OUR PEOPLE

TRAINING AND DEVELOPMENT

We are committed to helping every employee realise their potential. Each year we invest millions of dollars in training and education programs to help our employees to develop their careers within Woolworths. In our quest to attract and develop the best retailers in Australia, we offer a range of training and development opportunities including skill-based training, job relief assignments, secondments and formal academic training through our partnership with Macquarie Graduate School of Management (MGSM).

Our vocational training programs such as certificate - and school-based traineeships and apprenticeships reflect our commitment to providing young people with opportunities to gain skills that will assist them in establishing a career. In our Supermarkets division, we are proud to have one of the largest groups of apprentices and trainees in Australia.

In 2007–08 our total training investment increased by more than 25% to $63 million. This spend included our core training programs, training for new employees and leadership development programs for managers and executives.

We have also invested significantly in a number of new core programs in our trading divisions which support the Company’s strategic focus on quality in both service and products, and on safety. These include:

• Last Impressions, a Customer Service program developed specifically for Woolworths.
• The Focus on Fresh program in our Supermarkets division.
• The Move for Life program which teaches safe lifting practices.
• Training in the Company’s replenishment system.

Management and executive development also remains a key focus as we build our leadership capability to ensure we have the right calibre of people now and in the future. Fresh Specialist Training, Future Leaders, Engaging Leaders and Personal Leadership courses were all undertaken in 2007–08, as was training in the principles of collective agreements.

A sample of vocational training programs undertaken during 2007–08 (number of participants) – Australia (excludes PEL and ALH)
Certificate trainees	2,779
School-based trainees	777
Apprentices	1,157
Graduate program	20

In addition to developing the skills of our own people and providing opportunities for them to achieve their goals and progress their careers, we also have a strong commitment to developing the professional skills of young people outside the Company. We have formed a partnership with the Royal Agricultural Society of NSW and the University of Western Sydney to create an Agricultural Scholarship Program for young Australians in the horticultural and agricultural industries.

Graduate program

This program provides employees with career opportunities during their transition from tertiary studies to full time employment, while developing leaders for tomorrow. Employees who have either recently graduated or are in their final year of tertiary studies are eligible to apply.

Since 2005 (Australia excludes ALH and PEL):

• 63 graduates have been appointed.
• 25 have completed their program, moving into permanent roles.
• 35 are currently participating in programs.
  

Retention of graduates is particularly high with 95% of participants remaining with the company.

2009
As part of our ongoing commitment to build talent pipelines for future leaders, 24 additional places were offered in this year’s program.

Macquarie Graduate School of Management (MGSM)

Our MGSM partnership continues to ensure that our managers with potential are given access to formal academic programs that expose them to the latest research and academic thinking in a broad range of subject areas. In addition, this program has assisted in the retention and development of our executives by providing a solid academic framework to underpin their daily work and the opportunity to challenge their thinking.

In 2007–08, enrolment of Woolworths employees in MGSM programs rose by 21.4% compared to the previous year and the first Masters degrees were awarded to employees, with 2 MBAs and 10 Masters of Management conferred. Since 2004, 185 employees have graduated from the MGSM program and 93% of all employees who have participated in a program have remained with the Company. Approximately 70% of all graduates have been promoted following the completion of their qualification.

The information in this section relates to our business in Australia excluding ALH.

Mentoring

We encourage everyone in the business to take responsibility for their own development and one of the ways we do this is through mentoring.

Mentoring offers employees an opportunity to use the experience of more senior team members in their own development. It is an effective way for employees to increase their knowledge, develop their skills and support their career growth in the business. By offering guidance and support, a Mentor provides a valuable resource for employees wanting to initiate their own professional and personal growth.

Mentoring is open to all employees; however, specific initiatives include:

• Cross divisional mentoring is in place for executives.
• Leadership development programs foster mentoring relationships within their own function or division or across the broader business.
• The Senior Management Group plays an active role in mentoring talent.

The information in this section relates to our business in Australia excluding ALH.

Network forums

To promote ongoing career progression for talented staff and provide opportunities for supportive interaction, a number of programs have been implemented such as:

• The Chief Executive Officer (CEO) Network Forum provides young leaders with a forum to discuss and debate key business and community issues in an informal setting with the CEO. Network sessions were conducted across the year with 172 people attending across Western Australia, South Australia and New South Wales.
• Senior management forums were conducted with 320 people attending.
• Breakfast network sessions to build on knowledge and business networks.

Leadership

In order to develop leaders that can create high performing and engaged workplaces, a framework for leadership development has been developed and implemented. In addition to the programs outlined below, external assessment and feedback processes such as the 360 feedback program and international development programs are also used to prepare executives for more senior roles.

The information in this section relates to our business in Australia excluding ALH.

Personal Leadership
We have developed an 8 week program targeted at managers that focuses on self development and self awareness. The program gives participants the opportunity to put into practice learned changes in behaviour and share their achievements with their peers. To date, 150 participants have taken part with positive feedback.

Future Leaders
This 12 month program is targeted at managers early in their careers and is designed to develop leadership skills to position participants for future promotions. The program has a strong emphasis on personal responsibility, accountability and proactivity. It also covers in-depth business acumen and innovation. Sixty managers participated in the program this year.

Engaging Leaders
This 18 month program is targeted at leaders capable of moving into executive positions in the future. It has a strong emphasis on principle centered leadership, business acumen, innovation and engagement. To date, 120 employees have completed the program.