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spirits market and in order to maintain this trend, HR is tasked with the formulation and implementation of plans to enhance talent within.
“Talent management, along with learning and devel- opment, are critical tools for developing our route to market capabilities and skillsets to get it right the first time, to increase both our net sales value and net sales volume,” explained Reynolds.
Of course, there is another aspect that is so import- ant to an employee, benefits, which involves a sort of meticulous caring and efficient packaging of the processes and what it will deliver when needed down the line.
Reynolds noted, “The department also plays a crucial role in both employee and labour relations, ensuring that the organisation meets regulatory and legal employment requirements, as well as, working closely with the different functional heads to maintain harmony, create a positive relationship between employees, managers and peers.”
The department is also mandated to provide support and guidance in ensuring necessary policies are in place and implemented in a way that allows the company’s employment standards to remain at the very highest level.
The collaboration with other entities in a timely manner within the organisation is also important for efficient human resource service delivery, therefore building and sustaining positive working relationships.
Reynolds pointed out that expanded use of technol- ogy and training in developing the route to market capabilities is a notable shift impacting company growth. This includes ‘Campari Campus,’ which has improved modes of training across all spectrums of the business; product knowledge training, finance for non-financial managers, and operational excel- lence training.
“The marriage between technology and training has
increased the availability and the reach of information within a significantly reduced timeframe,” she said.
Still, Reynolds identified ways in which more could be done.
This, she said, by way of the “implementation of a more effective communication plan that covers the different modes of communication (digital, print and oral) to meet the needs of our internal stakeholders where information is deployed throughout the entire organisation (Agriculture, Marketing and Sales, Product Supply Chain and the support functions) in a timely manner and feedback is provided.”
In terms of a fix, she pointed to a critical review of internal communications policy and mode of dissemination.
In and of itself, it contributes to camaraderie, which impacts the work flow in general and development of each individual. Firstly, Reynolds noted that the success of the organization is highly dependent on spirit within the group.
“We pride ourselves on being a cohesive group that places emphasis on employee development and career growth. Through our performance review process we identify training development needs for each individual member of our team on an annual basis and these individuals are subsequently rewarded according to the set milestones.”