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INTEGRATED REPORT 2017
Each student received R154 272 to cover expenses such as
accommodation, tuition and a living allowance. The students
also received laptops to assist them in their studies. The criteria
applied to select the bursary recipients were based on academic
excellence and the financial need of the students.
LEARNERSHIP PROGRAMMES
The Learning and Performance Academy has a number of
learnership programmes for both our employees and to
unemployed people over the financial year. Our programmes
give them the opportunity to gain a qualification as well as
valuable working experience. A total of 130 external learners
were hosted in the business over the 2016/17 financial year.
It is our intention, as a company, to place these learners,
wherever possible, within our business after the successful
completion of their learnerships.
LEADERSHIP DEVELOPMENT
During the 2016/17 financial year, our leadership competencies
were reviewed to ensure alignment with our business strategy.
New leadership competencies allow for leadership development
programmes where employees are trained to achieve our
business goals under a unified leadership brand.
As a business, we understand that being a leader is not so
much what you do, but rather how you do it. For this reason, it
is important that our leaders are developed and display those
behaviours and skills that inspire and engage our employees.
PERFORMANCE MANAGEMENT
AfroCentric uses a Balanced Scorecard (“BSC”) approach to
performance management. The BSC provides management
with the tools they require to drive future competitive success. It
translates an organisation’s strategy into a set of performance
measures that provide the framework for a strategic
measurement and management system.
When managing individual performance, the aim is to create a
“win-win” environment where managers and employees share
clear expectations and objectives from the outset. Employees
participate in all phases of the process and share ownership
of the outcomes with the organisation. Individuals understand
how their performance and behaviour links to the organisational
strategy. We emphasise self-management in achieving total
quality and customer service, and employees are encouraged
to maximise their contribution in their current role, while having
access to opportunities to grow and develop their careers
within the AfroCentric Group.
EMPLOYEE WELLNESS PROGRAMME
AfroCentric’s passion for people, organisational performance
and healthcare informs all human capital strategies, policies
and structures. The Group employee wellness programme
(“EWP”) forms an integral part of the components of the
employee value proposition, linking health, wellbeing and
overall performance.
The EWP is based on four pillars: physical wellbeing, emotional
wellbeing, financial wellbeing and organisational wellbeing. It
provides independent, confidential, professional counselling
and advisory services to permanent and non-permanent
employees and their direct household dependants.