Interfront 2023 Annual Report

62 INTERFRONT ANNUAL REPORT 2023 Overview One of the primary responsibilities of the Human Capital Department is to keep Interfront staffed appropriately at all times. In order to achieve its primary responsibility, it focuses on both retention and recruitment. These primary responsibilities are reflected in Interfront’s second strategic object: Maintaining a Software Development Centre of Excellence. This strategic objective is underpinned by two performance indicators: • Retain management team and staff (retention) , with an annual staff turnover target of less than 14%. Interfront operates in a scarce-skills environment characterised by high demand for limited resources. As a result, Interfront has only met its turnover target twice since the 2018/2019 financial year, with the highest turnover in the past five years recorded in the previous financial year. As a result of several actions taken by the Board during the year under review to mitigate turnover, the staff turnover decreased from 17.65% in the previous financial year to 14.12% in the current financial year, marginally above the target. • Maintain and develop a skilled, diverse and engaged workforce (recruitment) , with the annual target for the 2022/2023 financial year being to maintain the staff complement at a minimum of 150. In order to accommodate the growth in the company as a result of the insourcing of the eFiling team, the target was increased from 110 to 150 for the 2022/2023 financial year. The high demand for quality resources in the market also puts significant pressure on the recruitment environment, which has resulted in Interfront only meeting this target twice in the last five years. In order to achieve these two objectives, several initiatives were undertaken and processes implemented during the financial year. In addition to the initiatives that commenced during the 2021/2022 financial year, Interfront streamlined and expedited its processes by procuring software solutions that enhanced and accelerated the administrative side of the recruitment process. In line with its retention strategy, Interfront places significant importance on the Employee Value Proposition (EVP). This proposition incorporates a range of Interfront’s offerings to its employees, extending well beyond mere financial compensation and encompassing the value Interfront places on their skills and contributions to the organisation. The most important building blocks of an EVP are dealt with in more detail in the sections below.