Interfront 2024 Annual Report

INTERFRONT ANNUAL REPORT 2024 Overview At the forefront of Interfront’s strategic agenda stands the Human Capital Department, with its pivotal role of ensuring that the organisation remains appropriately staffed at all times. Central to fulfilling this mandate is the department’s dual focus on retention and recruitment strategies. These core responsibilities are reflected in Interfront’s strategic programme: “Grow and Maintain a Software Development Centre of Excellence”. Within this strategic framework, three key performance indicators underscore the department’s mission: • Maintain and develop a skilled, diverse and engaged workforce (recruitment and talent development): A cornerstone of this objective is our target for the 2023/2024 financial year: to uphold a staff complement of no less than 160 individuals. Notably, this target was revised upwards from 150 to accommodate the incorporation of the e@syFile team in January 2023. In a fiercely competitive market where quality resources are in high demand, Interfront surpassed expectations by concluding the year with a staff complement of 169. • Retain management team and staff (retention and engagement): With an annual staff turnover target set below 14%, Interfront operates in a landscape defined by scarcity of skills and robust competition for talent. Despite historical challenges, evidenced by turnover figures as high as 17.65% in the 2021/2022 financial year, concerted efforts during the review period led to a remarkable reduction in turnover to a record low of 2.47%. • Maintain and grow a centre of excellence: This objective underscores Interfront’s commitment to nurturing talent pipelines, ensuring a steady influx of skilled individuals into the organisation. By appointing bursars and graduates and investing in their training and development, Interfront aims to equip them with the necessary skills to integrate seamlessly into the workforce. The target for the year included the appointment of two bursars and five graduates, contributing to the sustainable growth and excellence of the organisation. As part of its retention strategy, Interfront emphasises the importance of its Employee Value Proposition (EVP). This proposition includes awide array of offerings to employees that go beyond financial compensation, highlighting the value Interfront places on their skills and contributions. The key components of our EVP are explored in greater detail throughout this report. Interfront’s Graduate Programme is a key component of our talent acquisition strategy and crucial for developing a pipeline of junior candidates to join our ranks. This programme effectively attracts fresh talent to Interfront by providing a structured path for interns. In the first year, interns are introduced to the professional environment, with a strong emphasis on upskilling through soft skills and technical training. During the second year, outstanding interns are promoted to entry-level positions, where they continue to hone their technical skills. Upon successful completion of the two-year programme, these interns are offered permanent employment in junior roles. In the year under review, all four entry-level interns advanced to junior roles, achieving a 100% success rate.