Training spend and number of people trained

In the year under review we improved the quality of training with more focused training initiatives (instead of training for the sake of training) and thus were able to reduce the overall quantity of training. This factor, taken together with a decrease in employees (from restructuring and resignations), resulted in a decline in overall training spend. 

Some of our companies were not allocated any learnerships for the 2010/2011 year which has also contributed significantly to the reduction in spending. This affected Bidfreight Port Operations, Rennies Distribution Services and Bulk Connections. Some of the businesses have funded learnerships internally.

Training Initiatives

All our South African businesses are registered with the SETA, with most of them belonging to TETA (Transport Education and Training Authority) and Island View Storage belonging to CHIETA (Chemical Industry Education and Training Authority). All the Annual Training plans and Workplace skills plans were submitted to the SETA at the end of June 2010.

Safcor Panalpina and Rennies Distribution Services have training Academies on site, enabling the businesses to customise training programmes to their business and environmental needs.

All training activities are planned according to both business and employee training needs.

Human Rights

South Africa is fortunate to have legislation that ensures against exploitation of people and prescribes basic conditions of employment of people. Our companies comply with Human Rights Legislation, Basic Conditions of Employment Act and Child Protection Act. All business is conducted according to ethical standards in line with the Bidvest Code of Ethics.

In addition to the above, The Commission for Conciliation, Mediation and Arbitration (CCMA) is a dispute resolution body established in terms of the Labour Relations Act,66 of 1995 (LRA). During the year we had 32 cases that were brought against our organisation. 26 of these cases were awarded in our favour.

No Department of Labour fines were incurred for non-compliance.

Society

Communities

• Ethics, Fraud and Irregularities

All reports filed through Tip Offs Anonymous are followed up by senior management. Senior management submit annual declarations of all their interests highlighting any possible conflict of interest. A gift register is in place where all staff are required to disclose any gifts over R2 000 that they have received from their suppliers. We also distribute a Code of Ethics - Business Conduct Questionnaire which is completed on a regular basis. Internal Audit plays an oversight and auditing role.

• Safcor Panalpina – one of our ex-employees defrauded the company on their commission resulting in a loss of approximately R90 000 which has been subsequently recovered
• Manica Africa – collusion between an ex-employee and a supplier led to a financial loss of about R4 million resulting from advance payments of goods that were subsequently not received.

In dealing with these cases, due procedure was followed by Internal Audit, including the involvement of the South African Police Services.  We have zero tolerance on fraud and will always take legal action on such matters in order to try and curb future occurrences.

Change in legislation

Management has a responsibility to ensure that they are abreast with all changes in legislation that are relevant to their business. Businesses report their progress on compliance with any legislation to the Risk Committee on a quarterly basis.

Product responsibility

Customer Satisfaction

Superior customer service is and has always been of critical importance. Management instil this into the minds of all staff via various training mechanisms. Management and dedicated business development and customer services personnel liaise directly with customers to determine satisfaction levels. Issues are addressed with the relevant management team and every attempt is made to resolve problems quickly and to the customer’s satisfaction.