HDA Annual Report

ANNUAL REPORT 2023/24

Employee Performance Management Framework

(vii) Encourage

and

reward

good

performance (viii) Manage and remedy poor performance (ix) Enable employees to develop their abilities, increase job satisfaction and achieve their full potential for the mutual benefit of both employees and the HDA. Employment Wellness Programme The management of the HDA supports and is committed to the overall health and wellbeing of its employees and promotes wellness amongst its employees. The HDA appointed a new Employee Wellness service provider and is in the process of launching the service offerings to employees. The services apply equally to all HDA employees, dependents, and significant others as detailed in the Employee Assistance Programme services. The Employee Wellness Programme (EWP) encourages self-referral, by employees to seek help for personal problems voluntarily and confidentiality is the cornerstone of the EWP. Policy Development Human Resources continues to evolve with new and changing laws, trends, and business needs and to this effect, the HDA continues to strengthen its governance and implementation of best practices via the 25 newly approved policies. The validity period of the policies runs for three years, with the Remuneration Policy being reviewed annually to consider rapidly changing patterns and factors for remunerating staff fairly. Highlights The Human Resources arm of the HDA aims to position the HDA as the employer of choice in the construction and housing fraternity. This is supported by the overall objective, as set out in its Recruitment Policy to ensure that its employment • • • •

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The purpose of the Performance Management Framework is several-fold:

(i) It is a compliance tool to document and formalise the performance planning and reporting requirements as required by legislation and regulation. (ii) A tracking tool to monitor the implementation of the five-year strategic plan and the extent to which the HDA is achieving its strategic objectives and goals. (iii) A management tool to guide the implementation of the strategy through the Annual Performance Plan. (iv) A diagnostic tool to identify and correct underperformance. (v) An accountability tool to facilitate individual and team performance by inter alia, identifying the roles and responsibilities in the performance management value chain. The successful implementation of the performance management framework will provide the HDA with relevant and accurate information that is useful in evidence based decision-making, planning and implementation of interventions. Within the context of this purpose, the objectives of the Employee Performance Management System are to: Assist the HDA in meeting its organisational performance objectives (ii) Instil and sustain a culture of performance delivery and output (iii) Achieve sustainable service delivery (iv) Ensure that the HDA is a performance based organisation (v) Ensure that every employee knows what is expected of him/her (vi) Build and enhance the relationship between HDA employees and line managers (i)

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