Career development

REA has a number of strategies in place to nurture talent within its workforce. This includes an annual programme of in-house training, participation in external training courses and regular outbound activities.

To optimise productivity, the group aims to ensure that employees at every level within the organisation are rewarded based on their performance. Performance of management staff is evaluated annually in relation to a pre-agreed set of quantitative and objective key performance indicators (KPIs). The reward system for all levels of employees is reviewed and refined regularly. The system of compensation and benefits for harvesters incentivises productivity by awarding monthly bonuses to harvesters who achieve certain graduated targets, with additional allowances paid for harvesting tall palms.

The group aims to maintain and improve management standards by facilitating the upward mobility of promising employees and by recruiting and training new graduates. The mechanism for this is the group’s long established management (previously “cadet”) training programme which is run in collaboration with the Technical Institutes in nearby Samarinda. The programme is run from the group’s central training school and provides participants with 12 months of theoretical and practical training in all aspects of plantation management. Management trainees who successfully complete the training are appointed as assistants on the group’s estates, in the mills and various administrative departments, such as technical services, sustainability and safety. Over the last 20 years, 414 trainees have participated in this programme of whom some 30 per cent are still employed by the group.

Help with career advancement is not restricted to the management training programme. To equip employees at every level with the skills and knowledge to perform effectively and to advance their careers, the group also runs an annual training programme for established employees. The programme is designed by the group’s training manager, based on input received from every department, and consists of both in-house training and participation in external training and conferences.

By assisting employees to realise their full potential REA aims to fill vacancies through internal promotions wherever possible.