Our commitment to the development of individuals with the business is unparalleled.
We run apprenticeship programmes to train staff in specialised areas from a young age, allowing them to learn and develop successful careers and productive, transferable skills within the industry.
We have our own formalised training programme in all areas of the business; on the job training being complemented by external training and examinations at local educational institutions. In certain production areas highly specific training may require a stint overseas.
Through this we demonstrate a deep commitment to an investment in our employees. We adopt a policy of taking on local people who show a combination of aptitude and attitude. Two thirds of our middle and senior managers are local people who have been with us from a very young age and are now part of the team which has made Stephens & George the success it is today. We have 102 staff who have been with us for more than ten years and 37 staff who have been with us for more than 20.
At S&G we pride ourselves on our forward thinking attitude to staff buy propecia online nz management, as well as our approachability and accessibility across all levels of employment; from company directors to shift workers. We believe in an open-door policy, where staff can air their views, requirements and problems and communicate directly with the highest or most appropriate level of management without fear of repercussion or breach of confidentiality.
To this end bi-monthly Partnership Forums are held, which nominated representatives from different departments attend, and where any issues or information regarding the company, its staff or its policies is discussed including profit and loss and market performance. We welcome a two-way information flow and encourage staff to discuss their work in a positive, encouraging and pleasant environment for everybody.
We also believe that our success as a company is due to the hard work and dedication of our employees and aim to reflect this in our stakeholder relationships; after a budget has been set a specific percentage is agreed by staff to act as an annual bonus. We believe in rewarding the hard work of our staff as this continues to engender a positive working relationship and thus improve productivity.