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BLUE LABEL INTEGRATED ANNUAL REPORT 2016
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Human capital
The recognition of the importance
of human capital is prioritised
throughout the Group. In order to
improve on the employee experience,
the Group has identified a number of
key areas requiring enhancements to
the existing processes, policies,
infrastructure and/or resources.
Talent acquisition and
retention
During the year, the Group took a
decision to in-source the talent
acquisition process. Profiles of the
types of individuals required are
created on various employment
portals, which in turn, proactively
search for potential candidates. Apart
from driving cost efficiencies, this
cloud-based approach also ensures
a standardised talent acquisition
process, delivers higher success rates
and a quicker turnaround time. All
vacant positions are advertised on the
career page of the Blue Label web
portal. Internal applicants are given
preference, in an effort to drive
promotions and advancement within
the organisation.
Employee benefits
This year, the Group conducted a
comparative study of staff benefits
among its peer groups. The Group is
implementing a provident fund for all
employees, who will have the option
of joining the Group provident fund
scheme. The existing Group life
benefits will remain unchanged.
The Group transferred all medical aid
members from Bonitas to Discovery
Health in April 2016, in order to
ensure a consistent and equal service
for all members.
Payroll system
Following a recommendation from
internal audit that the Group adopt a
more structured, yet accessible payroll
system to enhance the payroll
functionality, while offering a
world-class employee and
management self-service capability,
the Group reviewed a number of
potential product solutions.
After due consideration, the Group
selected Educos to provide the
necessary HR information
infrastructure. The Group is in the
process of moving all payroll and HR
functionality from the existing system
to the Educos system. The new system
is web based, thereby allowing staff
remote access to the system. It has a
number of security features which
protect the data in accordance with
Group IT policies and procedures.
The HR modules allow for a more
structured engagement with staff
relating to recruitment, training,
performance management,
disciplinary matters, employment
equity and health and safety.
Staff wellness
The Group regularly holds Wellness
Days at the workplace. Examples of
services on offer include medical
assessments, fitness assessments,
blood donor days and charity support
days. The Group also provides a 24/7
counselling service and other
interventions when required.
Corporate governance
Management views incidents of child
or forced labour as morally abhorrent
and does not allow such activities. The
Group upholds the protection of
rights as afforded by the Constitution
of the Republic of South Africa, the
Bill of Rights and the relevant labour
legislation.
Employment equity
The Group actively promotes and
supports equal opportunity and fair
and consistent treatment to all staff,
as contained in the Group
Employment Equity and
Transformation Policy.
While the talent acquisition process is
aimed at promoting staff internally,
the underlying premise is one of merit
based appointments.
The Employment Equity Committee is
representative of the organisation and
meets regularly to discuss and
critically review issues such as barriers
to employment, affirmative action
requirements, performance against
set targets and indirect issues that
may impact negatively on the
employee experience and the
fulfilment of the goals as set out in
the policy.
The Company and Group employment
equity performances are reviewed by
the Social Ethics and Transformation
Committee.
Employees across the Group continue
to be non-unionised.