Interfront 2023 Annual Report

73 HUMAN CAPITAL MANAGEMENT PART • In-line promotion : This occurs where an employee has gained experience and grown in his/her existing capacity and achievements to the extent of having reached a higher level of responsibility, technical capability and maturity. An in-line promotion will depend on the employee’s competency level and will be in line with the company’s skills development framework. These promotions can be accurately described as in-line career progression, in which individuals demonstrate heightened levels of contribution and assume more challenging responsibilities. An instance of such advancement is the transition from junior developer to intermediate developer. Below are two tables indicating in-line promotions and formal promotions performed: NO. OF IN-LINE PROMOTIONS FROM WHICH POSITION TO WHICH POSITION 5 Graduate intern Entry 6 Entry level Junior level 7 Junior Mid-level 4 Mid-level Senior NO. OF FORMAL PROMOTIONS FROM WHICH POSITION TO WHICH POSITION 1 Senior Team lead 1 Senior Assistant manager 1 Senior Manager Training Expenditure for the 2022/2023 Financial Year BUSINESS UNIT PERSONNEL EXPENDITURE (R) TRAINING EXPENDITURE (R) TRAINING EXPENDITURE AS % OF PERSONNEL COSTS NO. OF EMPLOYEES AT YEAR END AVERAGE TRAINING COST PER EMPLOYEE (R) Employee training – 431 176 0.34% 93 4 636 Bursaries – 177 050 0.14% 3 59 017 Graduate interns – 67 182 0.05% 10 6 718 Professional membership – 22 477 0.02% 4 5 619 Employee formal study assistance – 308 301 0.25% 4 77 075 Total 125 468 519 1 006 186 0.80% 114 8 826