Training plays integral role in succession plans

ALAN PEAT
TRAINING HAS become an integral part of the company policies and succession plans at Hellmann Worldwide Logistics, according to human resources manager Norma Freemantle.
This was stimulated when Hellmann became an ISO-certificated company in 1994.
“Training needs,” said Freemantle, “are identified through annual performance appraisals and co-ordinated on a national basis.
“At monthly ISO meetings we monitor training that has been scheduled in all branches. And, in order to improve on our level of service to clients, we have compulsory “customer care” training written into our quality manual.”
The HR department, meantime, ensures that the staff is accredited to unit standards.
This year, Hellmann has also started “learnerships” - e-learning based programmes.
“Management responsibility for training has now become far more involved than in the past,” said Freemantle, “and HR departments are now having to become competent as “skills development facilitators” to handle the wide spectrum of needs that are now emerging.”