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Performance
Human
capital
How we deliver on our strategy is guided by our capability management and
talent management frameworks.
During FY2017 we:
> upheld the right of our employees to freedom of association and
collective bargaining
> provided equal opportunities to potential and existing employees
> achieved a diversified workforce that reflects the demographics of our
country
> provided a workplace based on:
•
mutual respect
• fairness
• integrity
• non-discrimination
• equal opportunities at all levels
• open and two-way engagement with our employees and their
representatives
> consulted with the affected parties, including management, employees
and trade unions
Although good progress has been made in FY2017, we need to focus on
accelerating the prioritised five change areas over the next 18-24 months
to drive sustainable change.
Our philosophy is that our
people are our number-
one asset and having the
right talent in the right
place at the right time will
determineTelkom’s ability
to execute our strategy
sustainably.
Human capital dimensions
STRATEGY
Accelerate and
Evolve
POLICY and CULTURE
Unfreeze and
Invigorate
TALENT and
LEADERSHIP
Fill the Gap
PERFORMANCE
Shift to
Achievement
OPERATIONAL
ENABLEMENT
Simplify, Digitise,
Automate
No regret priorities
Business critical
1.1
Human capital
strategy
2.1
Human capital
policies definition
3.1
Critical and scarce
skills talent plan
4.1
Performance
achievement shift
5.1
Human capital process
simplification
and digitisation
1.2
Business unit HR
strategies
2.2
Employee
journeys, values and
behaviours definition
3.2
Leadership
development and
succession planning
4.2
Adoption of
Performance Pays
5.2
Cloud-based
modules
1.3
Cost reconfiguration
2.3
Unfreeze programmes
3.3
People investment
platform
4.3
Exit and retention
pathway programmes
5.3
Single-truth
reporting and
analytics platform
1.4
Structural
accountability
refinement
2.4
Diversity and inclusion
operationalisation
3.4
Agile fulfilment
model
4.4
Performance metrics
alignment
5.4
Optimised third-party
management
1.5
HR functional
integration and
transition
management
2.5
Three-year culture
transformation
journey
3.5
Coaching and
mentoring adoption
4.5
Cross-business unit
rewards normalisation
5.5
BCX transition and
system on-boarding
Human capital
management strategy
Our human capital management
strategy guides our focus areas, and
our employment policies ensure
our approach adheres to global
best practice and upholds critical
principles such as those described
in the UN Universal Declaration
of Human Rights, the UN Global
Compact, and the International
Labour Organisation’s Declaration of
Fundamental Principles and Rights
at Work.