Celebrating 10 Years at BM&FBOVESPA
Lojas Renner S.A.'s main fulfillment is to enchant everyone. Therefore, the goal of exceeding customer
expectations is materialized by the Enchantment Philosophy: enchanted employees enchant customers.
The Company maintains a close relationship with its employees, encouraging them to
achieve their full potential in an environment with conditions for all to find ways for their
career development and continuous growth. With a favorable climate in the workplace where
people feel valued and recognized, Lojas Renner aims to attract and retain the best talent.
Training of employees
G4-LA9
Renner's corporate education is guided by
skills management through continuous
learning and linked to business objectives.
With a focus on simplification, the Company
encourages the on the job practice and
works on the improvement of the Internal
Communication and corporate learning in
order to make the theoretical programs less
complex and more accessible and attractive.
Programs, policies and development practices for all employees are created at
Renner's People & Development corporate center. The monitoring and guiding for
the implementation of these programs in stores and in DCs are done by the People &
Development Regional centers.
The corporate education model is the guide of all training and development actions,
preparing employees for current and future challenges, having business strategies
as drivers. The activities are based on the following pillars: Inspiring Leadership;
Enchantment Culture; Business Management; Fashion and Product and Sustainability.
Engagement management
For 20 years, Renner has been
conducting an engagement survey
covering all employees who want to
participate voluntarily and anonymously,
through an online platform.
In 2015, the engagement index of the Company's leadership
reached 95%, reflecting the investment in the training of leaders,
emotional and intellectual commitment of leaders, custodians of
culture and responsible for the construction of an organizational
environment favorable to the development of people. In
addition, 187 stores (75% of the total) had a rate higher than or
equal to 87%, of which 39 reached an engagement index of 100%.
ENGAGEMENT SURVEY
96%
90%
84%
86%
85%
87%
87%
82%
76%
72%
2011
2012
2013
2014
2015
ADHERENCE
ENGAGEMENT
2015 TRAININGS
In 2015, 1,802,662 hours of training were offered
to 15,457 Renner's employees, an average of
117 hours
per professional,
maintaining the parameter of more than 100
hours of training for professional in recent years.
In 2015, 96% of employees
participated in the survey,
which reached 87% of
engagement index: the best
result in 11 years and
above the fashion retail
average in Brazil, 62%, and
worldwide, 71%, according to
Aon Hewitt consulting firm.
NOVA
TRAINING BY FUNCTIONAL
CATEGORY, IN RENNER
HOURS OF
TRAINING
PEOPLE
TRAINED
AVERAGE HOURS
OF TRAINING
Executive officers
236
6
39
Leadership
208,326
1,200
174
Employees
1,594,100
14,251
112
TOTAL
1,802,662
15,457
117
ESIMPLE
SER WEN
Training of Renner's employees
capital
55View entire presentation