KWV created a transformation model which encompasses change on all levels of the organisation and aims to align KWV’s culture towards the voice of the customer, and at the same time ensures sustainability for the organisation.

Some of the key elements in this process were empowerment, leadership and coaching, and business improvement. Employees from all parts of the organisation were extensively involved in this process, and a transformation forum was established in order to integrate the different aspects of change and ensure an alignment with KWV’s five-pillar strategy.

Functional skills development was given specific focus in KWV’s human resources strategy. The aim was to equip employees with the correct skill sets to be competent and effective in their positions. At the same time, empowerment through clear accountabilities has become part of contracting with employees. This contributed significantly to the success of the business improvement drive throughout KWV. Focus was also being placed on retaining these skills with an ongoing career path process being started. This will continue throughout the forthcoming period. The Employee Assistance Programme that is in place has assisted our employees in making remarkable improvements in work life balance.

A process of establishing a KWV competency framework has started and through this the company will be able to zone in on specific industry and generic competencies. To give effect to KWV’s organisational strategy, a number of talented people were appointed in our Sales and Marketing, Value Chain, Financial and Production divisions.