Developing Our People
Last year, CSR trained 4,649 people across 99,567 hours of training.
CSR provides all employees with on the job training and coaching. This training focuses on:
- The skills employees need to meet current job requirements and business improvement plans
- The education employees need to fulfill future job requirements and enable cultural and organisational change
Both management and team leaders pledge their involvement and commitment to individual and team development through the Performance & Development Review System.
CSR supports employees to undertake tertiary studies that add value to the business, contribute to an employee’s personal development and complement skills gained on the job.
Annual Performance & Development Reviews
All full and part time salaried employees at CSR undergo a formal performance & development review each year as part of the CSR Performance & Development Review System. The System is designed to ensure the success of our people and our business.
The CSR Performance & Development Review System provides input into an employee’s salary review and assists in determining an employee’s Short Term Incentive bonus (STI).
The CSR Way Program
In YEM07, the CSR Way program was launched to boost the gathering, retention, enhancement and dissemination of knowledge across the Building Products division of the company in critical business functions such as marketing, sales, manufacturing and supply chain logistics.
A team led by a Senior Manager has been formed for each critical business function and is responsible for devising the most efficient way of sharing information across business units. For example, the CSR Way in marketing team shares knowledge across business units by inviting experts on individual topics to present to the marketing leadership team.
The program has increased the sharing of information across CSR’s businesses and has enabled us to increase our expertise in areas critical to the success of the company.
CSR’s Performance Coaching Initiative
CSR’s Performance Coaching Program is the foundation for leadership development within CSR. The course is designed to:
- Provide people managers with sound principles for leadership, coaching and giving feedback
- Help managers make strong linkages between business goals and team and individual goals
- Help managers coach their team members to achieve learning and development objectives
- Build manager confidence and competence to give positive and negative feedback constructively
ALL FULL AND PART TIME SALARIED EMPLOYEES AT CSR UNDERGO A FORMAL PERFORMANCE & DEVELOPMENT REVIEW EACH YEAR...
CSR has built a strong pool of employees with the potential to move into more senior management roles by investing in additional training, development, coaching and on the job experiences for a targeted number of people per annum, particularly in the areas of leadership and management development.
CSR SUGAR CONTINUES COMMITMENT TO APPRENTICES
Continuing its commitment to the replenishment of North Queensland’s skills base and the region’s youth, CSR Sugar now has more than 100 apprentices being trained at its mills.
More than 30 new apprentices joined the ranks at CSR Sugar at the beginning of 2008. The budding electricians, diesel fitters, instrument fitters, fitter and turners and boilermakers are employed across CSR Sugar’s seven North Queensland mills.
Twenty-one of the apprentices are on the job in the Burdekin, six have positions in the Herbert and four are employed at Sarina’s Plane Creek mill. One apprentice is employed at CSR Sugar’s Sarina Distillery.
Among the group are four cadets, who will study an associate diploma in either mechanical or electrical engineering, while also completing their corresponding trade qualifications.
The apprenticeship program has formed a critical part of CSR’s annual recruitment process for many years. CSR Sugar apprentices are well supported in the workplace and given the opportunity to learn a variety of skills. A significant number of apprentices choose to stay on at CSR’s mills after they complete their trade qualifications.
High Potential Employee Development Program
For the past three years, CSR has invested money and senior management time in our high potentials program. We have built a strong pool of employees with the potential to move into more senior management roles by investing in additional training, development, coaching and on the job experiences for a targeted number of people per annum, particularly in the areas of leadership and management development.
The high potential employee development program has so far been focused at the senior and executive management levels, with the aim going forward to roll out to more junior emerging talent and those in specialised areas such as finance and IT.
CSR’s high potentials program is proving to be successful. To date, 100% of the business unit employees that were identified for the program have been retained by CSR. Also, in the six months from January to July 2008, 66% of roles at the general management level that became available in CSR due to promotions, staff resignations or restructuring of the organisation, were filled internally.