Page 80 - TKZN Annual Report 2023/2024

HUMAN RESOURCES – PUTTING PEOPLE POWER TO WORK Introduction
An organisation is only as good as its people, and the mark of a good company is when the staff are cheerful, industrious, efficient and productive – in other words, they are ambassadors for the brand. The Human Resources department, therefore, has the responsibility to create optimal conditions for their workforce. It must be responsive, pro-active and empathetic.
The greatest benchmark of staff satisfaction is staff retention, and TKZN has a staff retention target of less than 10% turnover of staff. During the period under review, the turnover was 8%, with eight exits.
This report covers various aspects of corporate services like human resources management, recruitment, employee development, policy formulation, change management, remuneration, procurement, and financial management within the organization and the impending merger into the new KwaZulu-Natal Tourism and Film Authority (KZNTAFA) entity.
Efforts were made to align processes, ensure compliance, manage employee issues, and drive operational efficiencies across different functions.
Recruitment and Selection
Various positions were advertised on the E-Recruitment System, including Accounts Administrator, Board Secretary, Business Development Managers, Customer Care Co-ordinator, Procurement Assistant, Public Relations Co-ordinator, and Researcher roles. The shortlisting process is underway for most of these roles.
The Region Manager (Marketing) role, interviews and competency assessments were completed, and the successful candidate commenced on 1 February 2024.
Some roles, like the Board Secretary position had no suitable internal candidates identified, hence the recruitment process commenced for an external candidate in January 2024.
Three roles (Project Manager, Region Coordinator, Executive Assistant to COO) were advertised for secondment, with shortlisting completed and interviews were held in January 2024.
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 clean-up, women’s masterclass, financial wellness workshop, AIDS day/16 Days of Activism and stress management workshops.
Policy Development
KwaZulu-Natal Tourism and Film Authority policies like Recruitment, Talent Management, Ethics, Job Evaluation, and Disciplinary Policies were workshopped jointly with Tourism KwaZulu-Natal and KwaZulu-Natal Film Commission staff. TKZN policies such as Remote Working, Training and Development, and Pay Progression are under review.
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.
78 TOURISM KWAZULU-NATAL ANNUAL REPORT 2023/2024