Career development

REA nurtures talent within its workforce and has an annual programme of in-house training, participation in external training courses and regular outbound activities.

To optimise productivity, the group aims to ensure that employees at every level within the organisation are rewarded based on their performance. To ensure that the group’s compensation levels remain competitive and in line with the current market practices, they are periodically benchmarked against local industry standards.

Performance of management staff is evaluated annually in relation to a pre-agreed set of quantitative and objective key performance indicators (KPIs). The reward system for all levels of employees is reviewed and refined regularly. Particular attention is paid to ensuring that compensation and benefits for harvesters, who are a key component of the group’s workforce, are competitive and incentivise productivity. Monthly bonuses are awarded to harvesters who achieve certain graduated targets, with additional allowances paid for harvesting tall palms.

The group aims to maintain and improve management standards by facilitating the upward mobility of promising employees through its management training programme and by recruiting new graduates through its collaboration with local technical institutions. The group’s central training school provides participants with 12 months of theoretical and practical training in all aspects of plantation management. Management trainees who successfully complete the training are appointed as assistants on the group’s estates, in the mills and various administrative departments, such as technical services, sustainability and safety. Over the last 20 years, 414 trainees have participated in this programme and many of them are still employed by the group.

Help with career advancement is not restricted to the management training programme. To equip employees at every level with the skills and knowledge to perform effectively and to advance their careers, the group also runs an annual training programme for established employees. The programme is designed by the group’s training manager, based on input received from every department, and consists of both in-house training and participation in external training and conferences. Externally facilitated training, coaching and workshops are also provided for senior managers to ensure the alignment of individual and corporate values, policies and priorities.