Cross-industry greetings between HR, apprentices and future talent at PWP SA

Working in multiple departments: an asset for training

Cross-industry greetings between HR, apprentices and future talent at PWP SA

At PWP SA, learning is not just about learning a trade. It's about to build a route, to develop well-rounded individuals who can understand the company's inner workings, adapt to different environments, and grow with a global vision. To this end, the company has been implementing a strategy for many years that involves Rotation of services for its apprentice commercial employees.

To understand its concrete effects, we have gathered testimonies from three people directly involved in this dynamic:

• Marcia, HR manager and trainer, herself from this system,
• Sydney, Former apprentice, now an employee in the accounting department,
• Daniela, a second-year apprentice currently in procurement.

Three voices, three complementary perspectives, to explore a proven method.

Cross-service rotation: a tradition that has become an HR strategy

«This process has always existed at PWP, even back in my own apprenticeship days. Today, I continue this tradition with conviction.» — Marcia

Job rotation between departments is not simply a pedagogical development tool. It is based on a training philosophy: to discover the company from all its facets, by promoting cross-functionality and collaboration.

At PWP, the journey follows a clear line:

• First year: service Sale
• Second year: purchases
• Third year: Accounting and HR missions

«This provides consistency between practical experience and school training. The pathway is structured in line with the apprentice's maturity, their achievements, and their prospects.»

But beyond the organisation, it's the human and professional benefits that matter.

«Apprentices gain a better understanding of the meaning of their tasks, and they become more motivated. We avoid routine. And in the job market, this versatility is a real added value.» — Marcia

To immerse oneself in services to learn better

For Daniela, currently in her second year, this immersion in several departments changes everything.

«I started in sales, and now I'm in purchasing. What struck me the most was that first spell in sales: the real beginning, the moment you leave school and discover the reality of working life. I had to adapt quickly.» — Daniela

This change of environment is not just a technical challenge, it's a school of flexibility.

«The experience of moving between different departments really prepares me for what's next. I'll be more competent, more credible too. It's a real added value.» — Daniela

Sydney, who followed the same path, confirms with hindsight:

«I was able to go through all the departments. That's what enabled me to understand the company in its entirety. And today, I'm much more comfortable collaborating with everyone.» — Sydney

She also insists on the relational benefits:

«This programme allowed me to build relationships within each team. I wasn't «just an apprentice,» I was involved, recognised, and integrated into each department.» — Sydney

To adapt, to say goodbye, to start again

Changing jobs every year – sometimes even more often – is not to be taken lightly. Daniela expresses this with touching sincerity:

«It's not the rotation itself that's difficult, but the ending. You get attached. And when you change it means starting all over again. You know your colleagues less well, you have to find your feet.» — Daniela

An emotion Sydney shares:

«With every change, there's a little apprehension. But each time, the teams have welcomed me very well. I was helped to find my place. And that makes all the difference.» — Sydney

At PWP, this transition is anticipated and supported. Marcia implements semi-annual assessments, discussion periods, and above all, personalised individual monitoring.

«Every integration is a key stage. We don't let apprentices «navigate alone». We scout the terrain, we support them, and most importantly: we recognise their commitment.» — Marcia

A progressive skills development

As they progress through their placements, the apprentices gain autonomy. This isn't just about repeated tasks or know-how: it's also about meaning.

Daniela simply summarises it for him:

«As I understand better what we're doing and why, I'm more effective. I ask fewer unnecessary questions. And I'm becoming more independent.»

She also insists on the importance of familiarity with the tools:

«Certain software is used from one department to another, which builds trust.»

For Marcia, this build-up is evident from the second year:

«We can see the evolution. They are gaining confidence, they are daring more, they are asking the right questions.»

A culture of transmission

This model doesn't exist without strong commitment from the teams. And this is where the role of internal trainers becomes truly meaningful.

«Colleagues are asked to take their time. To show their craft with passion. Training isn't an «add-on»: it's a powerful act of passing on knowledge.» — Marcia

But the dynamic doesn't rely solely on experienced employees. Daniela highlights the value of mutual support among apprentices:

«At PWP, we have several apprentices at different levels. We help each other. The more experienced ones advise us, and we help the younger ones. It's a real strength.» — Daniela

Lessons from a multi-service journey

At the end of their testimony, the three women deliver the same message: This system develops essential qualities for the professional world.

«What did it teach me? Adaptability. That is THE skill that allowed me to make the most of each posting.» — Sydney

«This system forces us to re-examine our fundamentals too. Every rotation is an opportunity to redefine what is essential in our profession.» — Marcia

«I already feel much more competent. The programmes no longer scare me. I feel ready.» — Daniela

An edifying and humane vision of learning

What this approach reveals is a full-fledged HR philosophy. Working at PWP means growing. It's about supporting young people in their professional development, while valuing them as fully-fledged future colleagues.

«We don't train for the sake of training. We train for integration.» — Marcia

And the result is there: young women involved, competent, ready to take their place, with a global and human vision of the profession.

At PWP, "former" means to transmit but also «Transformer.