CAV Annual Report 2021

Recruitment The recruitment and selection of employees can contribute towards the longevity of any business. Finding a good fit when it comes to recruiting talent is one of the most important aspects of HR. The CAV aims to attract, recruit and retain people who are capable of effectively dealing with and responding to rapidly changing circumstances and whose values and beliefs match our own. We have a policy of hiring and promoting the best person for the job, based on proven performance and potential assessment.. Although the CAV regularlyattract newemployees fromoutside theorganisation to bring in new expertise and experience when required, we continue to focus on developing our own employees to fill roles internally. Our on boarding process further ensures that new recruits settle in their positions quickly and commence their contribution to the organisation’s performance in the shortest time possible. Training and Development Having a trained workforce means employees are learning new skills that can improve production, reduce costs, reduce mistakes, build confidence and create a better working environment. In consultation with employees and their line manager, the Human Resource department provides a variety of training and development opportunities aimed at building employee capacity to deliver and meet strategic objectives. The performance management system is used to assess training needs to ensure that staff attain the right At CAV, we see employee development as a shared respon- sibility. It is our aimtohave awell-embeddedand standardised process for managing and evaluating performance. At the beginning of every financial year, employees engaged with their managers to set themselves individual goals linked to business objectives. This is to ensure that each employee is responsible for delivering according to the CAV’s business plan. Besides regular business and performance reviews, employees also get together with their managers on a regular basis for a constructive, future-focused conversation in which they receive feedback and coaching. Compensation and Benefits Compensation plays an integral role in the successful deli- very of CAV’s strategic objectives. Attracting and retaining training relevant to their jobs. Performance Management

talent is central to the CAV’s compensation strategy. The process of compensation and benefits ensures that the organisation is remunerating its employees competitively in accordance with market trend. As the organization seeks to align compensation to evolving external and internal expectations, reward structures are reviewed annually and adjusted as required. HR Compliance Promoting best practices and raising awareness of relevant laws and policies is an ongoing process within the CAV. Adherence to laws and regulations is fundamental to our roles as a corporate citizen in the business world and being a trusted HR partner. We strive to avoid compliance breaches to laws and regulations. When developing new business models or concepts, our Legal department is consulted to ensure compliance. Upon joining our company, our employees receive a copy of and training in the business principles and acknowledge that they will comply with them. Periodic refresher training on core values, business principles, and relevant compliance policies is also in place. EmployeeWellness CAV recognises that the pace and pressures of today’s corporate environment is such that employees do need wellness support on occasion to cope. CAV has the wellness of employees at heart, and in support of this caring organisational culture and in terms of the employee wellness policy, a service provider has been contracted to assist employees with a wide range of personal and work-related problems. Plans for the Future HR plays an instrumental role in securing the future success of the CAV. The function is guided by its long-term vision of working in partnership to create an environment where employees can thrive and are enabled to deliver sustainable organisational performance. In doing so the HR department seek to further enhance its human capital to support the organisation; to strengthen its role as a control function for the organisation’s human capital risks; and to continuously build the capabilities of managers and staff.

CENTURION AEROSPACE VILLAGE NPC I ANNUAL REPORT I 2020/21

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