At the heart of Produce World’s vision and values are its people. Long-term trust, collaborative working, a safe workplace, an innovative “can do” attitude, a learning organisation and a challenging but fun environment are all recognised by the company as important pillars in building its unified culture.
Moira Trafford, human resource director, joined the group in 2003 and has introduced a number of initiatives to improve the effectiveness and commitment of more than 650 employees working across nine separate business units.
The company’s graduate scheme is now into its second year. A three-year programme, it allows each graduate to work in three different roles across three sites, with a minimum of 20 days training guaranteed. Running alongside this is a fast-track management development project - “The Stars” programme, with each participant having a mentor to provide valuable on-going feedback. Learning logs are completed throughout the programme with electronic ‘distance learning’ also part of the development process. Attending grower forums and field visits is an integral part of the scheme.
Paula Parker recently joined the team as group training and development manager. Her role is to work closely with the managers of the graduates and “Stars” to ensure all learning is consolidated and practically implemented within the workplace. Parker has also persuaded several executives to become actively involved as guest tutors to further enrich each trainee’s learning experience.
In the last 12 months, Produce World introduced Investors in People into its central head office operation and also into Frupac, one of its subsidiary companies. Formal accreditation is anticipated within 12 months, after which the project will roll out across the group.
Not only will graduates, ‘Stars’ and the workforce benefit, but there is now a training programme established up for those aspiring to become the future directors of the business, says Trafford. “Potential general managers were identified through a selection and application process. Candidates have been enrolled on to a three-year programme, which will consist of a series of internal and external training modules culminating in attendance at the Cranfield Business School.”
The company is on track to pilot 360° appraisal and feedback later this year, with planned implementation to all directors within 12 months.
Additionally, several senior executives further their development by benefiting from external mentoring.
Another change has been in the recruitment process for management positions. Assessment centres and panel interviews are now an established procedure for employing leaders within Produce World.
“It’s also important that, wherever possible, we introduce some fun into our daily lives and therefore we launched the Get Fit - Lose Weight scheme in January this year,” adds Trafford. “For every pound lost by an employee enrolled on the programme, the company donates 50p to the Sue Ryder Care and Macmillan Cancer Relief. Further donations will be made if the employees maintain their lower weights or lose more over time. Over 30 stones had already been lost by participating employees by the end of last year.”
The health of all employees is seen as very important and, as well as the Get Fit campaign, there have been a number of educational workshops carried out across the company to raise awareness of the benefits of nutrition and exercise.
William Burgess, chief executive officer of Produce World, said he was very pleased with the progress over the last three years. “We are starting to see major benefits with our HR programme and developing careers, not just jobs. We continually strive to make suitable profit margins to enable us to continually invest in our business and our people and provide value for our shareholders. We have introduced world-leading FMCG practices within the company which will support our growth plans in the future.”
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