TOP EMPLOYERS 2017 - Top Employers Institute
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TOP EMPLOYERS 2017
TopEmployers @TopEmployersAF Top Employers Africa
www.top-employers.com
Africa’s Top Transparency & Insights From
Employers 2017 Communication Top Employers
164 Organisations To drive best HR Learn from leading
32 African countries Practices organisations in HR
23 Industry sectors
page 4 & 5 page 3 & 6
2 Advertising supplement to the Mail & Guardian October 14 to 20 2016
KINGJAMES 38337
As a Wealthsmith™ you will work for a company that wants to make a
positive difference to the lives of all South Africans and most importantly,
its staff. Our culture is rooted in a sincerity, respect and care for each
other and our communities. We are focused on doing things right and
doing them together. What unites us is we do it for good. What drives us
is that our work is never done. Because the amount of money we make or
the hours we work will never be the sole measure of our success. These
are the values we believe in and this is what makes us Wealthsmiths™.
If you share these values and are interested in a career at Sanlam
visit www.sanlam.co.za/careers
Sanlam is a Licensed Financial Services Provider.
Top Employers
ADVERTISING SUPPLEMENT TO THE October 2 to 20
October 14 8 2015
2016
Transparency
Measuring HR: is
our people to grow in more than one “The days of large HR organisa-
dimension, to achieve all they can tions focused on administrative
both professionally and personally. tasks are over and will be replaced by
It is for this reason we use an inte- lean, digitally-enabled, well-trained
grated approach to learning, sup- HR teams and professionals. These
imperative for
pain or gain?
ported by blogs, enterprise social teams will be able to drive talent
networks, webinars, e-learning via practices, use HR analytics and part-
multimedia platforms, tutorials, ner with business leaders to drive
classroom training, mentoring and impact,” adds Moloto.
many other resources made avail- In this climate, it is significant that
Top Employers
able to employees to meet their the Top Employers Institute found
goals.” Nestlé also uses a “culture transparency and communication
Quest to measure HR investment — a growing trend using key performance indicators survey”, which enables it to listen to throughout the organisation — not
(KPIs) as a measurement tool along its employees and take note of indi- just to Exco and management — to
T
with qualitative evaluations from HR, vidual feedback. play a critical role in ensuring HR
op performing companies communications. Recent research executives and employees to deter- Blended communication chan- best practice became entrenched,
in South Africa are increas- conductedspecialist,
munications by MWM2Jennifermarketinglead mine
the the
wayeffectiveness
in the development of differentof nels, like those used at Nestlé, can having the desired impact on
A record number of ingly seeking to measure Benz,agency
as saying:shows that
“A lot of 60% of thosetheir
companies HRpeople.
functions. For A their
total of 93% of Top ensure that HR best practice is more employees and contributing to an
employees,
the impact of their invest- polled indicated a more positive Employers, for example, used KPIs
Top Employers have still communicate like it’s 2006”. clients, and other stakeholders, it is impactful and firmly ingrained in the optimal working environment and
ment in HR as part of an perception of an employer that had to measure the success of their tal-
The 86 certified Top Employers an accomplishment that they can be organisation. At Microsoft, another higher levels of employee engage-
been certified for 2017
ongoing commitment to improving been awarded the Top Employers ent strategy, while 75% used KPIs for
South Africa for 2017, however, have truly proud of.”
performance in challenging eco- Certification Seal. career and succession management.
Top Employer South Africa, HR ment. This is in line with recent
S
nomic times.
no such problem — coming in way
“Being recognised as a Top
A recent study, entitled “The Power director Enid Lizamore says the key research by Quantum, which found
At a company like Unilever, these
outhisAfrica
This can hold
according to theitslatestaheadEmployer
of the communications
is an integral part ofof the
curve. Topseen
are not Employers HR measures, to success is building a culture where that “[a]cross all industries, trans-
as mere Certification
head from
research high,the as Top EmployersA record
a record of 86strategy
our talent Top Employers were weSeal
and as such butResearch
measuresReport”, found that
of organisational suc- failure is viewed as a learning oppor- parency has never been more impor-
number of organisations certified nationally this year, up from among
Institute, a global HR certifica- take our association with the Top cess. “We constantly measure how Top Employers — certified by tunity and employees are “obsessed” tant to a successful business model,
tionachieved
company, the prestigious
which released the 77 in Employers
2016. “ThisInstitute
year, wevery certi- theeffectively
haveseriously,” Top Employers
we implement Instituteour— are with success — not just their own, regardless of company size. When it
princi-
Top at
results Employers Dinner fied
Certifica-
a Certification at more Top Employers
says Brent Cairns, talent South widely
in strategist ples, perceived
tracking things as leaders,
like how well but each other’s. This means rela- comes to employee engagement, this
as many
tion this year. Research
Gallagher Estate inhas revealed on
Johannesburg, Africa than ever
manager before,” said
at Accenture. have aas being
“Wechief of ourmore innovative,
employees personal, tionships are paramount. “We also particular business practice has been
get promoted,
one of October 2015. contributing executive
the top 1factors relentlessof the
talentTop Our busi-andhow
Employers
mindset. honest. Open we
effectively are building an listen to employee feedback to build proven to be essential, at a global
communications
to HR best practice was
Seventy-seven effectively
companies achievedInstitute,
ness is David
based, Plink.
first“The foremost,andinclusive
and certifi- transparency
culturewere and some
how many of theof an overall employee experience that scale.”
Top Employers
implementing a highstatus
level inof South
trans-Africacationonofour86people. The essence
organisations our employees
of whatcrucial
in South ingredients arethat
goingledontointerna-
these raises the bar in our industry, creates According to the Top Employers
parencyfor and2016.
open The list includes multina-
communication. Africaweshows
do in HR thatisthese
attract, develop andpositive
employers tionalobservations.
assignments,” says Unilever’s a more inclusive working environ- Institute, some 538 000 employees
tional stalwarts
Workforce magazine andrecently
home-grown retain the mostworking
are continuously highly specialised HR future leader
to opti-tal- Certification is James
no mean Hu. “This
featis ment, and recognises the importance are currently positively impacted
quotedcorporates.
human resourcesHeadquartered
(HR) com- in the
mise ent foremployee
their Accenture conditions and forreviewed
and our clients.” at board level.who
Top Employers, In fact,are Billy
we of ourElliott,
peoplecountry
to the manager
continued suc- utive by themanagement
world-class to beHR more hands-
conditions
Nether–lands, the Top Employers Billy Elliott, country manager atevaluated sometimes spend more time
across nine key areas: cess discuss- at the Top Employers
of Microsoft,” she says. on
ininplace
evaluating
among various areas of HR, on
Top Employers
The Methodology
Institute annually certifies Top the Top Employers Institute SouthT a ing l e nand
t Saction
t r a t eplanning
gy, Wo how
r k fwe
o r ccan
e Institute
“Overall,”South Africa.
explains Lizamore, “this but thethat this continent.
African is not the case If theacross
current
Employers around the world who Africa, says one of the trends iden- create a more inclusive environment Photo: supplied all areas.
Planning, On-boarding, Learning process has resulted in tying talent trend is anything to go by, this num-
uphold the highest standards in tified from the HR Best Practices than we do on the monthly business The three areas where executive
& Development, Performance strategies to corporate strategies, ber is set to grow and Africa’s busi-
employee working conditions. This Survey is an increasing focus on results.” management was most involved were
The Top Employers Institute: Recognising excellence in
year it marks 25 years of excellence as measuring the impact of HR in order
Management, L e a d e r s h i p made recruiting more of a competi- ness people will continue to develop,
What differentiates Top Employers talent management (96%), career and
employee conditions
a global certifier.
for over 25 years to establish correlations between
Development, Career & Succession tive advantage, improved employee always.
is that HR fulfils a strategic role succession management (85%) and
The Top“Increasingly,
Employer Institute globally certify
organisations are employers
effort and that show
results key areas,Management,
excel-
within Compensationcom-
within the organisation, & satisfaction and morale, and has performance management (81%).
lence shifting
in the conditions that they create
their perspective on HR. for their
like people.
learning Optimal development,Benefits,
and employee and Culture.
ments Elliott. He adds that ThetheTopTop helped employees develop their The The Top
areas Employers
where it was leastInstitute
involved
conditions
We see ensure that people
our certified Top develop
Employers themselves
careerpersonally and profes-
and succession manage-Employers
Employers Institute
Institutefound,
is also observing
“The trend
further- knowledge and is to to deliver on were
skills, exit management (68%) and
sionally. Thisfocused
largely in turn enables
on buildingcompanies
or cre-to grow
ment,and to Develop.
on-boarding and performancemore,
Always. that transparency
an emerging and open
correlation between measure
top the company’s details,
missionsuch as
to empower The Top Employers
onboarding (51%). Institute
communication tied these nine
the key
level every person and organisation on globally certifies
“Theexcellence
research in
ating the right conditions for their management. performing companies and tracking the reasons for Elliott says: find-
Methodological
employees toapproachexcel in what they “We find that Top Employers willelements together.in HR from executive the planet to achieve more.” Moloto ings
of involvement theindicate
conditions that
that whatemployers
sets Top
The Topdo.Employers Certification
We have worked hardistoonly awarded
glob- try toto organisations that
measure the effectiveness of “HR professionals spend numerous relates
management. an employee leaving anoting Employers
a similar experience, create forapart
their people.
from other Optimal
com-
achieve theset
ally highest standards of
the benchmark forexcellence
best HR invarious
employee conditions.
areas within HR,” firstElliott.hours
Thesays Atcreating
Accenture, practices to develop
HR is involved company,
at a that diversity
the Top Employer and
Certification employee
panies is notconditions
just their ensure
focusthaton
step inpractice in this regard,”
the Certification Programme saysrequires
Top the “The trend is tocompany
participating measure details,staff strategic level in company
strategically, decision- helps attract high calibre talent in creating
so if employees peopleoptimal employee condi-
develop themselves per-
high performer attrition
Employers
to complete the HRInstitute chiefSurvey:
Best Practices execu-a comprehensive
such as tracking analysis of the for anaremaking.
the reasons not aware “Our HR director
of these practicessits or do on a challenging economic trading tions fromand
sonally recruitment to exit,
professionally. Thisbutin
tive David Plink. “The programme employee
human resources (HR) environment. This research critically assesses HR leaving a company, diver- Accenture South Africa’s Advisory
not understand them, it negates the environment. on a regular basis, as their
turnincreasing commitment
enables companies to grow to
is increasing
management in size conditions
and employee year-on-year,withinsity
theand high performer
organisation. attrition onfullBoard
Following valueand provides
of what theyaarestrategic
tryingroleto more
For thisdata provides
reason, both Lizamore and measuring and quantifying
and to develop, always. these
which shows
the validation and an that
externalorganisations
audit, performancea regular
scoresbasis, as more
are rated againstdata in key appointments
an pro-achieve,” said Billy Elliott, and country
the busi- Moloto argue that HR best practice is investments. I believe
Headquartered this is part
in the
ness strategy clarity in terms of the
[increasingly]
international see the
standard. Only value of invest-
employers vides clarity
that achieve in terms
the required of will
level the impactmanager: Southimplementation,”
Africa for the Top says increasingly playing an instrumental of Netherlands,
a commitment to continuous
the company has
qualifying in staff and committing to good HR is having on the organisational Cairns.
for certification. That means certified Top Employers can proudly Employers Institute. “Transparency strategic impactrole HRinisbusiness.
having“HR lead- improvementrecognised Top in HR practices that
Employers
HR practices.” effectiveness.”
call themselves one of the world’s leading employers and reap the associated Certified excellence in employee conditions
Results from the Top Employers
and thorough communication, there- ership on the organisational
needs to take a progressive
ultimately results in a top perform-
around the world since 1991.
Top Employers are able to use the Insight from the survey revealed Institute’s HR Best Practices Survey ing organisation where people want
employer brand reinforcement. fore, isThe Top
essential Employers Certification
to implementation, is based
approach on
to in-depth
achieve research
the businessinto yourTheorganisation’s
company is now em-active in
Certification Seal on their official that Top Employers are primarily showed an increasing trend for exec- effectiveness” to work.”
as wellployee
as to engaging and retaining goals of the company. They must more than 100 countries and in
conditions, on nine different topics covering 100 questions with 600 HR Best Practices.
Entry criteria top talent.” focus on strategic planning, prioritis- six regions: North America, Asia
To participate, a company must have: There’s no shortage of ways in ing investments, and modernising Pacific, Europe, Middle East,
1. Talent Strategy 4. Learning & Development
which Top Employers keep com- the portfolio to fully embrace indus-
7. Career & Succession Management
Africa and Latin America. Almost
• a minimum of 250 national employees
• or a minimum of 2 500 employees worldwide 2. Workforce
munication effective.Planning
David Moloto, 5. Performance Management
try trends such 8. Compensation
as social, mobile, 1 100 Top& Benefits were suc-
Employers
HR director at Top Employer Nestlé, big data analytics, and cloud,” says cessfully certified in 2016.
3. On-boarding 6. Leadership Development 9. Culture
The HR Best Practices Survey says: “We support and encourage Lizamore.
The Top Employers Certification is based on in-depth research into an
organisation’s employee conditions, on nine different topics covering 100
questions with 600 HR Best Practices. Only the organisations that achieve Stages in the Top Employers Certification Programme
the required minimum score of 60% in the survey are officially certified as
Top Employers.
Step 1 | HR Best Practices Survey Step 4 | Certification Process
The nine HR Best Practice Topics: In-depth research into the The Top Employers Institute determines
1. Talent Strategy organisation’s employee conditions, which participants have qualified for
2. Workforce Planning
on nine different topics. the exclusive Top Employers certification.
3. On-boarding
4. Learning & Development
5. Performance Management Step 2 | Validation Step 5 | Final Certification
6. Leadership Development This process confirms that the The certified organiations are
7. Career & Succession Management submitted answers and documents announced. They can use the Top
8. Compensation & Benefits accurately reflect the organisation’s Employers title and Certification Seal
9. Culture employee conditions. for one year.
Join the global community of Top Employers
One global certification methodology • 102 countries • 1072 certified Step 3 | Audit Step 6 | Benchmark & Feedback
organisations • 5Contact us
million employees positively impacted An independent audit of the Top Reports
To learn more about the Top Employers Employers Institute’s procedures, All participants, both certified and
Certification
To learn more about Programme
the Top Employers and the benefits
Certification Programme and the processes, systems and data. non-certified, receive personalised
benefits of positioning your organisation
of positioning amongst
your organisation the world’s leading
amongst Benchmark & Feedback Reports to
employers, please the
contact the Top
world’s Employers
leading Institute:
employers, help plan, develop and strengthen
southafrica@top-employers.com
please contact: | 021 425 0320 | www.top-employers.com
their employee conditions.
Top Employers Institute
Suite 108, Sovereign Quay, Foyer B
Regional and global certification
The Top Employers Institute offers the option of group certifcation or certification as a regional
6 Advertising supplement to the Mail & Guardian October
4 October14
2 to
to 8202015
2016
Top
TopEmployers
Employers
Top Employers South Africa 2017 In alphabetical order
AbbVie Foskor (Pty) Ltd Novo Nordisk
South Africa (Pty) Ltd Takeda SA
adidas South Africa NWK Limited / Tata Consultancy Services
(Pty) Ltd G4S South Africa Beperk (SA) (Pty) Ltd
ADvTECH Godrej Telesure Investment
Old Mutual
Limited South Africa Holdings (Pty) Ltd
African Rainbow Goodyear South OneLogix The South African National
Minerals Limited Africa (Pty) Ltd (Pty) Ltd Roads Agency SOC Limited
AfriSam (South Group Five Orange Business
Africa) (Pty) Ltd The Spar Group Ltd
Services - South Africa
Airports Company South Hilti Thermo Fisher
South Africa Orion Group
Africa SOC Ltd Scientific
Howden Africa Palabora Mining
(Pty) Ltd Tiger Brands
Anglo American Platinum Limited Company
BASF South Africa Huawei Pernod Ricard Total South Africa
(Pty) Ltd Technologies South Africa (Pty) Ltd (Pty) Ltd
Industrial Development Transnet
Becton Dickinson Corporation of South Africa Pfizer
(Pty) Ltd Limited Engineering
British American Kimberly-Clark Philip Morris Transnet
Tobacco South Africa Southern Africa Freight Rail
South Africa
Cell C (Pty) Legal Aid Redefine Properties Transnet
Limited South Africa Limited Group Capital
Clicks Group Liberty Group Richards Bay Transnet
Limited Limited Minerals National Ports Authority
MAN Truck & Bus (S.A.) (Pty)
Ltd; Centurion Truck & Bus (Pty) Safripol (Pty) Ltd Transnet
Coca-Cola Peninsula Beverages Ltd; MAN Bus & Coach (Pty) Ltd Pipelines
Saint-Gobain Construction Products
South Coca-Cola South Africa (Pty) Ltd incorporating Transnet
® Africa South Africa Mazars Saint-Gobain Pipelines (Pty) Ltd and Port Terminals
Saint-Gobain Abrasives (Pty) Ltd
McCarthy Samsung Electronics Transnet
CSIR Volkswagen/Audi SA (Pty) Ltd Property
Denel Land Systems Mercedes-Benz
incorporating Mechem, a Transnet
division of Denel SOC Ltd South Africa Ltd Sanlam SOC Ltd
DHL International Merchants SA Unilever
(Pty) Ltd. (Pty) Ltd Sanofi
South Africa (Pty) Ltd
Dimension Data Santam
Microsoft Vodacom (Pty) Ltd
Ltd
Dow Southern MTN Volkswagen Group
SAP Africa
Africa (Pty) Ltd South Africa
EMC Computer Mutual & Wipro Technologies
Systems South Simba (Pty) Ltd
Federal SA Pty Ltd
Africa (Pty) Limited
Nestlé (South
ENSafrica Africa) (Pty) Limited SITA SOC Ltd
EY South Africa Nike South Africa Smollan
Advertising supplement to the Mail & Guardian October 14 to 20 2016 5
Top Employers
Old Mutual Botswana................................ Botswana
Old Mutual Ghana................................... .. Ghana
UAP /Old Mutual Kenya.............................. Kenya
Faulu (a member of the UAP/
Old Mutual Group....................................... Kenya
Old Mutual Malawi.................................... Malawi
Old Mutual Namibia................................... Namibia
Old Mutual Nigeria..................................... Nigeria
UAP-Old Mutual Rwanda........................... Rwanda
Old MutualSouth Africa.............................. South Africa
UAP-Old Mutual South Sudan ................... South Sudan
Old Mutual Swaziland................................. Swaziland
UAP-Old Mutual Tanzania.......................... Tanzania
UAP-Old Mutual Uganda............................ Uganda
AbbVie Biopharmaceuticals GMBH............. Algeria Old Mutual Zimbabwe................................ Zimbabwe
AbbVie Scientific Office .............................. Egypt
AbbVie Biopharmaceuticals GmbH............. Morocco
AbbVie S.A.R.L............................................ Tunisia
AbbVie South Africa.................................... South Africa
Orange Cameroun ...................................... Cameroon
Orange Côte d’Ivoire................................... Ivory Coast
Orange Business Services – Egypt.............. Egypt
Orange Egypt ............................................. Egypt
Orange Guinée ........................................... Guinea
Orange Madagascar ................................... Madagascar
Top
Becton Dickinson West Africa Ltd ............... Ghana
Becton Dickinson East Africa Ltd................. Kenya Orange Mali................................................ Mali
Becton Dickinson (Pty) Ltd ......................... South Africa Orange Business Services Mauritius Limited Mauritius
Becton Dickinson Zambia Ltd ..................... Zambia Orange Sénégal.......................................... Senegal
Orange Business Services - South Africa..... South Africa
Meditel Orange Maroc................................Morocco
Orange Niger............................................. Niger
DHL International (Angola)
Transportadores Rapidos Limitada ............. Angola
DHL International Botswana (Pty) Ltd........ Botswana
Employers
DHL Worldwide Express Ethiopia PLC.......... Ethiopia
DHL International (Gambia) Ltd.................. Gambia
DHL Ghana Limited .................................... Ghana
DHL Worldwide Express Kenya Limited....... Kenya
Africa 2017
(certified in a minimum
Philip Morris Services – BDL Algerie............ Algeria
Philip Morris Misr LLC................................... Egypt
of 4 countries or more) Philip Morris Maroc S.A.R.L.......................... Morocco
DHL International Madagascar SA .............. Madagascar
DHL (Mauritius) Ltd ................................... Mauritius Philip Morris Manufacturing Senegal.......... Senegal
DHL Moçambique Lda. ............................... Mozambique Philip Morris South Africa............................ South Africa
DHL International Nigeria Ltd..................... Nigeria
DHL International (Pty) Ltd. ....................... South Africa
DHL International (Uganda) Ltd. ................ Uganda Dow Chemical West Africa Ltd............................Ghana
Dow Chemical East Africa Ltd ........................................Kenya
Dow Industrial Chemical Products Nigeria Ltd ...Nigeria
Dow Southern Africa (Pty) Ltd............................South Africa Unilever Côte d’Ivoire ................................. Ivory Coast
Unilever Ghana Limited.............................. Ghana
Top Employers 2017 certified in Unilever Kenya ........................................... Kenya
one or two African countries Unilever Nigeria Plc. ................................... Nigeria
Unilever South Africa (Pty) Ltd ................... South Africa
in alphabetical order EY Kenya .................................................... Kenya Unilever Zimbabwe.................................... Zimbabwe
EY Nigeria................................................... Nigeria
EY South Africa........................................... South Africa
BASF West Africa Ltd. Nigeria
EY Zimbabwe ............................................. Zimbabwe
Pfizer - Egypt Egypt Vodacom Congo (RDC) SA .......................... DRC
Vodacom Lesotho....................................... Lesotho
Vodacom Mozambique ............................... Mozambique
Tanzania Breweries Ltd Tanzania Vodacom (Pty) Ltd..................................... South Africa
G4S Botswana ............................................ Botswana Vodacom Tanzania..................................... Tanzania
G4S Cameroon............................................ Cameroon
G4S Côte d’Ivoire ........................................ Ivory Coast
G4S DRC S.A.R.L.......................................... DRC
Technip Angola Angola G4S Ghana.................................................. Ghana
Engenharia, Lda. G4S Kenya .................................................. Kenya
G4S Malawi ................................................ Malawi
G4S Maroc .................................................. Morocco
Valeo Egypt Egypt G4S Moçambique ....................................... Mozambique
G4S Namibia .............................................. Namibia
Valeo Tunisia Tunisia G4S Nigeria ................................................ Nigeria
G4S South Africa......................................... South Africa
G4S Zambia ................................................ Zambia
6 Advertising supplement to the Mail & Guardian October 14 to 20 2016
Top Employers
Open communication is key
This year has seen a
record number of
certified continental
Top Employers TRANSPARENCY &
A
COMMUNICATION
frica can hold its What sets Top Employers apart is their ability to
head high, as a record be transparent and communicate effectively -
which results in strong implementation of best
number of organi- HR practices.
sations achieved
The statistics used in this infographic are
the prestigious Top based on the findings identified in the HR Best
Practices Survey relating to the 164 Certified
Employers Africa Certification this organisations, spanning 32 African countries.
year. Research has revealed one of
the top factors contributing to driv-
TOP EMPLOYERS MAKE THE FOLLOWING INFORMATION
ing HR best practice was effectively
implementing a high level of trans-
AVAILABLE TO ALL EMPLOYEES
parency and open communication.
A record number of 11 organisa- 94% 75% 66% 75%
tions made up of 83 certified opera- Learning & Leadership Career Paths & Compensation
Development Development Development & Benefits
tions achieved the coveted Top Policies & Strategy Procedures Policy
Employers Africa 2017 Certification. Processes
In order to be eligible for this title,
participating organisations must be
certified in a minimum of 4 African
countries. The 11 Top Employers Samantha Crous, regional director Africa, Top Employers Institute
Africa 2017 are: AbbVie, Becton
Dickinson, DHL Express, Dow, EY,
Photo: Supplied 81%
Ensure that new employees
G4S, Old Mutual, Orange, Philip and social skills to lead tomor- and responsive organisation that meet with the CEO/Executive
Morris International, Unilever and row’s workforce.” Central also are a can implement innovations with management as part of the
Vodacom. range of employee recognition and greater speed and discipline. This on-boarding programme
“This year, we have certified more engagement programmes, and the is key for us in driving greater
continental Top Employers than Employee Opinion Survey, which innovation across our business,
ever before,” said chief executi- enables the company to listen to its which directly impacts on our busi-
veof the Top Employers Institute, employees and take note of individ- ness success. We have been able
David Plink. “The certification of
83 companies in Africa shows that
ual feedback. “‘Motivated People’
forms part of our global FOCUS
to deliver strong business results
around the world as our culture 80%
Make the performance
these multi-national employers are strategy pillars, ensuring that we and capability have allowed us to objectives of line managers
continuously working to optimise provide great service quality which be resilient in the face of challeng- transparent to their direct
their employee conditions and lead results in loyal customers and ulti- ing economic environments.” reports.
the way in the development of their mately a profitable network. We Heymans relates a similar expe-
people. For their employees, clients, therefore consider our employee rience, saying: “Happy employees
and other stakeholders, it is an engagement programmes to be who feel valued are loyal, motivated
accomplishment that they can be critical to our business success,” and productive. This is not only TOP EMPLOYERS ALLOW EMPLOYEES TO MAKE USE
truly proud of.” Heymans says. good for the employees, but also for OF THE FOLLOWING COMMUNICATION CHANNELS
A recent study, entitled “The Creating a positive culture the company.”
Power of the Top Employers through blended communication For this reason, both Hu and
94%
Employee Surveys
Certification Seal Research Report”, channels can ensure that HR best Heymans argue that HR best 52%
found that among Top Employers practice is more impactful and practice is increasingly playing 47% Dedicated Timeslot To
– certified by the Top Employers firmly ingrained in the organisa- an instrumental strategic role in
Social Media 42% Converse With The CEO/
Instant Messanging Senior Leadership
Institute – are widely perceived as tion. At Unilever, another Top business. “The future of HR Best
leaders, as well as being more inno- Employer Africa, Talent Manager Practice is to be further integrated
vative, personal, and honest. Open James Hu says the key to success is with internal business practice,
communications and transparency “driving an inclusive, high-perfor- in order to be more proactive and 47%
Forums/ Blogs
were some of the crucial ingre- mance culture”. ”We want all of our responsive to future needs,” says
On Intranet
dients that led to these positive people to feel valued, to feel that Hu. “As new technologies are devel-
observations. they are able to bring their whole oped and new ways of working
Certification is no mean feat selves to work, and where they can established, HR needs to be able to
for Top Employers, who are be the best possible versions of integrate these changes seamlessly
evaluated across nine key areas: themselves,” he explains. in the workplace. HR can have ever-
Talent Strategy, Workforce “Overall,” says Hu, “our leader- greater social impact as well.”
Planning, On-boarding, Learning ship development and learning “Employees should be encour-
& Development, Performance policies take a holistic approach aged to grow — both personally
Management, Leadership towards development, with a focus and professionally, and should be
Development, Career & Succession on building leading-edge capabil- continuously motivated to broaden
Management, Compensation & ity in general skills, professional their horizons and fulfil their
Benefits, and Culture. The Top skills and leadership skills. By pro- potential via a wide range of learn-
Employers Institute found, further- actively identifying future capabil- ing and development opportuni-
more, that transparency and open ity requirements and linking that ties. We believe that there is a high Email
Bulletin Board Staff
communication tied these nine key to present skills development, we calibre of talent available on the Employee Meetings Road
elements together. can ensure that our employees are continent and it is critical to con- Video/ Magazine Shows Intranet
“HR professionals spend numer- equipped to perform at the highest tinually [this],” adds Heymans. TV Messages
Employee Town
ous hours creating practices to level. In this climate, it is significant Website Hall
Meetings
develop staff strategically, so if “Our HR team is key in driv- that the Top Employers Institute
employees are not aware of these ing the capability and culture found key guidelines, namely CHANNELS TOP EMPLOYERS USE TO COMMUNICATE TO EMPLOYEES
practices or do not understand required for us to remain an agile transparency and communica-
them, it negates the full value of tion, to ensuring HR best practice
what they are trying to achieve,”
said Samantha Crous, Regional
Director for Africa for the Top
became entrenched and had the
desired impact on employees and
contributing to an optimal work-
538,000
Employers Institute. “Transparency ing environment and higher lev- EMPLOYEES IN AFRICA ARE POSITIVELY IMPACTED BY THE
WORLD-CLASS HR CONDITIONS THAT TOP EMPLOYERS HAVE IN PLACE
and thorough communication, els of employee engagement. This
therefore, is essential to implemen- is in line with recent research by
tation, as well as to engaging and Quantum, which found that “[a] The percentages listed refer to
For more research and
insights, follow:
retaining top talent.” cross all industries, transparency the number of Top Employers
There’s no shortage of ways in A record number has never been more important which have the specific #TopEmployers
practices in place within their
which Top Employers use commu- of 11 organisations to a successful business model,
organisation.
@TopEmployersAF
nication and other ‘soft’ skills to regardless of company size. When Top Employers Africa
their advantage. Hennie Heymans, made up of 83 it comes to employee engagement,
chief executive for DHL Express certified operations this particular business practice
www.top-employers.com
Sub-Saharan Africa, says leader- has been proven to be essential, at a
ship goes far beyond competence
achieved the global scale.”
alone.“This focuses primarily on coveted Top Some 538 000 employees ben-
ensuring that our leaders have the Employers Africa efit from the HR practices of Top
correct balance between IQ and Employers in Africa, and this num-
EQ, and have the right leadership Certification ber is only set to grow in future.
Advertising supplement to the Mail & Guardian October 14 to 20 2016 7
Top Employers
Employer
challenges:
The trends
Top Employers are on ing the United States of America,
Canada and the United Kingdom.
top of current issues in Matimba Mbungela, chief human
HR and how to tackle resources officer at Vodacom Group,
concurs, noting that the supply of
them top talent with deep telecoms and
information and communication
Kerry Haggard technology (ICT) industry knowl-
B
edge and skills remains an ongoing
eing a Top Employer challenge, coloured by local market
implies a clear human conditions.
capital strategy with “Within this challenge of lim-
consistent delivery on ited supply of top talent, we also
that strategy, but leading have to ensure that we deliver on
organisations are facing a number our goal of building a diverse and
of challenges in today’s demand- inclusive workplace, where diver-
ing business environment — and sity and inclusion is celebrated
embracing and adapting to these and embraced as our competitive
trends is key to their survival. strength,” he explains.
“The demand for skilled resources
is exponentially higher than the Attracting and growing talent
supply, making the identification of Dinesh explains that TCS Africa
right talent a challenge for perfor- invests heavily in learning and
mance-oriented organisations like development initiatives by hiring
ours,” says Antony Dinesh, regional graduates from local universities,
HR head, Tata Consultancy Services increasing the talent pool. It also
Africa (TCS Africa). “The skills gap engages with students in higher edu-
is not limited to the technical com- cation to encourage them to take up Chief HR officer at Vodacom business each year are from pre- and supply of skills puts additional
petencies, but also managerial and careers in ICT fields, often by organ- Group, Matimba Mbungela. Photo: viously disadvantaged sectors, responsibility on companies to train
leadership capabilities.” ising workshops within schools and Supplied and more than 60% are women,” and build the capacity of graduates
David Moloto, human resources colleges. Mbungela says. and interns to ensure a pipeline in
director at Nestlé South Africa, It also organises global coding The strategy is paying off, as line with their growth and succes-
agrees. “One of our biggest human competitions to bring young inquisi- some of the graduates from this sion strategies.
capital challenges is the widening tive minds together, and trains local programme have moved into posi- Nestlé has developed a robust
gap between company needs and resources by taking them to training tions of greater responsibility in and integrated graduate and skills
skills available in the market.” programmes in India for nine to 12 the business. Furthermore, the development programme — with an
Moloto adds that the challenge months. increased diversity of the business, intake of 24 graduates annually and
presents an opportunity for industry “By way of creating successful and its investment into the Discover 100 interns across the company. It
and institutions of higher learning associates within the information Graduate programme, has contrib- aims to groom young people in func-
to collaborate closely, to ensure that technology (IT) and IT-enabled ser- uted significantly to Vodacom’s tional competencies as well as lead-
what the latter produces is commen- vices (ITeS) spaces, we aim to pro- current level 2 rating in the broad- ership. While its immediate objec-
surate to what companies require. mote it as a potential and attractive based black economic empower- tive is to close the skills gap, the
“The country needs relevant skills career path for students and col- ment evaluation structure. long-term goal is to ensure retention
to drive sustained economic growth. leges in South African schools,” he Vodacom is also responding to the of talent.
This speaks to an urgent need for a explains. particular challenge of gender par- Moloto says, “We believe the
curriculum change and for educa- Mbungela explains that graduates ity within the ICT sector, and has process should start with having
tion to be futuristic in approach so form an integral pipeline to help launched various programmes to a strong employer brand that will
that we develop graduates with com- Vodacom meet the future core needs ensure that women have the sup- enable Nestlé to attract potential
plex problem-solving and critical of its business, and the company port that they need to take up lead- employees with ambition, drive and
thinking skills,” he says. has a robust Discover Graduate pro- Leading ership positions. Its Female Leaders a passion to succeed. We are look-
However, TCS Africa has noted gramme, which covers a wide range programme, in partnership with ing for entrepreneurial people with
that this is a global challenge, and of skills and work experience across
organisations are the Gordon Institute of Business a high innovation drive and wo are
not one unique to the South African the business’s value chain. facing a number Science, is a one-year programme able to think beyond the obvious. As
market. The company has a global “Discover Graduate responds of challenges in that builds talent by supporting a company, we then commit to cre-
strategy of grooming locally availa- directly to talent supply shortage black women with high potential ating an enabling environment for
ble talent to meet skill requirements, and our intent to build an inclusive today’s demanding within and outside the company. career and personal development
and this has worked well for it in the workplace — 90% of the 75 gradu- business According to Moloto, globally, and a clear reward, recognition and
major markets it operates in, includ- ates we bring to the South African the disjuncture between demand compensation plan”, he said.
environment
8 Advertising supplement to the Mail & Guardian October 14 to 20 2016
Top Employers
Fostering adaptable,
innovative policies
It’s no mean feat to our employment experience.
“We believe that our line managers
remain crucial in the new context or
whether they have become restric-
make sure your HR are a key factor in determining our tive. As such, we are constantly re-
practices remain employees’ experiences of Unilever
and as such, we invest significantly in
assessing, simplifying and improving
our policies to ensure that they are fit
consistent worldwide the training and development of our for purpose in the present context.
management team. Every manager “With our new Connected 4
Rebecca Haynes at Unilever is trained and equipped Growth organisational model, we
A
to provide the right level of support believe that we have updated a num-
company as substan- for all of our employees. ber of policies that are no longer as
tial as Unilever, a mas- “We also leverage from a number effective and we have simplified our
sive multi-national of technology platforms to enable organisation down to the crucial ele-
entity, has a formida- us to focus on our employees such as ments required for delivering inno-
ble task in both stay- our internal social network, which vative products that can help our
ing in touch with its employees and allows for employees to engage with consumers get more out of life.
making every individual feel spe- each other and senior leaders on “We try and create a culture where
cial to promote the highest levels of various topics, and our learning hub, our employees can have the freedom
morale, initiative and contribution to which provides customised learning to act with speed and deliver on their
company success. solutions for each employee.” objective, without placing them-
The Unilever group has got to be Harmsey says the company has a selves at legal, safety or quality risks.
doing something right. Unilever strong LinkedIn presence and is the “Our programmes are centred
South Africa has repeatedly been number one fast moving consumer around empowering our line manag-
certified as the leader in its category goods (FMCG) employer of choice on ers to enable their teams to act with
to work for by the Top Employer Rachelle Harmsey, leadership director: Africa at Unilever. Photo: Supplied LinkedIn’s 2016 InDemand rankings freedom and to constantly encourage
Institute and 2016 is no excep- and eighth overall. innovation, even if it fails, so that we
tion. It has also been awarded Top the group’s employment experience. On achieving the individual touch, “We use our various digital chan- can take the learnings and insights
Employers Africa 2017 certification. It also provides the opportunity to Harmsey says: “One of the macro nels to share experiences and sto- onto the next innovation.
According to Rachelle Harmsey, learn and engage with the broader trends that we see across the world ries from our employees,” continues “HR’s role is to enable the organi-
leadership development director: industry on HR trends and best prac- is the move towards mass customi- Harmsey. “We also have a large pres- sation to act with greater speed in
Africa, the Top Employers certifi- tice, and it is an important avenue sation, where you provide tailored ence at university campuses across landing innovation and it is cru-
cation is an important measure of for Unilever to continuously improve experiences for individuals at a South Africa and we do a number cial in supporting the development
industry best practice and the certi- its human resources (HR) policies large scale and we are continuously of guest lectures on various subject of strong line managers who are
fication is an important validation of and practices. exploring how we can apply this to matters every year. equipped to deal with the challenges
“We run a number of youth of a multi-generational and multi-
employability workshops across cultural workforce.”
South Africa annually that allow
students to interact with Unilever Complexity, disruption and
employees and speak and share best change
practice across various subject mat- As a South African Top Employer,
ters at a number of external events Unilever is continuously striving to
throughout the year. foster an environment where all indi-
viduals feel uniquely valued.
Simplification It is a known fact that organisa-
“We believe it is important to tions with more women at senior
empower our employees to be able leadership levels tend to outperform
to make a direct impact through those without. In the last few years,
their skills and expertise. As such, Unilever has focused on driving
A credible employer of choice, rooted in leadership, driven we are continuously in a process gender inclusion in order to bring
by the value and advancement of human rights of simplification to ensure that we diverse perspectives and experiences
provide an environment where our to a Vuca (volatility, uncertainty,
employees can work with great speed complexity and ambiguity) market.
and agility,” says Harmsey. “Our Unilever believes that inclusion is
new Connected 4 Growth model the critical foundation of a sustain-
is designed especially to increase able, strong organisational culture
speed, agility and responsiveness to where employees can thrive and
the external environment, by reduc- achieve their goals.
ing the layers and processes within “Unilever’s commitment to diver-
our organisations that hinder our sity and gender equality has proved
speed to market. to be positive for business, with
“Our employees are given signifi- the company being certified a Top
cant scope for creativity in their role, Employer in the last few years,” says
our standards of leadership in terms Unilever South Africa senior vice-
of the internal measure we use for president, Peter Cowan. “Our female
leadership behaviour, which encour- leaders not only bring the required
ages creativity and entrepreneurship gender mix to the leadership team,
through a growth mind-set. This is a but give us the competitive advan-
key quantification of how we meas- tage we require to drive the organisa-
ure performance and employees are tion forward.”
equipped with the necessary skills Unilever has significantly
and resources to deliver this in their increased the progression of women
respective roles. into senior leadership roles, with a
A key contributor to South Africa’s constitutional democracy, providing quality “We regularly get feedback from target of 52% of its South African
legal services to the poor and vulnerable. our employees on our HR policies leadership team being women by
through our Global People Survey, January 2017.
High performance, vibrant, diverse, engaging organisational culture.
which allows us a gain a sense of how According to Cowan, organisa-
Fair and progressive employment practices. our employees feel about a number of tions need to create an environment
Comprehensive legal career path, which offers opportunity for specialisation in different issues within the business. where women are given the oppor-
Our HR policies are well received, tunity to lead, be authentic and
criminal and civil law.
but, as always, there are areas where thrive within the organisation and
we can continue to improve. in their personal spaces. Once that is
“Our policies are what enable us to achieved, the organisation will reap
provide a world-class employment the rewards.
experience consistently across Africa The Unilever gender diversity and
@LegalAidSA1 LegalAidSA1 and the globe and in turn, to be con- inclusion strategy focuses on sus-
sistently ranked as an employer of tained leadership accountability and
choice globally,” says Harmsey. awareness building, setting clear tar-
www.legal-aid.co.za I Legal Aid Advice Line: 0800 110 110 I Ethics Hotline: 0800 153 728 “We believe that the rapid pace of gets and measurement and installing
change in the external world means programmes to recruit, retain and
that we need to, on a regular basis, develop talent. It also has a network
assess whether once crucial policies of diversity and inclusion champions.
Advertising supplement to the Mail & Guardian October 14 to 20 2016 9
Top Employers
Geared
to thrive
Unilever is looking ates with the chance to understand
Unilever from a global perspective
to understand what and engage with people of different
motivates millennials cultures.
Harmsey says that in Unilever’s
Tracy Burrows experience, millennials seek work
C
at companies that can provide them
onsistently ranked as with diverse experiences, which
a leading employer in develop them personally and pro-
countries around the fessionally. “International working
world, Unilever builds opportunities are a significant draw-
its ongoing HR success card and are seen as being an impor-
upon a global employee wellbeing tant development opportunity. Job
model called “Thrive”. security is also seen as being impor-
“Thrive is designed to provide a tant for millennials — permanent
holistic experience for our employ- employment is an important piece Unilever’s employee development offering includes an Individual Development Plan. Photo: Supplied
ees covering their physical, mental of providing a defined and clear
and emotional and wellbeing,” says career progression path.” Unilever The company’s stepped-up one of our unique differentiators — available to our employees, which
Rachelle Harmsey, leadership devel- South Africa focuses on meeting focus on responsible, sustain- the opportunity to align your per- provide healthy meals and snacks
opment director: Africa at Unilever. these needs as it builds its talent able products informs its Unilever sonal passions with the company’s with input from our dieticians.
Unilever South Africa has been pipeline. Sustainable Living Plan, which ambition.” “Staff shops are also avail-
certified as one of the best compa- But millennials are not the com- seeks to decouple its growth from able onsite that provide a range
nies to work for in the country by pany’s sole focus, says Harmsey: our environmental impact, while Enriching the workplace of Unilever products covering the
the Top Employers Institute since “Unilever also provides the ideal at the same time increasing its Setting Unilever South Africa apart home care, personal care, food and
2013, and recently announced work environment for experienced positive social impact. “Unilever from many other employers, it goes refreshments categories, which are
that it has been awarded the Top employees, who are looking for an has an inclusive and high perfor- to great lengths to offer benefits that made available to our staff at a dis-
Employers South Africa 2017 employer to leverage their expertise, mance culture,” says Harmsey. “Our make daily work more enjoyable. counted price.”
Certification. Unilever has also as well as develop them further.” employees are passionate advocates Harmsey says: “Our offices have Unilever staff can also make use of
been certified in four other African South African employees are look- of our living plan, which seeks to state-of-the-art gym facilities on onsite beauty salons providing hair,
countries, namely Ghana, Kenya, ing for a holistic value proposition embed sustainability. This includes site, with personal trainers, bioki- skin and nail treatments at subsi-
Nigeria and Zimbabwe, thus earn- from employers — good remunera- reducing environmental impact; neticists and instructors who run dised rates; and they can even treat
ing the Top Employers Africa 2017 tion, with opportunities for growth, improving health and wellbeing; various exercise classes. There is themselves to ice-cream at the com-
Certification (organisations must a focus on development and the and enhancing livelihoods. This is also a staff canteen and coffee shop pany’s ice-cream bars.
be certified in a minimum of four opportunity to do meaningful work,
African countries in order to carry says Harmsey.
this title). This aligns local and con- Unilever South Africa meets these
tinental operations with Unilever’s needs through a number of train-
MAZARS
global successes, which have seen ing and development opportunities
the global group winning more that employees can access in various
employer awards this year than ever ways.
before. “Our Digital Learning Hub is an
SOUTH AFRICA
Unilever regards people as critical always-on service that employees
to the success of the group, and its can access 24/7 and it provides a
more than 400 brands, and seeks to wide range of e-learning courses
create optimal employee conditions. covering many subjects in various
It offers flexible work, development interactive digital formats,” she
and mentorship, a strategy focused says.
on diversity, and being a multina- “We approach training in three
tional, it offers the opportunity to pillars: general skills (skills that are
benefit from international knowl- applicable across different roles); www.mazars.co.za • 0861 MAZARS
edge and work opportunities. professional skills (technical skills
for a specific function) and leader-
Thriving careers ship skills. Employees have access
“Unilever’s consistently ranked as to all three pillars of training and
an employer of choice across the are encouraged to link them to their
world as we provide a leading-edge Individual Development Plans.
employee experience. The consist- We also have an internship pro-
ency of Unilever’s employee experi- gramme that is run twice a year.
ence is a key part of our success, as Our interns work on real Unilever
we leverage the best of our global projects that are designed to equip
expertise and our local experience,” them with the skills and the expe-
says Harmsey. rience to succeed in our graduate
In line with the company’s global programme. We also run learner-
practices, Unilever South Africa ship programmes across our various
employees each have an Individual manufacturing sites.”
Development Plan, which combines
their career aspirations with their Sustainable market leadership
development needs and serves as a Unilever, the biggest European fast-
roadmap for achieving their career moving consumer goods company
objectives. in the world, brings to market hun-
Unilever’s agile and flexible work- dreds of household brands in daily
ing policy means that employees can use by over two billion people across
work with their line managers to the world. In South Africa, Unilever
establish a method of working that has more than 3 700 employees in
suits both the individual and the two corporate offices and seven
business. manufacturing locations.
The company’s world-class gradu-
ate programme — the Unilever
Mazars, a worldwide integral player in auditing, accounting, tax and advisory services is
Future Leaders Programme — is
designed to meet the needs of mil- ‘Unilever’s proud to be accredited with the Top Employers certification for a second consecutive year.
Top Employers recognises companies who achieve the highest standard of excellence in
lennials, with an accelerated devel- consistently ranked
opment plan, customised for each employment practices.
individual. The rotation-based as an employer
With over 1000 employees based in 12 offices across South Africa, our passion remains in
programme provides breadth and of choice across delivering value to our clients, developing our people and shaping our profession.
depth of experience in a condensed
period of time, and is designed to
the world as we
prepare graduates for management provide a leading- registered auditor – a firm of chartered accountants(sa)
audit • taX • adVisorY
readiness within three years. A six- edge employee
month international assignment
is included, which provides gradu- experience’
top employer_200x145mm.indd 1 2016/10/10 11:48 AM
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