiding and developing their employees. This workshop, which is also linked to the Carnet de Voyage, aims to support and accompany managers in becoming more at ease with personal development issues on a day-to-day basis.