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    Employment & labour

    Why it is important:

    Our employees are our most important asset and we need to ensure they are trained with the right knowledge and skills to undertake their roles to the best of their ability. It is important that our organisational DNA reflects how our employees behave and operate day-to-day, in every action.

    Our engagement with stakeholders:

    We engage our employees in training and development focussed on leadership, embedding our DNA and diversity and inclusion agenda. We conducted our first ever employee engagement survey and will use this feedback to identify opportunities for improvement and training.

    Our management approach:

    Objectives: Develop and enable leaders to attract, develop and retain the best people; and optimise systems, processes and technologies.

    Management: The Human Resources committee assists the Board by overseeing the human resources policies and remuneration practices of the Group. The Human Resources committee is also responsible for policies that promote and support equal opportunity and diversity within the Group. The Group HR function manages the human resources programmes to enhance employee engagement, and productivity such as leadership training and personal development programs.

    Measurement: Cultural performance – Employee Engagement scores; compass collaboration and decision making scores. Attraction and retention – time to fill hire rates; reductions in cost per hire; retention in first three months and one year; voluntary turnover per year; total employee turnover; ready now successor for key roles; and retention of key talent year-on-year.

     Our 2016 results:
    • Developed and implemented a plan to embed our DNA in the culture of the Group

    • Refreshed our Performance Planning and Reward process in alignment with our business strategy

    • Developed company-wide recognition program to drive a high performance culture aligned to our DNA and key business strategies

    Our future programs and initiatives:
    • Develop induction and on-boarding approach covering offer period to first 12 months of employment

    • Continue to develop our Employee Value Proposition aligned to the Purpose and DNA

    • Develop and implement a learning architecture to build individual capability to perform