The Organisation’s HR strategy follows our business strategy with a key focus on performance and efficiencies. Our employment policies, procedures and practices take into account and comply with the relevant labour legislation of South Africa. Our recruitment initiatives focus on local communities in areas surrounding our operations.
At the end of FY2020, the Company employee complement totalled 570. Wherever possible, employees and contractors are sourced from the local communities of the various operations.
In all areas in which we operate, a representative workforce is a moral and legislative imperative for the organisation. Sylvania actively supports the Employment Equity Act and has established structures in place to ensure all barriers to achieving diversity are identified and actions are in place to combat these.
The Company furthermore has negotiated recognition agreements with organised labour. These agreements regulate the industrial relations and include provision for consultation and negotiation. There were no strikes or lockouts during the financial year. We endeavour to maintain peace and stability in our workforce at all times
The organisation implements a number of programmes to build capacity and enhance skills development, with a particular focus on the youth. All training and development programmes initiated are aligned with the Company’s strategic and operational goals. These include skills development, learnerships, internships and supervisory and leadership development.
A number of training and development initiatives have been introduced to our staff. All the training programmes are credit bearing and are accredited through the Mining Qualification Authority (MQA). As an organisation we are committed to the development of our staff and local communities. The organisation has an active Skills development and Employment Equity forum. The forum meets on a regular basis to address any skills and equity matters or any improvements that may be required.
A total of 227 employees attended training sessions over the financial year. Much of the training includes statutory health and safety development programmes.
Sylvania introduced a formal learnership programme that is specifically aimed at community members from the local areas in which the Company operates. The current programmes focus on enhancing skills in various fields, namely Electrical and Fitting. These programmes will run over a 36-month period with the first candidates having started in May 2019. The learnerships include courses for electrical trades, in which two candidates have participated and one fitter trade, in which one candidate has participated.
In support of our social drive with local communities, we introduced opportunities for internships and workplace experience. The internships will run over a 12-month period.
Ongoing engagement with local communities is necessary to understand, manage and respond to community concerns and expectations. As a Company we regularly support various local development projects as approved by our host mine.
Sylvania introduced a Milling and Floatation programme as part of the development drive for the local communities surrounding our operations. The duration of the programme is typically for a six-month period. Seven individuals have successfully completed the programme to date, with a further 10 delegates still in the programme. Sylvania is pleased to advise that we were able to absorb seven of these students into permanent roles within our operations.