3.2 MANAGEMENT AND DEVELOPMENT
The selection and recruitment process, alongside with the performance evaluation and employee engagement, are of great importance to the Moncler Group, in the belief that the creation of long-term value is closely linked to human capital.
RECRUITMENT The Moncler Group has always been open and committed to at- tract and identify the best talents, who stand out not only for their strong technical, professional and managerial skills, but also for their personal qualities, passion, dynamism, flexibility, vision and innovative spirit, identification with company s values and the ability to adapt to an ever-changing environment.
The recruitment process supports the search for interna- tional profiles with different backgrounds and education paths to ensure a high-performing, complementary, diverse and inclu- sive workforce, where everyone covers exactly the right role at a company that guarantees equal opportunities for all. The interna- tional working environment and opportunity to work on stimulat- ing, unconventional projects, where diversity is valued and where individuals are empowered to express their skills and potential, combined with the Group s strong commitment to sustainable de- velopment, are the key elements that make the Group s employer branding and culture more attractive to talented individuals, es- pecially among the younger generations.
The Group s attractiveness has been confirmed by the high number of applications received also in 2021. In particular, during the year, more than 25,500 curricula were submitted via the cor- porate website, in line with the trend of the previous years.
At Moncler, the recruitment and selection process follows the procedure described in the Personnel Search and Recruitment Policy, which guarantees equal opportunities, the prevention of any form of discrimination and the empowerment of internal re- sources during the recruitment phase. This procedure will also be extended to Stone Island s recruitment activities in 2022.
A fundamental lever of Moncler s human resources devel- opment, job rotation and international mobility policies is the In- ternal Job Posting. Through the company intranet, MONCamp, interested employees can apply for open positions that best match their profiles, experience and aspirations. In 2021 at Mon- cler the positions covered through the Internal Job Posting were 16% at global level; in particular, around 11% in Europe, 20% in the Americas, 28% in South Korea and 6% in Asia. At Stone Island seven employees benefited from the Internal Job Posting in 2021.
In the second half of the year, it was possible to resume the international development programmes for internal managers and to continue to attract talents from different parts of the world, consistently with the desire of spreading a global mobility culture.
In addition, to provide new people with a unique and excit- ing onboarding experience and to help them navigate company culture, processes and procedures, in 2021 Moncler created the Buddy figure, a colleague with the task of facilitating the inclusion of new hires into the company by introducing them to the com- pany values and providing any useful information. All employ- ees were encouraged to apply to become Buddies and share their knowledge of Moncler and enthusiasm with new colleagues. This practice will also be extended to Stone Island employees in the upcoming years.
COLLABORATIONS WITH ACADEMIA Of particular importance are the collaborations with leading pro- fessional schools, universities and business schools, with which Moncler has longstanding relationships. Collaborations include internship programmes for students and new graduates, project development, participation in work groups and visits to company sites. Employer branding activities are an excellent opportunity to showcase the company and its ongoing evolution, increase its attractiveness and reach out to a large number of talented indi- viduals.
Every year, Moncler and Stone Island offer various intern- ship opportunities to high-potential young people, giving them the chance to learn about the business and participate in a train- ing experience. In 2021, approximately 133 internships, both a curricular and extra-curricular, were offered at the Group. In par-
ticular, young trainee from 13 different countries were hosted at Moncler s Italian corporate offices in 2021. With regard to these two latter categories, 35% of internships that took place in 2021 led to regular employment contracts.
During 2021, Moncler continued to organise sessions with students from partner schools through the use of digital channels and, only where possible, through physical meetings. Workshops, business cases and recruitment sessions were offered, on the ba- sis of ad-hoc programmes developed for each school.
The main schools with which Moncler partnered were: Cat- tolica University of Milan, Bocconi University of Milan, Ca Foscari University of Venice, University of Padua, Politecnico of Milan, Is- tituto Secoli and IED of Milan, Domus Academy of Milan, Maran- goni Institute and NABA of Milan, Milano Fashion Institute and Luiss of Rome.
MONCLER AND THE COLLABORATIONS WITH THE MOST IMPORTANT UNIVERSITIES AND BUSINESS SCHOOLS
In 2021 Moncler s attention to attract, identify and invest in talented young people with a strategic view to develop the next generation of business leaders led to numerous partnerships with major Italian and international universities and business schools, as well as with professional and academic institutions.
The partnership with the Cattolica University of Milan continued for the master s degree in Luxury Goods Management (EMLUX). In 2021 Moncler made part of the Group s management available to teach the omnichannel and digital module of the master s degree and proposed business case and project activities. In particular, in 2021 it involved a class of students of various nationalities, with the aim of develop- ing a project on the multi-channel purchasing process, to be presented directly to Moncler s management. Following this project, six students were selected for an intern- ship giving them the opportunity to continue their experience within the Group. The partnership will continue into 2022.
Together with the Ca Foscari University of Venice, as part of the course in Language and Management to China, a class was held on the professional role of the Digital Buyer and on Moncler event MONDOGENIUS.
Students in the Management and Economics and Finance courses from LUISS Uni- versity were instead involved in a virtual internship experience. Led by Moncler s Talent Acquisition team, they have been invited to rethink the experience lived by the candidate during the selection process in light of the unique characteristics of Generation Z.
Also the partnership with the IED Institute continued. Students were asked to create a communication strategy focusing on digital events and broadcasts.
The long-standing partnership with L. Bocconi University of Milan continued, in particular within the undergraduate international course Management of Fashion Companies and the graduate course Value Chains and Business Models in Fashion and Luxury programmes. The students of this latter course were asked to develop an analysis on the fashion industry and on the evolution path of Moncler and its com- petitors. The groups that provided the most comprehensive and innovative projects presented their work to a jury of Moncler representatives during digital meetings.
Furthermore, with the L. Bocconi University of Milan Moncler also participated in the Summer School, a programme that hosts students aged 17 to 19 from 15 different countries. As part of the project, Moncler launched a challenge to students called The Jacket of the Future in which students revisited an iconic Moncler garment integrat- ing it with the trends of the future.
Also during 2021 it has continued the collaboration with Ca Foscari University 98 99
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