Description
Pepe Jeans London was founded in 1973 at Portobello Market (London) where its founders, the Shah brothers, customized original jeans. Once successful, they became owners of several shops, becoming market leaders.
www.meta4.com
Share me!
Pepe Jeans
“Harmonizing HR at the internatonal level”
About the company
Pepe Jeans London was founded in 1973 at Portobello Market
(London) where its founders, the Shah brothers, customized
original jeans. Once successful, they became owners of several
shops, becoming market leaders.
• In the 1980s Pepe Jeans launched their internatonal
exploratons, frst in the United States then Europe, where
they quickly became one of the major jeans brands in just
a few years.
• Today the brand is present in Asia and Latn America, and
in 2012 they took direct control of distributon in India
and USA, ataining 100% worldwide presence.
• Pepe Jeans a leading brand established in over 60
countries across all 5 contnents and with a turnover of
450 million euros in 2011. Among their best known brands
are Pepe Jeans, Tommy Hilfger, Hacket and Coach and
over 3000 employees are spread across 300 sales outlets
in 19 countries.
Setng harmonizaton into moton
Due to their internatonal expansion strategy, Pepe Jeans
needed to manage everything related to human capital
management in a unifed way—right from the more
administratve functons through to the more strategic ones
dealing with talent management of their employees. At Pepe
Jeans, each brand was in charge of managing their teams,
which caused increased work load for the HR department.
Besides relying on independent structures, this increased the
complexity of unifying criteria and extractng informaton on
the workforce automatcally. On top of all this, the company
desired to roll out group-wide policies and to strengthen
corporate culture as well as simplify HR reportng.
Harmonizing HR processes at the
internatonal level
Against this backdrop, the company set out to harmonize
all their processes involving human capital management.
The harmonizaton plan for their HR policies contemplated
three key objectves. First, to create a corporate department
that could pool all their employee data in real tme. Second,
to analyze the HR policies applied in each country in order
to break down the details, value the more efectve and
efcient policies, and insttutonalize the best ones for both
the company and employees around the world. Third, all this
should be supported by a single technology tool which would
enable them to roll out their HR policies worldwide.
“We were looking for a technology soluton that could
deliver consolidated employee data and help us control and
save costs. Equally we also needed to create a corporate HR
department to focus on implementng strategic HR policies
and strengthen corporate culture throughout the group,” said
Ramón Armorós, Corporate HR Manager at Pepe Jeans.
On harmonizaton of their compensaton policies, along with
www.meta4.com
Share me!
More multdisciplinary teams are also being formed through
more suitable training plans and optmized outlet planning
and organizaton. As far as recruitment policies go, Pepe Jeans
has created common requirements for specifc posts in all
countries, such as educaton, experience or the level of English.
At the same tme, each work center enjoys full autonomy in
their hiring processes.
In this collaboratve environment, Pepe Jeans has also defned
a single review form for performance appraisal management,
so the company has the same interviewing and feedback
system worldwide. Lastly, with the aim of unifying their
communicaton policies to disseminate the same messages
throughout the organizaton, Pepe Jeans has adopted a series
of measures including the implementaton of Employee Self-
Service as a company-wide communicaton channel.
Afer a selecton process where the main technology
providers of the market competed against one another, Pepe
Jeans fnally chose Meta4 PeopleNet Cloud HR—a soluton
specifcally designed to cover the needs of multnatonals—to
manage personnel administraton, organizaton management,
recruitment, training and performance appraisal for nearly
3,000 employees spread out in their 300 sales outlets in 19
countries worldwide.
Among other features, the Meta4 Global HR soluton ofers
companies the security and fexibility required for allowing HR
professionals to unify processes and access to all informaton
on their employees anytme and from anywhere.
other issues the company’s goals were to bring into line
compensaton policies based on salary scales and reviews,
bearing in mind both the employee’s job and the salary/
country quota (as the cost of living is diferent in each country).
The purpose was to enable the Headquarter to receive all
requests from countries, and then centrally authorize relevant
changes and updates across the board.
Benefts were also adjusted according to levels and the bonus
system was merged into the same model for all brands and
countries. To adapt to an ever increasingly compettve and
dynamic market, the commissions system for outlets was
redefned to orient sales teams to reach targets, rewarding
efort and team work, and roll out travel policies common to
all employees of the group.
PeopleNet Cloud HR, a sound choice
for internatonalizaton
“We were looking for a technology
soluton that could deliver consolidated
employee data and help us control and
save costs. Equally we also needed to
create a corporate HR department to
focus on implementng strategic HR
policies and strengthen corporate culture
throughout the group”
Ramón Amorós
Corporate HR Manager
Pepe Jeans
www.meta4.com
Share me!
Besides unifying processes, thanks to the Meta4 cloud mode,
Pepe Jeans has accomplished lower operatng costs and
technology maintenance. The company is assured evoluton,
functonality and maintenance of their soluton as well as the
capacity to implement transparent HR policies common to all
countries, while respectng the local legal specifcs for each
one of them
Moreover the Meta4 cloud mode enables the company to
consolidate and automate all their employee informaton, plan
local and global costs, and make the most of their intellectual
assets for greater compettve edge and agility in decision-
making. The Meta4 soluton also adapts perfectly to the
organic growth of Pepe Jeans as it enables easy confguraton
of how to manage new countries and it ensures HR processes
are standardized.
Thanks to Meta4 Employee and Manager Self-Service, Pepe
Jeans can systematze and automate administratve processes
of the company and improve communicatons between
management and employees. The portal, accessible to all
employees, reduces the tme spent on calls and trips, and
decentralizes the HR department’s actvites, as the employees
themselves can process their own vacaton and training
requests, and consult and modify over the web all their own
informaton on payroll, account number or postal address. This
way, HR managers are freed up of such administratve tasks
to concentrate on planning actons in line with the company’s
strategic goals.
Ramón Amorós, Corporate HR Manager of Pepe Jeans
concludes “The Meta4 Cloud platorm allows us to harmonize
our HR policies, control our budgets, as well as exploit and
analyze informaton on all our employees, making it easier for
us to align with defned corporate policies in diferent regions
and countries where we are present.”
“The Meta4 Cloud platorm allows
us to harmonize our HR policies,
control our budgets, as well as exploit
and analyze informaton on all our
employees, making it easier for us to
align with defned corporate policies
in diferent regions and countries
where we are present”
Ramón Amorós
Corporate HR Manager
Pepe Jeans
doc_204645760.pdf
Pepe Jeans London was founded in 1973 at Portobello Market (London) where its founders, the Shah brothers, customized original jeans. Once successful, they became owners of several shops, becoming market leaders.
www.meta4.com
Share me!
Pepe Jeans
“Harmonizing HR at the internatonal level”
About the company
Pepe Jeans London was founded in 1973 at Portobello Market
(London) where its founders, the Shah brothers, customized
original jeans. Once successful, they became owners of several
shops, becoming market leaders.
• In the 1980s Pepe Jeans launched their internatonal
exploratons, frst in the United States then Europe, where
they quickly became one of the major jeans brands in just
a few years.
• Today the brand is present in Asia and Latn America, and
in 2012 they took direct control of distributon in India
and USA, ataining 100% worldwide presence.
• Pepe Jeans a leading brand established in over 60
countries across all 5 contnents and with a turnover of
450 million euros in 2011. Among their best known brands
are Pepe Jeans, Tommy Hilfger, Hacket and Coach and
over 3000 employees are spread across 300 sales outlets
in 19 countries.
Setng harmonizaton into moton
Due to their internatonal expansion strategy, Pepe Jeans
needed to manage everything related to human capital
management in a unifed way—right from the more
administratve functons through to the more strategic ones
dealing with talent management of their employees. At Pepe
Jeans, each brand was in charge of managing their teams,
which caused increased work load for the HR department.
Besides relying on independent structures, this increased the
complexity of unifying criteria and extractng informaton on
the workforce automatcally. On top of all this, the company
desired to roll out group-wide policies and to strengthen
corporate culture as well as simplify HR reportng.
Harmonizing HR processes at the
internatonal level
Against this backdrop, the company set out to harmonize
all their processes involving human capital management.
The harmonizaton plan for their HR policies contemplated
three key objectves. First, to create a corporate department
that could pool all their employee data in real tme. Second,
to analyze the HR policies applied in each country in order
to break down the details, value the more efectve and
efcient policies, and insttutonalize the best ones for both
the company and employees around the world. Third, all this
should be supported by a single technology tool which would
enable them to roll out their HR policies worldwide.
“We were looking for a technology soluton that could
deliver consolidated employee data and help us control and
save costs. Equally we also needed to create a corporate HR
department to focus on implementng strategic HR policies
and strengthen corporate culture throughout the group,” said
Ramón Armorós, Corporate HR Manager at Pepe Jeans.
On harmonizaton of their compensaton policies, along with
www.meta4.com
Share me!
More multdisciplinary teams are also being formed through
more suitable training plans and optmized outlet planning
and organizaton. As far as recruitment policies go, Pepe Jeans
has created common requirements for specifc posts in all
countries, such as educaton, experience or the level of English.
At the same tme, each work center enjoys full autonomy in
their hiring processes.
In this collaboratve environment, Pepe Jeans has also defned
a single review form for performance appraisal management,
so the company has the same interviewing and feedback
system worldwide. Lastly, with the aim of unifying their
communicaton policies to disseminate the same messages
throughout the organizaton, Pepe Jeans has adopted a series
of measures including the implementaton of Employee Self-
Service as a company-wide communicaton channel.
Afer a selecton process where the main technology
providers of the market competed against one another, Pepe
Jeans fnally chose Meta4 PeopleNet Cloud HR—a soluton
specifcally designed to cover the needs of multnatonals—to
manage personnel administraton, organizaton management,
recruitment, training and performance appraisal for nearly
3,000 employees spread out in their 300 sales outlets in 19
countries worldwide.
Among other features, the Meta4 Global HR soluton ofers
companies the security and fexibility required for allowing HR
professionals to unify processes and access to all informaton
on their employees anytme and from anywhere.
other issues the company’s goals were to bring into line
compensaton policies based on salary scales and reviews,
bearing in mind both the employee’s job and the salary/
country quota (as the cost of living is diferent in each country).
The purpose was to enable the Headquarter to receive all
requests from countries, and then centrally authorize relevant
changes and updates across the board.
Benefts were also adjusted according to levels and the bonus
system was merged into the same model for all brands and
countries. To adapt to an ever increasingly compettve and
dynamic market, the commissions system for outlets was
redefned to orient sales teams to reach targets, rewarding
efort and team work, and roll out travel policies common to
all employees of the group.
PeopleNet Cloud HR, a sound choice
for internatonalizaton
“We were looking for a technology
soluton that could deliver consolidated
employee data and help us control and
save costs. Equally we also needed to
create a corporate HR department to
focus on implementng strategic HR
policies and strengthen corporate culture
throughout the group”
Ramón Amorós
Corporate HR Manager
Pepe Jeans
www.meta4.com
Share me!
Besides unifying processes, thanks to the Meta4 cloud mode,
Pepe Jeans has accomplished lower operatng costs and
technology maintenance. The company is assured evoluton,
functonality and maintenance of their soluton as well as the
capacity to implement transparent HR policies common to all
countries, while respectng the local legal specifcs for each
one of them
Moreover the Meta4 cloud mode enables the company to
consolidate and automate all their employee informaton, plan
local and global costs, and make the most of their intellectual
assets for greater compettve edge and agility in decision-
making. The Meta4 soluton also adapts perfectly to the
organic growth of Pepe Jeans as it enables easy confguraton
of how to manage new countries and it ensures HR processes
are standardized.
Thanks to Meta4 Employee and Manager Self-Service, Pepe
Jeans can systematze and automate administratve processes
of the company and improve communicatons between
management and employees. The portal, accessible to all
employees, reduces the tme spent on calls and trips, and
decentralizes the HR department’s actvites, as the employees
themselves can process their own vacaton and training
requests, and consult and modify over the web all their own
informaton on payroll, account number or postal address. This
way, HR managers are freed up of such administratve tasks
to concentrate on planning actons in line with the company’s
strategic goals.
Ramón Amorós, Corporate HR Manager of Pepe Jeans
concludes “The Meta4 Cloud platorm allows us to harmonize
our HR policies, control our budgets, as well as exploit and
analyze informaton on all our employees, making it easier for
us to align with defned corporate policies in diferent regions
and countries where we are present.”
“The Meta4 Cloud platorm allows
us to harmonize our HR policies,
control our budgets, as well as exploit
and analyze informaton on all our
employees, making it easier for us to
align with defned corporate policies
in diferent regions and countries
where we are present”
Ramón Amorós
Corporate HR Manager
Pepe Jeans
doc_204645760.pdf