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Training investment model
JOINT REPORT OF THE CHIEF EXECUTIVE AND CHIEF FINANCIAL OFFICER continued
In order for the group to achieve a level 2 contributor status in terms of the regulated B-BBEE codes by 2015, we have to implement sustainable, effective
and efficient training and the development of our people across the group.
We have to focus on developing learning agility and deep specialisation skills which mean we must focus our investments on the right programmes.
Following an evaluation of our learning programmes we have divided these into four quadrants.
OPERATIONAL ‘RUN THE BUSINESS’ STRATEGIC ‘CHANGE THE BUSINESS’
Compliance programmes Management programmes
Gaming programmes (AR, BJ, MVG, etc.) Leadership programmes
Product training Executive programmes
Systems training Coaching programmes
People development and support for B-BBEE transformation objectives
are key focus areas for learning and development and, to this end, we
have developed a comprehensive learning strategy and formalised learning
processes to ensure consistent delivery. We will also be acquiring a suitable
Learning Management System (LMS) to facilitate the management of
employee training at divisional, property and individual levels.
The benefits of LMS are that it will not only deliver critically important
data on programme effectiveness, adoption, use, completion and scores,
but will also help us to build learning tracks and career development
programmes.
30% 40%
CUSTOM PROGRAMMES
10% 20%
Executive coaching
IT training Customer Service programmes
Soft skills Sales programmes
Computer based training Procurement and supply chain management
Project management
OFF-THE-SHELF PROGRAMMES
7. HUMAN CAPITAL
HUMAN CAPITAL MANAGEMENT SYSTEMS
High Impact Programmes
Business critical skills,
competencies and processes
Highest ROI projects
In line with Project Siyakha, our primary Human Capital Management
System (HCMS), PeopleSoft, was upgraded to the most recent version
and successfully deployed across the entire group. We conducted pre- ‘go
live’ training and we are in the process of completing post- ‘go live’
training. An online training module is being updated and will be available
from October 2010.
A Spanish translation of PeopleSoft for our Monticello property in Chile is
being compiled and we hope to deploy this in September 2010.
We completed an upgrade of our Human Resources Analytics during
the year and the new database provides us with a much higher level
of reporting.
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