investors in people: a case study of implementation south african breweries (ltd) 2004 presentation...

15
Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training & Development Consultant

Upload: austin-watts

Post on 16-Jan-2016

216 views

Category:

Documents


0 download

TRANSCRIPT

Page 1: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

Investors in People:A case study ofImplementation

South African Breweries (Ltd)2004

Presentation to the Bank SETA, May 2005 by

Lita Theron

Training & Development Consultant

Page 2: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

Contents of this presentation

Background to SAB

Rationale for IIP in SAB.

Implementation process and key learnings

Page 3: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

Background to SAB SAB Miller plc is an international brewery with deep roots and a rich heritage in

South Africa.

When SAB plc acquired Miller Brewing Company in May 2002, forming SABMiller, it became the second largest brewer in the world by volume.

The company has interests in more than 26 countries, and operates in more than 110 breweries, producing over 80 different brands, with an annual capacity of 120-million hectolitres.

The company operates breweries in Africa, Europe, the USA, Central America and Asia and exports beer to more than 40 countries.

Beer South Africa, employs 5,000 employees with a total annual beer volume of 25.3 million hectolitres and helps to support thousands of retailers and suppliers. It is a major contributor to the fiscus (for e.g.. in 2002, SAB paid some R2.7 billion in excise duties.) Through its exports, SAB is also a substantial earner of foreign exchange. 

SAB holds 59% market share of the liquor market and 98% share of the malt beer market in South Africa.

 SAB holds the top 4 positions in the Top 20 liquor brands (on premise) in South Africa, with Castle Lager holding the top position

Page 4: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

PEOPLE is a core value

SAB works to create “the environment for all individuals and teams to develop to their full potential, for the benefits of themselves and the company”.

One of the 3 core themes underpinning SAB’s business vision is, with growth and corporate image, its commitment to the development and culture of its people.

SAB averages around 7 days of training per employees per year, at close to 5,5% of its payroll costs, ranking it among the world’s blue-chip companies.

It’s commitment to training has earned it international recognition: the company is represented on the judging panel of the International Benchmark Forum, which is part of the ASTD.

In 2001, SAB’s commitment to its people was recognised by the Deloitte & Touche / Financial Mail annual “Best Company to work for” survey in which it was placed first.

Page 5: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

Why did SAB choose IIP?

In 1991 SAB did a functional integration of HR into line management roles and we have been entrenching benchmarked people practices into the business even since.

SAB wanted to maximise our human capital development in order to increase competitiveness and retention of talent.

We wanted to ensure a minimum standard of a respectable level – we had quantitative benchmarks from ASTD, but no qualitative benchmark.

It had great appeal as an international benchmark of quality around HR practices.

Page 6: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

HRStrategy

BestPractice

HRD

Communi-cation

Leadership

Externalreq’s

PerformanceManagement

BestEmployer

Award

Increased morale, competence, retention, business resultsIncreased morale, competence, retention, business results

Page 7: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

Implementation Process used in SAB

1. Pilot site

2. Pre-implementation

3. Implementation

4. Post-implementation

Page 8: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

Piloted at Newlands Breweries

Page 9: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

1. Pre-implementation

Obtained commitment from senior management.

Created project infrastructure.

Ensured project team development.

Defined implementation approach.

Aligned existing processes and practices to the IIP standard:

– Relationship to organisational levels.

– Alignment to existing HR & HRD practices (IMP – People Management, CAP – People Development).

– Map processes and outcomes to Evidence Requirements.

Develop communication and assessment plans.

Page 10: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

INVESTORS IN PEOPLE

(IMP) COMMITMENT

Business StrategiesBoard/MOC/SOC GoalsDiv. Business PlanReg. Business Plan

PLANNING

Regional GoalsTeam GoalsIndividual GoalsMatrixes

ACTION

One-on-One’s Individual Reviews Team Reviews

EVALUATION

Customer FeedbackRecognitionCompensationAnnual Report

(CAP) COMMITMENT

NQF FrameworkCAP PolicyTraining CommitteeHRD Strategy

PLANNING

TNA’s, Plans & BudgetsCAP & Skills PlansTraining Plans & SolutionsCareer Discussions

ACTION

Development PlansAssessmentsDev. AlignmentSkills Plan delivered

EVALUATION

Performance Impact Competence Career Development Evaluation

Page 11: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

Implementation - Communication

Facilitated site orientation sessions with the employees.

Communicated the IIP standard and audit process:

– What, where, who, why, when and how

– Poster campaign

Aligned workplace evidence.

Developed checklist and conducted a GAP analysis.

Analysed responses and developed action plans to address gaps.

Prepared assessment plan.

Arranged countdown to audit.

Page 12: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

Implementation - Assessment

Scoped representative sample.

Schedule 1 on 1 interviews for sample group.

Prepare material for context setting with Auditors.

Develop evidence portfolio’s.

Facilitate assessment preparation workshop to line management.

Undertake IIP review:

– Presentation to Auditors and site walk-about.

– Evidence Portfolio/Display.

– Sample interviews as per schedule.

– Obtain verbal feedback from Auditors.

– Recommendation to International Recognition Panel

– Written feedback report

Obtain Recognition as an Investor In People.

Page 13: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

Post-implementation

Provided feedback to employees and celebrate success.

Insights from assessors were very valuable.

Developed a continuous improvement plan based on audit report.

Working to keep the culture of continuous improvement alive.

Obtain re-accreditation within 3 years.

Facilitate on-going communication.

Achieving recognition is only the start of the process!Achieving recognition is only the start of the process!

Page 14: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

The value-add

IIP raised our level of HR practice to a minimum level.

Raised the consciousness of HR Practice in the business.

Brought it in line with other measurement systems.

Created a lot of momentum and excitement in the business.

What would you like to get out of it?What would you like to get out of it?

Page 15: Investors in People: A case study of Implementation South African Breweries (Ltd) 2004 Presentation to the Bank SETA, May 2005 by Lita Theron Training

Questions