Interfront 2024 Annual Report

A B C E D HUMAN CAPITAL MANAGEMENT INTERN ENTRY LEVEL JUNIOR INTERMEDIATE SENIOR The human capital performance results can be found in  Part B: Performance Report  . GRADUATES/INTERNS EMPLOYEE LIFE CYCLE Human Capital Priorities for the Year During the year under review, Interfront placed significant emphasis on addressing key priorities within the human capital landscape to support its strategic objectives and ensure sustained growth and competitiveness. The following priorities were highlighted: • CHANGE MANAGEMENT: Interfront has experienced substantial growth over the past two years, necessitating a proactive approach tochangemanagement. Toeffectivelynavigate this period of expansion and transformation, Interfront appointed an Organisational Development Manager tasked with setting and monitoring goals in this dynamic environment. By implementing robust change management processes, Interfront aimed to facilitate seamless transitions, minimise disruptions and optimise organisational effectiveness. The process is ongoing. • EMPLOYMENT EQUITY: Recognising the importance of diversity and inclusion, Interfront prioritised efforts to ensure a diverse workforce in compliance with the relevant laws and regulations. By fostering an inclusive workplace culture, Interfront aimed to harness the full spectrum of talent and perspectives, driving innovation and enhancing organisational resilience. Our current employment equity representation stands at 80%. • RECRUITMENT: The growth trajectory of Interfront, coupledwith earlier challenges in staff turnover, underscores the critical importance of recruitment initiatives. With the introduction of the knowledge transfer project further increasing the demand for skilled staff, Interfront’s human resources (HR) activities have focused extensively on attracting and retaining high- quality talent. Efforts were directed at identifying suitable candidates to fill vacancies and ensuring alignment with Interfront’s strategic objectives. A total of 36 appointments were made during the year, which included 16 interns. In addressing these human capital priorities, Interfront aimed to strengthen its organisational capabilities, foster a culture of continuous improvement, and position itself as an employer of choice within the industry. Through strategic investments in talent management and development, Interfront endeavours to drive sustained success and value creation for all stakeholders.