Page 64 - TKZN Annual Report 2023/2024

PROGRAMME 7: CORPORATE SERVICES
Purpose
• To provide reliable enabling services to all departments within TKZN to execute their strategic objectives and fulfil TKZN’s mandate.
Strategic Objectives
• Effective Human Resources management
• Effective management of TKZN financial resources
• Contribution to the transformation of the KwaZulu-Natal economy •
Key Performance Areas
• Conduct skills analysis;
• Submission of workplace skills plan;
• Turn-around time for bids and quotations;
• Compilation and submission of AFS;
• Completion and presentation of management accounts; and
• Submission of statutory returns.
Performance Highlights
Human Resources
The Human Resources department has the responsibility to create optimal working conditions for staff. The unit must be responsive, pro- active and empathetic to create a safe and enabling environment where staff are industrious, efficient and productive. The benchmark for staff satisfaction is staff retention. TKZN has a staff turnover target of less than 10% and during the period under review, the turnover was 13% with eight exits.
• Recruitment and Selection:
Various positions were advertised on the E-Recruitment System. Four positions have since been filled whilst the remaining are in the shortlisting process.
• Performance Management:
HR continued facilitating the completion of Performance Agreements and Assessments. For 2022/23, 88.3% of assessments were submitted, and for 2023/24, 91.6% of agreements were submitted across various levels and departments.
• Employee Wellness Initiatives:
The HR unit co-ordinated various activities such as the joint men’s month with the KZN Film, Mandela Day Beach Cleanup, Women’s Masterclass, Financial Wellness workshop, and AIDS day/16 Days of Activism and Stress management workshops
• Training and Development:
Various training programmes were conducted including Global PR Practices, Bid Committee training, MS Excel, Assertiveness, Report Writing, Interpersonal Skills, Compliance, Data Analysis, Initiating Disciplinary Enquiries, Presentation Skills, Introduction to Computers and Harassment workshops.
IODSA programmes such as Being a Director and Financial Insights for Non-Financial Directors were conducted as leadership development initiatives.
• Employee Relations:
Two CCMA matters and one disciplinary issue is pending.
Rationalisation and Change Management with regards to the merger with the KZN Film Commission:
Organisational design projects including the draft organisational structure and employee migration plan are underway for the new entity.
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TOURISM KWAZULU-NATAL ANNUAL REPORT 2023/2024