SYMAPRO Chile: Development and transfer of a methodology to improve productivity and quality in the harvest and packing stages of fresh fruit for export

País: 
Chile
CL
Alcance geográfico: 
Nacional
Fecha ejecución inicio: 
2008
Fecha ejecución fin: 
2009
Objetivos: 

General:

  • Develop the skills in company supervisors to be leader-trainers in SYMAPRO.
  • Develop working skills in temporary agricultural workers.
  • Improve productivity and quality in work.
  • Promote international trends and ILO principles related to self-care, social dialogue, social well-being and corporate social responsibility (CSR).
  • Promote a culture of ongoing improvement and continuous learning within the company.

Specific:

  • Guide and give feedback the process of applying Self-Training and Competency Assessment Guide (STAG) and SYMAPRO as leader-trainers within the company.
  • Measure the work performance of temporary agricultural workers according to competency standards, under the SYMAPRO methodology.
  • Measure and analyze productivity and quality indicators.
  • Develop behaviour that addresses self-care, well-being, social dialogue and social responsibility in temporary workers.
  • Create spaces for participation, social dialogue and continuous learning through feedback meetings.
Población objetivo: 

Fruit export sector companies

Descripción: 

The chilean fruit-growing sector has more than 7.800 producers of fresh fruit and 518 export. Of the total fruit production, 65% is exported to over 100 countries, which receive 75 species of fresh fruit originating from Chile. It is estimated that during harvest time, the industry employs more than 400.000 temporary workers

With respect to training in the sector, several studies carried out by ASOEX, showed the scarce figures for the agricultural sector, compared to other economic activities in the country.

In 2007, the OTEC Interfases, Interfases Capacitación Ltd. and OTIC Agrocap, examined the possibility of implementing SYMAPRO, on an exploratory basis. SYMAPRO was considered an ideal response and feasible to be done in the short term to help improve this situation

The experience was carried out in 4 export companies, covering 7 facilities between Copiapó y Curicó: ACONEX Ltda.

  • Del Monte Fresh Produce S.A.
  • Agrícolas Cruz del Sur
  • Longovilo S.A.

Stages of implementation: Previous agreements

  1. Exploration of context
  2. Prior training
  3. Development and validation of learning material: STAG
  4. Tutor training
  5. Planning and execution of training with STAG
  6. Application of SYMAPRO measurements and analysis
Factores clave: 
  • Competence-based training. 
  • The application of the STAGs promoted: gender equity, social dialogue, participation and responsible social commitment. 
  • This methodology is based on a format of participation and communication at all levels of the company. 
  • It is necessary to work with a counterpart company, in order to ensure meeting the client’s expectations and reflecting cultural aspects. 
  • Learning includes practice, measurement, feedback and improvement proposals.
Evaluación: 
  • SYMAPRO is applicable to large, medium-sized and small organizations; and similarly, in administrative, management and production areas. The tool leads to personal and group interaction and company management to a level of proactive, committed and responsible behaviour, open to dialogue. 
  • The results encouraged the expansion of SYMAPRO to other fruitgrowing companies, as well as to other productive areas, such as construction, mining and viniculture. Thus, in March 2009, the SYMAPRO Chile Network was launched. 
  • This methodology demonstrated that it achieves a transformation of the work culture, improves quality, productivity and the working environment, from the change of attitude and new management style of individuals. 
  • The STAG was an effective learning methodology for adults. 
  • 100% of those trained in the offseason returned to work in season
Resultados: 

By December 2009: 

  • More than 700 workers were trained in the tasks of harvesting and packing table grapes and packing pit fruits and pomaceous fruits. 
  • In 2 of the companies, the measurement system has also been used in other processes, as pruning. 

As from the application of STAG: 

  • Learning among staff was encouraged according to expected outcome of productivity and working conditions. 
  • Labour self-management was promoted among individuals and work teams. 
  • In 2 country estate, “La Candelaria” and “Los Maitenes”, the work teams learned to manage themselves. 

As from the application of SYMAPRO: 

  • Improvement in workers’ performance led to a reduction in processes, in losses due to damaged materials, and improved the use of work elements and equipment, which translated into a reduction of cost in working days. 
  • The proposals undertaken by the workers created a process of ongoing improvement that led to benefits for the company, productivity, quality and working environment.
  • The feedback meetings promoted the practice of continuous learning, and also supplied the input necessary for self-management in learning and self-learning. 
  • By collectively developing technical and behavioural competencies commitment and loyalty were encouraged. 
  • Turnover of workers was low, and accident and absenteeism rates were reduced. 
  • The ROI was 182,6% in one of the pilot companies.

 

Información de contacto: 
 ILO/Cinterfor Web: http://www.oitcinterfor.org  
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