All employees working in operational areas receive specific training relevant to those areas. Such training can include chemical handling, HACCP, confined spaces, forklift or other equipment operation and refresher training is provided on a cyclical basis to ensure competencies are maintained.
Through our performance management process, succession planning or talent development initiatives opportunities are identified for further development. This can be on an individual basis or for groups of people and can include leadership development programs, visits or exchanges with other organisations or participation in cross-functional projects, resulting in the broadening of capabilities beyond an employees current role.
Bega maintains an employee mentoring program, through which guidance and advice in building a career path within the company can be provided by our more experienced or senior personnel.
All our people are able to approach the company at any time to seek assistance and support in undertaking further training or development.
The processes delivering career development opportunities at Bega are many and varied. In the first instance we recognise and understand that the continued success of our business is totally dependent on our success in developing our people and their capabilities. We expect everyone in our business to be trained and educated about our commitment to employees safety, food safety and quality and to be familiar with those processes/requirements particular to their area of operation. Every employee must complete the company’s annual refresher training program.
Workforce development programs more often than not in the form of recognised traineeships are being pursued across all operational areas of the business, with new employees commencing in manufacturing, production, or related areas, commencing a traineeship from day one of their employment.