HERMÈS - 2018 Registration document

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Corporate social responsibility

People: savoir-faire

The 3-day programme Au fil d’HTH integrated 60 new employees in the Silk métier . Within their first six months at Hermès Parfums, new employees are brought on board through the Premier pas programme with 4-day ses- sions involving sales training and an experience in the Vaudreuil pro- duction line. Developing Talents to build tomorrow’s Hermès The Group HR department is in charge of identifying and developing Talents in order to lay the groundwork for the next generation of senior managers. The management of Talents, which is at the heart of the cor- porate project, is based on personalised career paths at every level, according to individual needs. Executive MBA programmes, as well as short programmes (programmes from Danone, Colbert Labo, Insead, London Business School, etc.), and in-house events offer a wide range of opportunities to develop the skills of those who are building the Hermès of tomorrow. Moreover, some employees are sent from France to a foreign subsidiary, or vice versa, for a 6-month assignment to enhance their cultural awareness and see their métier from another cultural standpoint. Developing skills and helping people flourish Training, along with internal mobility, is one of the major levers to sup- port employees throughout their careers in the House. Hermès has the strong conviction that each person’s potential must be stimulated through the constant development of their skills, all the more so in this era of major changes and upheavals. Training promotes the onboarding of new employees, manager development, the acquisition of skills and expertise in changing métiers, adaptation to the changes brought about by major transformation projects, the dissemination of the corporate culture, and personal development. The activities of the Ex-Libris University The in-house university activities managed by the Group HR department – were numerous in 2018. Over 1,250 people (vs. over 1,000 in 2017) benefited from the programmes, which were mainly focused on the dis- semination of the corporate culture and the development of managerial skills. A variety of sessions were organised, based on the managers’ levels within the organisation and their experience. They enabled 538 mana- gers to get a better grasp of their responsibilities by adopting behaviours and practices in keeping with the Company’s values and their key role in guiding employees and developing our activities. Moreover, the culture dissemination programmes for new employees, Senior Executives, and the entire workforce were rolled out with over 570 employees. Inaddition,theEx-LibrisUniversitymanagesthecommunityofmétierand market trainers, in charge of product training for sales associates. Twice a year, Train the Trainer sessions bring together some fifteen trainers. Savoir-faire schools Through the School of Silk, the Silk Division continued to roll out the “Management in Practice” programme targeting all managers since 2017. Managers of all levels were provided with four days of training on

“how to unite people”. HR officers were trained in new digital applica- tions, in particular to improve in-house communication. A certification programme called “via Technè” was defined for expert profiles in order to offer them advancement prospects and alternative careers to mana- gement. Some ten employees improved their supply chain expertise through an Apics external training programme awarding certifications. At Société Novatrice de Confection, two seamstresses obtained profes- sional qualification certificates (CQP Point Main). AEI created a custo- mised training session with Cepitra concerning chemical and mechani- cal finishing for ten people. Ateliers AS welcomed the 13 th cohort of 12 printing apprentices on 2-year work/study programmes leading to an inter-division professional qualification in printing (CQPI). Through this programme, they acquire general and textile skills. In the Silk métier , senior employees were paired up with young people to facilitate the passing-on of savoir-faire and the transmission of the high-quality experience gained over many years. In the Tanneries division , a major innovation programme was rolled out to foster a culture of innovation that stimulates inventiveness, agile thinking and curiosity. Since innovation is based on a specific methodo- logy, eight coaches were trained in innovation and creativity techniques. The supervisory teams were introduced to new digital tools. The initia- tive was reinforced by a 2-day session on innovation with multi-métier, multi-site teams. It fostered the emergence of numerous sustainable ideas, subsequently short-listed by the Innovation Governance team. A savoir-faire training programme called Demain le savoir-faire was rolled out for local managers in Europe in the Hermès Cuirs précieux tanneries. A training session on leather and tanning called “ La peau et le tannage ” was introduced. Hermès recruits craftsmen and women for its Leather Goods Division , few of whom have received initial training in leather goods. Its responsi- bility is to train them in their new métiers , for which it has 65 trainers and 200 tutors. In 2018, 1,104 people were trained using 10 programmes delivered by the Leather School as part of the continuous training of craftsmen and women in Hermès’ Leather Goods & Saddlery division. The Leather School pursues an active policy of training leading to a cer- tified qualification, aimed both at employees in post and new arrivals, in order to recognise the value of their expertise and to maintain their employability. Moreover, as initial training, the Leather School’s activities have sup- ported the awarding of 253 CAP vocational qualifications in leather working, 74 people received the saddler and leather worker Sellier Maroquiniers d’Art diploma, six people the Brevet des Métiers d’Art du Cuir & de la Maroquinerie diploma, and, as part of the Assessment of Vocational Experience (VAE) scheme, 25 people received CAP vocational qualifications in leather working and six received the saddler and leather worker Sellier Maroquiniers d’Art diploma. As a result, more than 370 certified qualifications were obtained by our employees this year. A total of 278 employees were awarded a CAP diploma as part of a strategy to recognise professional skills and maintain artisanal savoir-faire .

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2018 REGISTRATION DOCUMENT HERMÈS INTERNATIONAL