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CHAPTER 2 | UNIQUENESS AND TALENT, INGREDIENTS FOR SUCCESS

turnover, an internal search is first carried out. A Tunisian site. In the case of Creomoda, the number
vacant position is created and is subsequently of women under 30 who left their jobs in 2021 was
advertised internally as a job posting. If 18, compared with 37 in 2020, while in Maison des
the internal search does not produce the Accessoires the number in 2021 was 3, compared
required results, external selection channels 83 with 24 in 2020.
are activated, including announcements on
specialised websites, direct contact or by NEW HIRES The increase in the employee turnover rate
examining the database of CVs. AT 31.12.2021, (incoming) and the decrease in the employee
During 2021, the search and selection of turnover rate (outgoing) are evidence of how the
personnel focused mainly on professional figures 27.57% Group is reacting to the economic crisis caused by
who could support the implementation of the the Covid-19 pandemic.
IT and digital transformation of the company OVERALL RATE
(experts in R&D, web developers, e-commerce OF TURNOVER The variations recorded in turnover rates
managers) and on young professionals with IN 2021 between 2020 and 2021 are in contrast to what
experience in production techniques. was seen between 2019 and 2020, when a
reduction in turnover (incoming) and an increase
Every new-hire has a period of induction as set in turnover (outgoing) were recorded. The
out in the welcome plan, together with his/her complicated situation caused by the emergency
future boss. resulted in a fall in production, reduced the
On their first working day, new-hires receive any number of people hired, and created more
equipment relevant to the position and a general mobility in terms of exiting the company,
information/training session on the company especially in Tunisia where fixed-term contracts
and on the policy for risk prevention and safety in are very common and where there is a general
the workplace, the Code of Ethics, MOG 231/01 flexibility in the local labour market.
and management systems.
The on-the-job-training programme then begins,
after which a tutor is assigned to ensure that the
induction process is correctly followed.
At the end of the induction period an evaluation is
carried out – normally at the end of the contractual
probation period. For longer and more complex
induction periods, an intermediate evaluation is
carried out.

In 2021 a total of 83 people were hired, 57.8% of
whom were under 30 years of age.
Also in 2021, 113 people left the company,
compared with 145 the previous year.

In 2021 the Group’s total staff turnover was 27.57%,
in line with the figure for 2020 (27.80%). In particular,
during the year the employee turnover rate
(incoming) went up from 8.23% to 11.67%. The main
change was due to a higher number of employees
and, in particular, employees under the age of 30.
In 2021, there was an increase in the number of
workers hired at the Tunisian premises of Maison
des Accessories – up from 3 in 2020 to 19 in 2021
– while the number of male workers increased at
both the Italian and the Tunisian premises.

The employee turnover rate (outgoing) was 15.89%,
a decrease on 2020 (19.57%). Also in this case the
main age range involved was employees aged
below 30. This went from 38.04% in 2020 to 15.47%
in 2021. The variation is explained by a reduction
in the number of women leaving their jobs at the

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