Our commitments

Pernod Ricard is an international, decentralised Group that is continuing to grow. The Group is reliant on the talents of its employees as it pursues continued growth.

Accordingly, Pernod Ricard has implemented a human resources policy based on three core commitments.

Develop careers and encourage mobility

Pernod Ricard encourages corporate spirit, enthusiasm and initiative amongst employees. The Group encourages the personal and professional development of its employees through :

  • annual performance reviews that sum up the achievements of the previous year, set goals for the year to come, identify areas where progress is needed and establish the employee’s future prospects.
  • training sessions which were attended by over 70% of employees in 2007-2008,
  • a “Potential Development Review”, to identify managers who might be suitable for senior management positions in the main subsidiaries,
  • “careers committees” that encourage international mobility. These committees list positions available within the Group in the medium term for each key function and distribute the lists to potential candidates.
  • an information system dedicated to skills management.

These tools and systems provide real opportunities for the 2,500 managers within the Group, including the possibility of a high-profile position.


Rewarding performance with motivating remuneration

Pernod Ricard’s remuneration policy aims to attract, retain and
motivate current and prospective employees. With this in mind, salaries are benchmarked on a regular basis.

Pernod Ricard has also implemented systems for:

  • individual performance-related pay (through bonuses, stock options and free share schemes, depending on the level of responsibility),
  • collective performance-related pay, based on profits (incentives and profit sharing). 

In June 2007, Pernod Ricard implemented its first free share distribution scheme.

PROMOTING DIVERSITY AND ENCOURAGING WORKPLACE DIALOGUE

As a decentralised company, Pernod Ricard supports diversity. This is why 80% of the managers in the Group’s subsidiaries are hired locally.

Pernod Ricard makes use of employee communication and coordination resources such as :


The Group is always attentive to its employees’ needs, using several methods such as :

  • the Pernod Ricard European Committee (CEPR), a special forum promoting dialogue between the Group’s executive management and the employees of its subsidiaries in the European Union,
  • employee satisfaction surveys that address a variety of workplace issues.


Find out more about :





Conviviality, Entrepreneurship
Integrity, Commitment

 


Pernod Ricard Profile

- the world’s n°2 in wines & spirits
- 15 key brands
- a decentralised organisation