Employment: 401-1 to 401-3

  • Management Approach

    One of the group’s most vital attributes is creating value through – and for – employees by attracting, developing and retaining globally competitive people necessary to implement our strategy and meet our growth targets.

    Specific activities in this regard include developing internal human resources for promotional opportunities through detailed development needs analysis per person, leadership/management development programmes, and continued focus on technical skills upliftment.

    We have identified six Critical Success Factors that guide the group in managing its employees. Each of these factors is closely aligned to the value drivers identified in the Integrated Employee Value Model, delivers on the Employee Value Proposition and ensures sustainable intellectual capacity and value creation competence.

    The integrated Employee Value Models reflected below sets out key aspects of our approach to People management:

    Through the Learning Organisation, powered by structured team forums and reinforced by our Leadership Behaviours, Worldwide Code of Conduct and Code of Ethics, employees are able to take an active role in reviewing and continuously improving organisational processes, systems and practices and building the organisation of the future.

    The Critical Success Factors are:

    • Clear purpose and direction establishes clarity and alignment and clearly understood and owned at organisational, team and individual level
    • Sustainable competence focusing on organisational learning and development of employees
    • Talent management focusing on the processes to identify, develop and manage the career paths of employees
    • Caring, equitable workplace to support and ensure employees’ safety and wellbeing as well as investing in society as a responsible corporate citizen
    • Professional climate creating a culture of innovation, ethical leadership, environmental stewardship and good corporate governance
    • Performance management at organisational, team and individual levels.

    The Learning Organisation is the sustainability platform upon which the six critical success factors are based to deliver on the Employee Value Proposition. The key drivers are information sharing, collaboration, innovation and collective wisdom through structured team forums.

    This approach is implemented across the group in a range of interfaces and interventions. An Individual Perception Monitor (IPM) surveys employee attitudes on the status of the six critical success factors. These results are used to identify areas for attention. It has a four point scale and the group target is a rating level of at least three in all business units for all factors.

    Scores of above three are considered excellent. The Group requires the IPM survey to be run every second year. The last was done in the 2017 financial period. The overall scores per Division are highlighted below for 2017:

    DIVISION/BUSINESS UNIT OVERALL  
    Equipment – Southern Africa 2.98  
    Equipment – Russia 3.25  
    Equipment – UK 2.66  
    Automotive Head Office 3.29  
    Avis Fleet 3.04  
    Avis Budget Car Rental 3.20  
    Motor Retail 3.10  
    Digital Disposal Solutions 3.25  
    Logistics 2.99  
    Power South Africa 2.97  
    Corporate Office 3.09  
  • 401-1: New employee hires and employee turnover

    The reporting organization shall report the following information:
    a. Total number and rate of new employee hires during the reporting period, by age group, gender and region.
    b. Total number and rate of employee turnover during the reporting period, by age group, gender and region.
    Integrated Report:

    In 2018, 2 385 new recruits were appointed.

    New Recruits Age <= 30    Age 31 - 40    Age 41 - 50    Age 51 - 60    Age >= 61   Grand Total   
    Males 657   603   243   67   33   1  603  
    Females 424   265   75   13   5   782  
    Grand Total 1 081   868   318   80   38   2  385  

    Total number of recruitments as a percentage of year end headcount has decreased slightly over the last year from 14.76% to 13.69% as at 30 September 2018. For 2018, males were 67% of new recruits and 71.56% of year end head count. Females were 33% of new recruits and 28.44% of year end headcount.

    Recruitments as % of Year End Headcount

    Year Recruitments    Year End Headcount   %  
    2018 2 385   17 417   13.69%  
    2017 2 669   18 085   14.76%  
    2016 3 422   19 547   17.51%  

     Employee 
    Turnover
    Resigned   Retrenched / redundant****   Retirements*     Dismissals    Deaths**    Other***  
    2018 1 673   177   169   443   52   654  
    2017 1 684   379   148   633   50   552  
    2016 1 724   321   182   657   72   177  
    * Including retirements due to ill health
    ** Including accidental deaths (work related/non work related) and deaths due to illness
    *** Reflects sales of business and termination of fixed term contracts
    **** Includes voluntary terminations

    Resignations as % of Year End Headcount

    Year Resignations    Year End Headcount    %  
    2018 1 673   17 417   9.61%  
    2017 1 684   18 085    9.31%  
    2016 1 724   19 547    8.82%  

    Resignations as a percentage of year end headcount has remained between 8% and 9.6% level over the last five years.

    Employee Turnover breakdown by age and gender – 2018

      Age <= 30 Age <=30 Total   Age 31 - 40 Age 31–40 Total   Age 41 - 50 Age 41–50 total   Age 51 - 60 Age 51 – 60 total   Age >=61 Age >=61   Grand Total  
      M   F   M   F   M   F   M   F   M   F  
    Resignations 386   216   602   422   261   683   238   82   320   47   12   59   7   2   9   1 673  
    Retirements 0   0   0   0   1   1   0   0   0   40   12   52   105   11   116   169  
    Dismissals 99   17   116   165   23   188   91   5   96   36   3   39   3   1   4   443  
    Ill health retirements 1   1   2   1   1   2   6   3   9   13   1   14   1   0   1   28  
    Deaths (work related fatalities)         0   0   1   1   0    -     0   1    -     1    -      -     0   2  
    Deaths Accidental (not work related) 2   0   2   6   2   8   5   1   6   8   1   9   1   1   2   27  
    Deaths Illness (not work related) 3   0   3   2   4   6   6   0   6   6   0   6   2    -     2   23  
    Retrenchments and redundancies 13   10   23   33   20   53   32   22   54   21   15   36   7   4   11   177  
    Grand Total 504   244   748   629   313   942   378   113   491   172   44   216   126   19   145   2 542  

    A total of 2 542 employees left the group due to resignation, retrenchment, retirement, ill health retirements, dismissal, death, termination of contracts longer than 12 months and sale of businesses.

  • 401-2: Benefits provided to full-time employees that are not provided to temporary or part-time employees

    The reporting organization shall report the following information:
    a. Benefits which are standard for full-time employees of the organization but are not provided to temporary or part-time employees, by significant locations of operation. These include, as a minimum:
    i. life insurance;
    ii. health care;
    iii. disability and invalidity coverage;
    iv. parental leave;
    v. retirement provision;
    vi. stock ownership;
    vii. others.
    b. The definition used for 'significant locations of operation'.

    Benefits provided to full-time employees include: retirement funding, leave, medical aid, employee wellness and assistance programmes, education assistance, training, staff discounts, study leave and annual bonuses.

    Benefits provided to permanent employees and not to temporary or part-time employees vary by division and region. In addition to those already noted, these include maternity leave, study leave, long service awards, long-term incentive and employee retention schemes, disability cover and life cover.

  • 401-3: Parental leave

    The reporting organization shall report the following information:
    a. Total number of employees that were entitled to parental leave, by gender.
    b. Total number of employees that took parental leave, by gender.
    c. Total number of employees that returned to work in the reporting period after parental leave ended, by gender.
    d. Total number of employees that returned to work after parental leave ended that were still employed 12 months after their return to work, by gender.
    e. Return to work and retention rates of employees that took parental leave, by gender.

    During the year, 227 female employees took maternity leave. To date, 205 returned to work and 22 are still on maternity leave.

    The focus will be on ensuring measurements are put in place to record paternity leave as opposed to maternity leave in all countries. Many males within the countries do take paternity leave but this is not currently recorded separately and therefore cannot be reported.