Our talent pool is the Group’s greatest asset and we owe our success to our staff around the globe
The performance management system within the Group continues to be a good interactive management tool. The competency framework within the system sets out the key behaviours that we feel are important for all of our employees to work towards and includes such skills as communication and decision making. The system also allows us to analyse any training needs and to identify those employees that are keen to progress within the Company so that we can then add to our succession planning programmes.
The development of our employees, both in technical and professional skills, continues to be an important priority. Our leadership and management training courses provide our new managers and senior managers with the skills required to carry out their roles effectively. In addition to these programmes, we also provide training in the ‘softer’ skills including effective communication, time management and negotiation skills.
Over the coming year we will be reviewing all of our training provision in each of our operating locations to make sure that we are providing the most relevant training and development opportunities to those who need them.
A lot of the training activity that will take place in the coming months will focus on Project Atlas training to make sure that all our employees can easily and successfully adopt the new software and associated programmes.
This year we produced a Corporate Code of Conduct (‘Code’) that was distributed in hard copy to all our locations and is also available on our website. All our employees have been asked to read and fully understand the Code which contains our vision, our mission and our core values, together with our policies for ensuring ethical business practice.
The Code not only helps our employees but also helps our customers, our suppliers, our distributors, contractors and other suppliers of goods and services all around the globe to understand our requirements to observe all relevant laws and regulations.
The policies and documents that are applicable to the Code of Business.
Conduct are as follows:
All employees are aware of the global Whistleblowing Hotline that is available to them in their own language. The hotline is hosted by a third party company and is available for employees to report any activity or behaviour that they do not feel is appropriate. No reports have been submitted to the Hotline within the last twelve months Adherence to the policies within the Code are audited as part of the Group HR Audit process.
The coming year will see the Group HR Director present a new global HR transformation strategy to the Trifast Board. This strategy has been developed to further enable the HR function to ensure that the right talent, managerial mobility and cultural mix are all in place to effectively manage all of our operating units and our growth opportunities.
The HR transformation strategy aims to address the differences we have within our organisation in terms of customs, habits and behaviours by providing opportunities for the decision makers within the business to regularly work together, problem solve and agree on relevant actions.
The strategic objectives of the HR transformation are as follows: