Staff members map their own career development

CLIVE EMDON
AT SAFCOR Panalpina staff training is serious business.About 90% of the 1100-strong staff complement completes at least one training course each year, says human resources director Sean McSweeney. “To have people constantly learning is critical for us. Technical expertise is a given.We want well-rounded people who also have interpersonal skills. “Our focus is on learnerships and leadership development as well as a broad approach to training,” says McSweeney. “Each person is responsible for their own career development. It’s up to them to propose their own development plan, to research the cost and the institution and then to put their case. We sponsor them as long as there is a need and it’s work-related,” he says The company currently employs 60% of the school-leaving learners it sponsors after their 12-18 month learnerships. This year there are 30 learners. Next year the company plans another 40. They either do a national certificate in customs clearing or in freight forwarding. “We take recruitment seriously,” says McSweeney. “We look for unique youngsters from disadvantaged backgrounds who have well developed life-skills. We select people who are above average academically and who have resilience and determination. “While much of our training is in-house using external providers, many people are studying through the universities.” The company holds its own internal courses in supply-chain management. It also provides computer rooms for learners working on assignments.