Interfront 2025 Annual Report

103 HUMAN CAPITAL MANAGEMENT 02 Highlights Employment Equity representation increased from 76% to 82%. Recognised the loyalty and dedication of 23 employees through Long Service Awards. Anonline self-learningprogramme on theCode of Ethics andConduct was introduced, featuring an assessment to verify understanding. The staff complement increased from 168 to 176 by the year-end. Eighteen new employees were successfully recruited, including five graduates and three bursars. Enhanced recruitment processes through a new vetting system significantly reduced the time-to-hire. Engaged works order contractors to support SARS and meet operational demands. Implemented structural changes, including key senior management appointments, to support the company’s growth. Sustained transparency and staff engagement through regular updates on structural changes and change management efforts. 03 Challenges GEOGRAPHICAL DISPERSION: With employees spread across three provinces, ongoing efforts are essential to maintain consistent engagement and promote a strong sense of organisational cohesion. CHANGE MANAGEMENT: Ongoing attention to change management is critical to support employee buy-in and alignment with Interfront’s culture and strategic direction. SCARCITY OF SKILLED PROFESSIONALS: The limited availability of skilled technology professionals, coupled with the need to maintain a low turnover rate, continues to present challenges that require proactive talent management and retention strategies.