SACAA Annual Report 2022_23

PART D I Human Resource Management

1. OVERVIEW OF HUMAN RESOURCES PROGRAMMES The primary responsibility of the Human Resources Division is to attract, develop, motivate and retain the best talent for the SACAA. The key programmes implemented in the reporting period include those dealing with employee reward and recognition. Skills development, bursary, internship and trainee programmes, leadership development, talent management, organisational culture alignment, employee value proposition, performance to ensure that employees live the values. As part of the entrenchment of our organisational culture, the SACAA hosted a culture week, with the focus on three of the pillars, namely, Client Centricity, Performance Excellence and Ethics and Governance.

management, employee wellness, employee safety as well as employee relations feature among these programmes. The SACAA prides itself in continuing to implement best-practice HR programmes to attract and retain the best talent for a sustained high-performance culture. 1.1. Organisational Culture

1.2. Talent Management Central to the achievement of the SACAA mandate, is its workforce. This is why the SACAA continues to invest in its employees by implementing multiple programmes that are aimed at developing them and enabling them to reach their highest potential to the benefit of the South African civil aviation industry and the country as a whole. The following initiatives were prioritised: 1.2.1. Mentorship The implementation of the Women Mentorship Programme that commenced in the preceding reporting period continued this year. As part of the SACAA’s transformation agenda, this programme was targeted at increasing engagements amongst female employees of the organisation to help eradicate any barriers that may hamper women’s advancement in the workplace. The programme is characterised by one-on-one mentorship and group mentorship sessions. In the 2022/23 financial year, two (2) group mentorship sessions were conducted that covered the topics ‘Financial Well-being for Women’ and ‘Goal Setting for Success’. These sessions were attended by SACAA female employees.

Organisational culture is the key focus at the SACAA, therefore, as an organisation we continuously strive to ensure that there is full understanding of the SACAA culture and its pillars among its employees and that their behaviours are driven by the values of the organisation. In the 2021/22 financial year, we launched the Digital Culture Handbook, wherein the organisational values were translated into behaviours. In the financial year 2022/23, the focus has been on embedding the behaviours across the organisation. To achieve this, we re-launched by rolling out a communication plan which focused on the organisational culture pillars, norms, and practices

138 I Annual Report 2022/23 I Human Resource Management