Interfront 2023 Annual Report

63 HUMAN CAPITAL MANAGEMENT PART The successful appointment of graduates and/or bursars as interns is another performance indicator under Interfront’s strategic objective of Maintaining a Software Development Centre of Excellence. This objective not only aligns with the company’s goal of achieving staffing success, but also marks the second phase in the talent acquisition pipeline aimed at securing high-quality employees. The target changes annually depending on company objectives and budget availability. Interfront’s Bursary Scheme serves as the initial phase of our talent acquisition process and plays a vital role in developing the pipeline of candidates for our graduate internship programme. This programme is an effective means for Interfront to attract fresh talent to our organisation. In the second year of the programme, exceptional interns are granted promotions to entry-level positions. Those who successfully complete the two-year programme are then presented with the opportunity of permanent employment in junior roles. To further enhance our retention rates in this fiercely competitive market, Interfront is devising a fast-tracked pathway for candidates who exhibit remarkable potential and demonstrate the capability to perform at a higher level earlier than anticipated. This initiative aims to expedite growth and development while fostering employee engagement within our company. GRADUATES/INTERNS EMPLOYEE LIFE CYCLE BURSAR GRADUATE/INTERN ENTRY LEVEL JUNIOR INTERMEDIATE SENIOR The Human Capital performance results can be found in  Part B: Performance Report  .