Pernod Ricard’s On the Job Training Leads the Way

MEDIA RELEASE 26 May 2008

Pernod Ricard’s On the Job Training Leads the Way

Many work individuals would like to better themselves in terms of qualifications, but can’t afford to give up their job to gain a form of accreditation. A new scheme now operating within the viticulture industry takes those worries away by aligning everyday work practices with national qualifications.

Pernod Ricard New Zealand (formerly Montana Wines) is leading the way with in-house training, which is structured around their own Standard Operating Procedures (SOP’s). All SOP’s have now been aligned to NZQA unit standards, which can lead to National Certificate qualifications.

This is classic work-based training at its best. The employee benefits by receiving quality accredited training, which can result in them obtaining a national qualification and the company can be assured that their employees are being trained the appropriate standard. All SOP’s also incorporate best practice in regards to Health and Safety, Quality, Environmental, and Food Safety aspects ensuring they also lead the way in compliance training

Tony Hoksbergen, General Manager Viticulture and Wineries, explains that this model is giving Pernod Ricard NZ a competitive edge in attracting people to their company. Pay structure is linked to achievement, which is key to developing a performance culture as well as assisting in staff retention.

Pernod Ricard NZ has worked closely with the NZ Horticulture Industry Training Organisation (NZHITO) to align the SOP’s to existing unit standards. The company has also written formal Assessment Guides for all SOP’s ensuring competence of their employees. The NZHITO has trained Work Place Assessors to undertake the formal assessments and ensure a consistent and quality approach.

Local training advisor, Duncan Burns, says this form of training is well suited to the viticulture industry. “It is geared up to provide what the company needs, at the same time as rewarding staff for work well done.” He makes it clear that the company actually drives the training via their own SOP’s. “The training isn’t driven by unit standards that we often see with existing methods of training.” People are training while at work and doing things the way the company needs them done.

As for the future, Duncan says more companies will follow Pernod Ricard NZ’s lead with this style of training. “It’s formalising training that takes place in the vineyard anyway. Everyone benefits, so it becomes a win-win situation.”

In June and July, Pernod Ricard NZ will be acknowledging their staff who have received National Certificates at graduation ceremonies in Marlborough, Gisborne and Hawke’s Bay. A total of 43 employees have received either a Level 2 qualification in Horticulture or Level 4 qualification in Viticulture since the launch of the program in January 2007.

ENDS

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