AVBOB Integrated Annual Report 2018

People development is crucial to the Group’s sustainability. We are committed to developing existing talent with a focus on upskilling employees to drive the attainment of our business objectives and at the same time, providing growth opportunities for individuals. All employees, irrespective of disability, gender, educational level, seniority or status, have access to the interventions offered by the Group. Performance management Performance management is a business process that aligns employee’s individual objectives with the Group’s strategy. All permanent employees undergo formal performance and development reviews twice a year. Rewards and incentives, in the form of short-term incentives, form part of our performance and talent management process. Personal development plans for all employees are initiated through this process and aid in the identification of required skills that need further development. The performance management process is a critical tool that assists in identifying non-performers and ensures that appropriate interventions are implemented to improve performance. The performance review process is also used to identify high-performing individuals and to ensure that they are rewarded appropriately. To supplement the performance management process, the Group has implemented a team and/or divisional evaluation process that focuses on improving internal customer service and teamwork. Training programmes The Group constantly monitors the ever-changing business, regulatory and legislative landscape, that affects the Group’s operations to ensure that our employees are appropriately trained. The 2018 financial year was a very rewarding one, with over R18,1 million invested in training. During the 2018 financial year, the Group provided employees with 38 814 training interventions (employees could attend more than one intervention) compared to 24 862 the previous year. The training interventions in 2018 exceeded 2017 by 56.1%. The table below depicts the training interventions for the period 1 July 2017 to 30 June 2018: Wecontinued to implement various initiativesacross theGroupaimedat enhancingskillsdevelopment, talent management and employee retention. Through our partnership with the Insurance Sector Education and Training Authority (INSETA), we embarked on several training and development initiatives over the past years, which included learnerships. Learnership programmes continue to be a high priority within the Group and a 98% pass rate was achieved during the reporting period. Training Interventions African Coloured Indian White Total Female Male Female Male Female Male Female Male External 3 536 1 621 143 83 21 12 164 92 5 672 Internal 21 173 9 060 838 548 89 49 776 609 33 142 Total 38 814 45