Louis Vuitton: The Rise of Talentism Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

Louis Vuitton: The Rise of Talentism Case Study Solution

What is Talentism?

Talentism means that talent that is more valuable as compared to money, it is better as compared to capitalism, which helps and values the exchange and holding of real capital (money). The access to the quality human talent is imperative for the companies because it allow the company to successfully compete on the global scale. The race of innovation and creativity is the race to develop a quality talent in organization. The talentism has bene getting more emphasizes due to the sped of development of virtually all organization’ aspects. Also, the capitalism also growing due to the need to fund the creativity and technology innovation that tend to enable the talented people to automate the distribution and manufacturing new products and services (Beach, 2014).

Talentism Developed and Implemented Within Holding Group Affiliated Brands

The telentism has been developed by reinforcing collaboration and dialogues across brands for the purpose of capitalizing the most important asset i.e. People, this has allowed the company to pursue harmonious growth. In addition to this, under the leadership of Chantal, the key internal candidates have been identified, also he has worked with her team in order to target the proportion of one-third external recruitment and two-third internal mobility. The fulfilling work environment has been offered and valued employees. The group has offered learning opportunities to people, also it has pursued targeted development and training initiatives where the practical application and contextual knowledge ensured the effective acquisition of the new skills. The training programs was contemplated to be the preferred channel for passing on string focus and expertise.

Do group-affiliated brands re-hire talented people who leave?

Evidently, the group affiliated brands tend to re-hire the ex-employees, this is done with the intent to allow employees to learn from the competition and come up with new and innovative ideas, and market opportunities to be explored or capture. Since, there is a shortage of the skilled and competent workforce in the market, the companies cannot afford to lose its quality talent, because they are the real asset for any organization. The employees of the company can leave to work for a high-tech cosmetic startup and then come back with the innovative ideas about what are the ways to integrate the beauty products with the digital technologies. So, the group affiliated brands can re-hire ex-employees in order to boost the company’s performance.

How can cross-company mobility be an inspiration to designers?

A cross-company mobility can be an inspiration to designers because it tends to counteract the process by developing new employment alternatives for the designers. The cross-company mobility can inspire designers to reinvest the products in future and make sure that the products are of unrivaled quality. It is an active for designers because they can utilize their expertise and competencies in reinventing themselves. In addition to this, the mobility can allow the designers to explore new opportunities, learn new things and apply their knowledge, expertise and apply practically in order to endure growth in high-end market segments. Also, the mobility can also transform the designer experience.

Other Approaches Use to Solve the Problem

As such, the company problems can eb solved by allowing people to come altogether with the intent of addressing the particular issues; the group should connect the luxury branding with customer base in more creative way. The luxury brand management experts would be aware of the product replacement, they would know what role they have in the competitive market. Also, it is recommended that the company should incorporate new and innovative technologies, e-business and the strategic innovation in order to compete in the market with competitors. Additionally, the company can use social media to recruit the top talent and retain the existing workforce in order to strengthen its presence and position in market (Carucci, 2018)

Managerial Lessons to be Learned from the Case

The lesson learned from the case are discussed below;

Since, the talent has led the company to the ever-greater success, it is learned that the talent management holds significant importance in strategic process of hiring, sharing and connecting ideas, retaining top talent, employee development and improved employee experience.
Another lesson is to strategically create synergies, the sharing of the resources on the group scale most likely develop the intelligent synergies while respecting the autonomy of Houses and respecting the individual identifies. The combined strength of the company should be leveraged in order to benefit the each of its house.
The employee mobility is another lesson which provides multiple benefits to company in terms of transferring the best practices all around the group as well as attracting the right and quality talent.
The innovation and creativity are one of the key essential for driving the brand in the highly competitive market arena, it also allows the company to surprise and dazzle customers. One should focus on creativity, building iconic lines via innovation thereby achieving the excellence in the retail network and strengthen the market presence.
Lastly, it is learned that the business collaboration provides significant benefits to company in form of aesthetic and technical achievement. It also allows the company to enhance the performance of business and products, while maximizing the competitiveness..................

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