Complying with the policy to develop fully the skills of our employees, thereby seeking an excellent performance, the refinery met the training plan designed to strengthen and improve the knowledge and skills in different areas of management processes.

Investment in Training

In 2007, were given 12,565 hours of training for staff, with an investment of $ 191,165,944.

To the staff of the external operational support, were given 5725 hours of induction, training and retraining.

The main education and training projects that were developed were:

Metrology Training Course

With the project “Definition of Personnel Plant” conducted in late 2006 in the Department of Development, which sought among the various aspects of assessing the profiles and identify training needs and development of employees, defined for the operational staff a training in basic aspects of metrology which was handed down by el SENA in the facilities of the refinery. It had a total of 60 people in three groups of 20 each and with duration of 2400 hours in total.

DIPLOMA IN MANAGEMENT

It corresponded to a continuous training program in partnership with SENA.

This course which was initiated in 2006 was successfully completed in July 2007 attended by 27 managers and middle managers from the Ingenio and 3 staff from the SENA Risaralda. The objective of this diploma is to address the participants on the latest models, concepts, techniques and tools of modern business management. Every company needs to develop skills in management process of their leaders, to facilitate the transition to a structure based on the work by product.

TRAINING SCHOOL IN FACTORY

As a strategy for human management and going to develop career plans of the employees were given space to implement a training program for engineers and operational staff at Factory Training.

The objective of this strategy is to train engineers and technical staff in different roles of the plant to develop skills that enable them to easily perform a variety of positions in the factory once the vacancies will be given by our staff pensions.

This school model was designed with the owners of the factory processes and Organizational Development in a manner that each employee receives training in the different processes and roles. As Engineers in charge of training at the factory were linked 5 Mechanical Engineers and as Supernumeraries in training for the Department of Development were associated 7.

CANE SUPPLIERS

In the year 2007 continued the process of technology transfer to suppliers of cane through workshops, training and training for the GTT, with an average attendance of 30 cane growers.