Employee Training and Development – Strauss Group
Employee Training and Development – Strauss Group

Employee Training and Development

Read More about Employee Training and Development

In our dynamic work environment, it is important for our employees to have the knowledge and skills necessary to carry out their responsibilities. We provide training and development opportunities for employees across a variety of disciplines, from Operations, Engineering and Maintenance to Development and Production, Sales, Procurement and Marketing Technologies. In addition, the following areas engage in cross-organizational training and development: quality and safety, regulation, organizational orientation, and entry into a new position, as well as entry into a first managerial position. The training is carried out using a variety of educational, technological and digital methods, in addition to in-person tutorials and frontal sessions, depending on the nature of the activity.

New measures in the field implemented in 2019 included integrating innovative learning solutions, applying the use of diverse learning platforms, and using innovative training methodologies.

In addition, we aim to contribute to the personal growth and professional development of employees and to improve their ability to find employment in the future, thereby contributing to social development as a whole in our areas of activity. In all of our training programs, we focus on employee upskilling. 

We have developed a detailed and methodical upskilling program, which we started implementing in 2019. Examples of the corporate upskilling program:

Operation Sales Technology
From operation to technical operation: responsibility for operating and maintaining a proper and reliable equipment and work environment. Analysis and data-based decision making. Detection and searching for experts or knowledge, with a focus on tracking trends and tendencies in the food sector.

Diverse Employee Training Methods for Personal and Professional Development

 

Sabra

Sabra has an extensive training program with eight different types of core training courses, such as leadership, decision making, quality and safety and personnel training.

01

Leadership

In this area, employees are offered training that allows the manager or supervisor to acquire tailored tools for proper communication, employee development, performance and efficiency improvement, maintaining organizational knowledge and human capital management

02

Decision Making

All Sabra executives were asked to participate in a program to raise awareness of the issue of having an unintentional biased opinion: from what does it arise, and how to accommodate an inclusive point of view

03

Quality and Safety

To maintain a high level of professional knowledge among the employees, Sabra offers a series of professional training on food safety, control and treatment

04

Personnel Training

Employees are required to participate in a number of online courses on personnel issues: harassment, workplace violence, company policies and relevant laws. These issues are important to the work environment in the company and are in accordance with its values.

Strauss Water

Strauss Water has created an Employment Guidance Plan that allows employees who are at a crossroads at any point in their careers to examine their continued employment opportunities, what their goal or challenge is, and to understand what is the most appropriate way to reach that goal with the help of a feedback conversation. In 2019, about 27 employees took part in this program.

Another program developed at Strauss Water is the internship program, which allows students or employees who are in the process of obtaining a training certificate to gain practical experience in the field they are studying. The program is held once a week for three hours, and in 2019, it helped ten interns expand their professional capabilities

Other measures in the field of training and development in 2019 in Strauss Water include:

  • Passion for Water: As part of the Strauss Water strategy of transforming from a product company into a water specialist company, this year, a learning program was created across organizations in all divisions and in all positions about the worlds of water. The plan introduces employees to the aquatic environment, from a geopolitical survey of water sources in Israel, to a discussion of various pollutants that may find their way into the water. It also discusses how Strauss Water plays an active role in purifying drinking water. During these training programs, all employees and managers learned and gained personal experience in labs, escape rooms, water tasting, online learning, experiential water day, and more. As part of the process, each employee starting work in the company is invited to provide tap water samples from his or her private home. This sample is analyzed in the company’s laboratories and a detailed analysis is provided in a work meeting dedicated to a thorough discussion and explanation. All these steps have been taken to enable every employee to generate and engage in an in-depth and meaningful discourse on water, whether with a client or in a private conversation with family and friends.
  • Executive Development: Team Managers as Professional Leaders and Leaders of Change -In today’s era, with the high rate of change and knowledge required from company representatives, managers must be able to support their representatives on the ground and, even more importantly, prepare their employees for change. With the help of executive development processes focused on messaging, change management skills, enhancement of presentation skills and training capabilities, we have transformed them from team managers who, rather than merely undertaking training with their employees, assume the role of mentors who lead change.
  • Staff Development: A wide range of enrichment training sessions were held this year as part of “The Catalog” program offered to all staff, such as Excel, PPT, Effective Presentation, Negotiation Management, Networking and more.
  • Ways of Learning: Understanding that representative’s training cannot be completed as part of the entry-level training course, we have created ways of learning for a variety of skills needed by representatives, mentors and senior executives. This initiative is intended to generate continued learning, improve skills, develop employees and produce upskilling with the aim of improving service and customer experience. In the first year, the employees receive between two to three additional training sessions beyond the initial training, in accordance with the skills and needs required for their job. From the second year onwards, they undergo training sessions according to their needs and desires.
  • Creating Individual Training Platforms in a Variety of Skills: One of the many benefits of this kind of training is that it allows for immediate recruiting flexibility, without the need for taking a special course. We have created a platform that combines online learning, practice, work with a mentor in an on-the-job training (OJT) setting, and work with a mentor and direct manager to acquire the tools and skills required regardless of the course. We recruited around 20 employees this year whose integration into the organization was made possible by this platform.
  • Innovation in Learning: In the age of the Y Generation, a complex generation looking for work excitement in general and learning in particular, we must adapt ourselves. That is why every year we innovate and integrate more learning technologies. In 2019, we created a video for new employees with VR glasses, “gamed” some of the content in the tutorials, integrated escape rooms, experiential, visual and tangible learning, online learning and more.
  • Increased Course Effectiveness: We have shortened some of the courses and adjusted them according to the organization’s changing focus.