MHSC ANNUAL REPORT 2020

MINE HEALTH AND SAFETY COUNCIL ▪ ANNUAL REPORT 2019/20

4.8 FUTURE HR PLANS

Human Capital business Unit has reviewed the 2019/20 HC strategy and developed an implementation plan that focused not only on new initiatives, but included all the interventions that were not achieved and incorporated them in the 2020/21 financial year implementation plan. The Covid-19 pandemic and the challenges that comes with it has defined the world of work in the way that we understood it before. The digital age has brought with it sweeping changes to the workforce more generally and specifically to the experience that employees expect. The work that MHSC does, the expectation of the stakeholders, and the kind of interaction that will enable the organisation to function more effectively and efficiently, requires MHSC to reinvent itself and forces the Human Capital Business Unit to rethink its strategy, re-evaluate the way work is done and assessed, test the effectiveness of the current practices, and develop a strategy that will be relevant not only to the current situations but also look into the near future. HC will therefore consider all the elements stated above, engage with all the relevant stakeholders and develop a fit for purpose Human Capital Strategy that is linked to the Strategic Plan of the organisation before the end of the financial year, taking into account the changes imposed on the organisations as a result of the new normal and forth industrial revolution developments. - Automated performance management system

4.9 EMPLOYMENT AND VACANCIES

The MHSC staff turnover increased from 5% in the 2018/2019 financial year to 12% in the 2019/2020 financial year. The reported vacancies were the following positions: CHCO, CFO, Research Delivery Hygiene Mining Specialist, Centre of Excellence Manager, Technology Transfer and Commercialisation Specialist, and Facilities Officer. There positions within the centre of excellence has proven to be critical and scares posing a challenge in attracting skilled employees to fill the vacancies. There has however been people that acted in those positions to ensure achievement of the set goals. The recruitment process of strategic position of CHCO and CFO were finalised as at the end of March 2020 with the incumbents resuming work on 1 April 2020.

Programme/Activity/ objective

2019/2020 No. of Employees

2019/2020 Approved Posts

2019/2020 No. of employees

2019/2020

% of Vacancies

Vacancies

Top Management

6

6

6

2

33%

Professional

16

16

16

3

19%

Skilled

15

15

15

1

5%

Semi-skilled

19

19

19

1

25%

Unskilled

4

4

4

0

0

Total

60

60

60

7

12%

52

“EVERY MINE WORKER RETURNING FROM WORK UNHARMED EVERYDAY”