WORK WITH US | Human capital
The Human Capital (HC) department provides integrated human capital solutions to ECDC staff and the Board of Directors putting emphasis on key drivers of change
Human Capital function is governed by the South African Board for People Practices (SABPP) with 13 National HR standard elements to be adhered to and audited:
Strategic HC Management – systematic approach to develop and implement HCM strategies, policies and plans aligned to the organisational strategy to enable ECDC to achieve its objectives.
Talent Management – proactive design and implementation of an integrated talent-driven organisational strategy directed to attracting, deploying, developing, retaining and optimising workforce plan to ensure a sustainable organisation.
HC Risk Management – systematic approach to identify and address people factors that can either have a positive or negative effect on the realisation of the organisational objectives.
Workforce Planning will set out necessary actions to have the right people in the right places at the right time.
Learning and Development – provision of occupationally directed and other learning activities to enhance the knowledge, practical skills, workplace experience and behaviour of individuals and teams based on requirement for optimal organisational performance and sustainability.
Performance Management – planned process of directing, developing, supporting, aligning and improving individual and team performance in enabling the sustained achievement of organisational objectives.
Reward and Recognition – strategy and system that enables ECDC to offer fair, appropriate level of pay and benefits to recognise staff contribution to the achievement of agreed deliverables aligned to organisational objectives and values.
Employee Wellness – strategy to ensure a safe, healthy work and social environment is created and maintained to enhance individual optimal performance while meeting all healthy and safety legislative requirements in support of the achievement of organisational objectives.
Employee Relations – management of individual and collective relationships at ECDC through the implementation of good practices that enable the achievement of organisational objectives compliant with legislative framework and socio-economic conditions.
Organisational Development – planned systematic change process to continually improve an organisation’s effectiveness and efficiency by utlitising diagnostic data, designing, implementing appropriate solutions and interventions to measurably enable the organisation to optimise its purpose and strategy.
HC Service Delivery – an influencing and partnering approach in the provision of HC services meeting the needs of the organisation, its managers and employees which enables delivery of organisational goals and targets.
HC Technology – effective utilisation of technological applications and platforms that makes information real- time, accessible and accurate, providing HC and line management with the knowledge and intelligence required and effectiveness in other HR services.
HC Measurement – continuous process of gathering, analysing, interpreting, evaluating and presenting quantitative and qualitative data to measure, align and benchmark the impact of HC practices on organisational objectives, including facilitating internal and external auditing of HC policies, processes, practices and outcomes
Integrity to its clients who it identifies as ECDC staff in all offices, potential employees and retired members of staff.
For more information:
Human Capital Unit Manager
Telephone +27(0)43 704 5600