Human resource department of La Brioche Doree

Résumé du document

In the year 1976, his current president Louis Le Duff created the Group Le Duff in the city of Brest. Principally, the Group Le Duff is composed by nine different brands in the food industry. They are very successful and some of them are multinational companies, their brand names are: Brioche Dorée, Del Arte, Ferme Des Loges, Bridor and Le Fournil de Pierre, Brugger's Bagels, La Madeleine, FB Solution and Au Pain Doré. Perhaps, the most successful one is Brioche Doree.

Nowadays, with their success inside the French market, they are exported throughout the world by having stores in more than 50 countries. Currently, La Brioche Dorée has more than 720 restaurants and bakeries, including 300 in France. In total they have around 9100 employees and five manufacturing facilities. Also, the turnover of the company has reached 740 Mio.€ according to the 2009 results.

Furthermore, this successful company has very high standards and values. They are committed with their clients, as they have too good chefs in order to fulfill every single recipes their clients ask for.

Extraits

[...] Problems A specific problem the human resources department faced and is still facing, is communicating as a large group. Indeed in certain French geographical areas the brand is absent or so few in numbers that people do not recognise the Brioche Dorée for the well established brand that it is in other French regions. To further accentuate this, the group rarely communicates on using highly visible marketing tools such as television commercial. A perfect example of this is how certain fast food chains advertised using a television spot on their politics of employee job progression. [...]

[...] - How does the HR department contribute to the implementation of Could you describe it? How effective is it? To develop the firms image as a major recruiter in many diverse regions of France, to develop rationnel”. Increase the Value of the enterprise in the eyes of potential employees. Interviews/ presentation in specialised schools. Re-do page recruitment in November: testimonials, job description, job forums, workshop. Using the Website as a marketing tool, to give vision of the company as a whole. [...]

[...] On top of which working for such a big company, as an employee they can be part of an evolution culture and process; their abilities and competencies increase as time goes on. Moreover of their managers come from the evolution process, so opportunities are strong, and knowing so can be the greatest of motivator. In practice this for the employees takes the form of empowerment over training and career, an employee can decide which area he/she wants to work on during the bi-yearly training sessions. [...]

[...] Privilege internal recruitment rather than external, to allow for growth and better company knowledge. Headhunting is not used, but cabinets are sometimes used to publish listings. - How do you pay your employees? (siège social) Internal pay employees handling this continuously, each are given a region for example (certain area). They act has an interlocutor with the restaurants, in order to insure well-being of the IT system, and in the case of problems. - Do you reward your employees? If so, how? [...]

[...] Charge up the position of A to Z because of non existence of the job position persons in charge of recruitment: 1 junior recruiter and one senior (10 years as a minimum). - Set up contacts with schools, carrier management, and employees' recruitment. She is in the group for 10 years. - Could you describe the structure of the Human resources department? (Organisation, hierarchy ) 4 people in her service, centralised recruitment for the headquarters recruitment officers junior and another senior. - How do you recruit your employees? (academic level, experience) Spontaneous Candidatures: internet + recruitment days (Paris, Toulouse, Rennes) 20 people a day met. [...]