Brand-South Africa - Annual report 2015 - 2016

and south africa Annual Report 2015/2016
The entity employs 59 permanent staff, both locally and in its
China, US and UK offices. The total salary bill is about 30% of
the allocated grant.
Employee base
4% Outside
South Africa
96%
South Africa
Talent management and development
Talent management is a strategic business priority and the
entity’s ability to attract and retain key talent is measured
through its recruitment success rate and employee retention
rate.
The entity aims to ensure an effective talent pipeline with
the development of high potential individuals. Performance
agreements, which define key outputs and success measures
and potential inhibitors to performance, are concluded
annually by each employee. These individual performance
agreements form the basis for performance management
and the development of personal development plans. Formal
performance reviews are conducted every quarter for all
employees.
Brand South Africa aims to attract and retain key talent through
attractive career opportunities, market-related remuneration
and an inclusive and enabling culture with zero tolerance
for discriminatory behaviour. Progress is tracked through an
annual employee climate survey, which assesses employees’
perceptions of Brand South Africa. The success of the entity’s
talent management interventions is evident in the low vacancy
rate, as illustrated in the graph below.
Vacancy rate over the past five years
28%
the Employee Brand Loyalty Award Programme (EBLAP),
which links rewards and outstanding, inspiring, innovative
and loyal employees.
The EBLAP is used to motivate and enhance employee’s
productivity, attract and retain employees, reduce staff
turnover and nurture true brand loyalty. The programme
is designed in such a manner that employees view it as fair,
effective and supportive, demonstrating the values that Brand
South Africa places on its employees’ contribution to the
delivery of quality services.
In March 2014 Brand South Africa reviewed its values,
which was adopted by all staff members. These values are
Determination, Integrity, Diversity, Innovation, Co-operation
and Ubuntu (DID-I-C-U). EBLAP is aligned with these values.
In 2014, 13 deserving people and three teams were nominated
as EBLAP finalists. The overall winner in each category, as
illustrated below, received an award.
Overall staff turnover
2014/15: 21%
2015/16: 15%
23%
18%
11%
Exco staff turnover
2014/15: 67%
2015/16: 0%
4%
2012 2013 2014 2015 2016
CWP staff turnover
2014/15: 22%
2015/16: 0%
Employee Brand Loyalty Award Programme
The generally recognised problem of low productivity rates
in South Africa continuously challenges human capital
specialists to devise compensation structures that will motivate
employees to be loyal, engaged and improve their increased
levels of performance. This inspired Management to develop
Brand SA employees during the EBLAP Awards. From left:
Kgomotso Seripe, Jimmy Modiba, Sfiso Hlongwane, Alice Puoane
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