Managing employee relations and engagement

Certain HR policies are developed at a group level but employee relations and human resource issues are managed by each individual operation. This is in keeping with Imperial’s decentralised management approach and takes into consideration the different human resources issues pertaining to different businesses within the group.

Externally we are governed by prevailing labour legislation in every region in which we operate. In South Africa this includes the Labour Relations Act (1995), the Basic Conditions of Employment Act (1997), the Skills Development Act (1998), the Occupational Health and Safety Act (1993), the Unemployment Insurance Act (1995), and the Broad Based Black Economic Empowerment Act (2003).

On an internal level we are guided by employees’ collective agreements, our human resources policies and procedures, our health, safety and environment policy and our Code of Conduct. Strict policies deal with the prohibition of forced labour, child labour, discrimination of any nature and violations on the right of freedom of association and collective bargaining.

We recognise the rights of employees to freedom of association, collective bargaining, dispute resolution mechanisms and protection against any form of harassment and victimisation. There are procedures in place to allow employees to negotiate and consult on changes to their conditions of employment. Notice periods relating to structural operational changes are governed by legislation and collective agreements at the operational level.

Employees in our businesses belong to a number of trade unions including the South African Transport and Allied Workers Union (SATAWU), the Technical and Allied Workers Union (TAWU), the National Union of Metalworkers of South Africa (NUMSA) and the Motor Industry Staff Association (MISA). The percentage of employees that belong to unions or are covered by collective bargaining agreements differs greatly between businesses due to the diverse industries in which the group is involved.

Unions are an important stakeholder and engagement with their formal structures forms a central part of our overall engagement with our employees. Each business manages union engagement individually but generally speaking unions are involved in wage discussions and negotiations, on issues related to transformation, training and development, and are represented on health and safety committees and employment equity forums. They attend regular management/union meetings as well as health and safety and employment equity meetings.

Our approach to employee engagement is underpinned by the recognition that motivated, committed employees are fundamental to the achievement of business goals. Dialogue with our people also allows us to take advantage of their close, daily interaction with our customers and thereby identify new business opportunities and ways in which we can improve customer service.

We engage with employees through a number of formal and informal platforms. These are outlined in the stakeholder engagement diagram on page 24.

Investing in people

We recognise the critical importance of investing in skills and people development to the achievement of business goals. Businesses that are able to attract and retain top talent in a scarce skills environment will have a distinct competitive edge and greater sustainability.

The human resource management function manages the attraction, development and retention of high-potential home-grown talent to help the business deliver on its strategic objectives.

Through training and development we endeavour to provide our people with the opportunities to grow and improve their knowledge, skills and abilities. Programmes are presented through all levels of the organisation – to improve technical professional skills as well as leadership and management competencies.

During the period under review training and development initiatives focused on consolidating the management and leadership development processes that were embarked upon in previous years. The group invested R175 million in skills development over the past financial year.

Training programmes are also enhanced through Imperial’s online HR people development academy. This is a web-based framework that provides comprehensive learning programmes and content to all candidates, combining the benefits of e-learning and teacher training. The online academy offers a learner management system, which is used to track the progress of candidates on the various management development programmes within the Africa Logistics, Automotive and Industrial divisions.

Annual training	2013 Hours			2012 Hours
Senior management	18 167			19 128
Middle management	133 056			159 428
Professional, production and technical staff	1 023 231			720 489
Administrative and maintenance staff	262 066			407 092
Total	1 436 520			1 306 137

Attracting talent – recruitment and selection

Effective recruitment and selection are fundamental to any talent management strategy. The group has an online career platform that is linked to the Imperial website and various other job boards. The objective is to improve the hiring process, attract quality staff and give prospective job applicants an opportunity to apply directly to Imperial. Selection processes are conducted at our in-house assessment centres by registered psychologists.

During the course of the year our Automotive Retail division formally rolled out its induction programmes that includes onsite visits and corporate videos to ensure that newly appointed employees are fully engaged with the broader group at an early stage in their career.

Learning and development programmes

Formal academies

Africa Logistics Learning Centre

The Africa Academy delivers customised training and development programmes, aligned to National Qualifications. It is accredited with the Transport Education and Training Authority as a private training provider.

A variety of short courses and events are rolled out by the Africa Logistics Learning Centre, in accordance with an annual course schedule. These include:

During the year Africa Logistics was awarded “Corporate Educator of the Year” at the seventh annual Supply Chain Management Education Excellence Awards, hosted by the Association for Operations Management of Southern Africa. The company was also named the Graduate Employer of Choice for the Transport and Logistics Sector, by the South African Graduate Recruiters Association.

Ikaheng HR services Imperial Logistics acquired full ownership of Ikaheng HR Services, with effect 1 January 2013. Ikaheng HR Services is accredited with the Transport Education and Training Authority and registered with the Department of Transport and Department of Labour. Their service offering includes: – Full Learnership towards the National Certificate in Professional Driving, NQF 3. – All codes of lifting equipment and cranes. – Health and safety training. – First aid training. – Fire fighting training. – Handling and transportation of dangerous goods. – ABET. – Work readiness programmes. Imperial Technical Training Academies The year under review saw the rise of the Imperial Technical Training Academy (ITTA) brand as a recognised, reliable and industry-defining player. It is acknowledged as the industry change driver in terms of curriculum development, learning materials, public-private partnerships and collaborative associations with competitors.

ITTA promoted “The Year of the Artisan” in line with a call by Minister Blade Nzimande for closer collaboration between industry, education, Further Education and Training Colleges (FETCs) and government. It established a number critical initiatives unpacked that will change the country’s technical training landscape significantly in the next few years.

Imperial also introduced a model to facilitate training and workplace exposure opportunities for FET staff and teachers at our academies and dealerships.

Gauteng Technical High Schools turnaround project

In partnership with the Ukhamba Trust, the Academy has completed the renovation and re-equipping of schools in Gauteng and Cape Town.

The Training Network of Academies

The group has developed and operates three accredited technical training centres – Germiston Passenger Technical Training Academy; Wadeville Technical Training Academy; and Cape Town Technical Training Academy. Training programmes that are presented are among others mechanical training for petrol, diesel, heavy trucks, motor cycle apprentices.

Europcar Learning Centre

The Europcar Learning Centre was opened in Johannesburg during the prior year with a capacity to host 80 learners/delegates across five learning venues. The development of the learning centre is closely aligned to Europcar’s vision of developing people and being an employer of choice. It offers a variety of training programmes, short courses and learning programmes.

Training programme	Number of participants in 2012 – 2013
Middle Management Development Programmes	415
Graduate Development Programme	106
GIBS Executive Leadership Programme	125
Germiston Technical Training Academy	452
Wadeville Technical Training Academy	144
Cape Town Technical Training Academy	174

In addition to these, training interventions are also conducted by each of the divisions throughout the group, focusing on supervisory, technical/specialist, marketing, sales and management topics.