Action plans continue to be developed to address the needs of high performing and highly talented individuals. Well established training and development practices are in place at all levels including supervisory, management and leadership development, operator training and general skills development of shop floor employees. Effective coaching and mentoring processes are actively encouraged.
High performing and talented individuals are given the opportunity to continually develop their skills and knowledge. Organisational skills requirements are assessed on a regular basis to determine the skills gaps that occur from time to time. Employees who demonstrate the required ability and characteristics are identified and given the opportunity to assume different or additional responsibilities.
When there is a need to strengthen our skills base by means of external recruitment, the recruitment processes used will depend on the needs and circumstances at the time. One of the methods used is to place details of vacancies on our website which is linked to the Career Junction portal. In order to attract the best talent available, vigorous selection processes are utilised. Shortlisted candidates are expected to participate in a series of interviews by relevant managers and colleagues who will be interacting with the incumbent concerned. The CEO is involved in the final selection of senior management and where appropriate psychometric testing is used.