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Career Planning, Development
and Training |
The sustained growth of the business of Fraser Alexander requires highly trained and motivated staff who will be able to demonstrate the unique skills associated with providing innovative solutions in moving and managing waste, water and mineral resources.
A key assumption of the business strategy of the company is that it has to be driven by well-skilled, competent individuals and teams that understand the business of Fraser Alexander and can deliver stakeholder value.
For Fraser Alexander’s purposes, Education, Training and Development (HRD) refers to all forms of human capital development initiatives undertaken and supported by the company to equip all sections of the workforce with the appropriate knowledge, skills, attitudes, behaviours and competencies necessary to execute their part of the business of the company where they are employed.
We commit to training and developing all our employees with due regard being given to organisational growth needs, job and operational level needs and individual growth needs, as well as the financial resources available to the company. Thus, all HRD undertaken by the company reflect the defined and established needs and objectives of the Grooup’s strategy.
Each Division undertakes a HRD needs analysis in their respective domains annually and prioritise their HRD initiatives. This shall be reflected in an annual Skills Development Plan (SDP). Such analysis and planning is based on our Performance Management Processes, which are also central to our salary and bonus systems, promotion and reward, and in worst case scenarios, our disciplinary procedures.
In all instances, HRD undertaken by the company be governed by the following considerations:
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Evident skills gaps and functional needs.
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Safety, Health, Environment and Quality compliance
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Affirmative Action candidates representativity at all levels of the company.
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Individual capacity building, career advancement and personal development and growth.
The Fraser Alexander’s HRD Initiatives seek to create a competent workforce that has the required knowledge, skills, attitudes, behaviours and competencies to function optimally. Our HRD systems will provide for mechanisms to identify and develop the potential of individual employees and ensure their channelling into appropriate career paths. Our HRD activities will always seek to deliver a pool of talent ready for placement and advancement to areas where the talent is needed by the company. HRD programmes to develop staff will include, amongst others
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Our in-depth induction programmes at the start of your career with us.
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On-the-job training, off-the-job, training courses and lectures, internship programmes and management and leadership development programmes, coaching and mentoring sessions, business school and other educational institution programmes.
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Address the psycho-social needs of staff that include
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Improving their quality of life.
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Improving deployment, mobility and advancement prospects.
In providing opportunities for training for staff, the company cannot guarantee the advancement or promotion of any staff member. Each employee will need to take and accept responsibility for personal growth and development and must ensure that the knowledge, skills and competencies acquired through different modes of training and development are applied on the job. |
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