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Hyprop Investments Limited
Integrated annual report and consolidated financial statements
2017
Human capital
Human capital: employee development
Our people are key to business performance. Our human resources
strategy therefore focuses on attracting and retaining talented people
whose values are aligned with the company’s culture.
We offer competitive remuneration and comprehensive training support
and skills transfer. Performance targets and training and skills development
are reviewed annually and aligned with the group’s strategy.
Hyprop complies with employment laws and is committed to protecting
human rights. Our code of ethics and our disciplinary code are
communicated to all employees. We have zero tolerance for
discriminatory behaviour.
Our people are committed to our core employee values:
■■
Excellence
– We encourage each other to reach our highest potential.
We reward performance and address non-performance
■■
Integrity
– We treat each other with trust, fairness and respect. We
speak with one voice internally and externally
■■
Responsibility
– We take responsibility for our actions and outcomes
■■
Diversity
– We support teamwork and the mutual exchange of
knowledge regardless of culture, gender and background.
In line with our aim to be an employer of choice, we believe that the
long-term success of the organisation is directly linked to the calibre of
its people and the working environment created.
Employee profile
Total employees
2017
2016
Permanent employees
(1)
219
232
Contract and casual employees (mainly
information kiosk and event employees)
59
47
Total
278
279
Average age (years)
44
42
Employees who are permanently employed %
79
83
Employees belonging to a trade union %
0
0
Incidence of child or forced labour
0
0
Serious occupational injuries
0
0
(1)
Permanent employees lower due to sale of Willowbridge
Employee tenure and movement
An engaging work environment and competitive remuneration translate
into committed employees and high retention rates, especially at senior
levels. While low employee turnover ensures continuity, and aligns group
performance with our long-term strategic objectives, we understand the
value of new insights and aim for an appropriate balance between internal
and new external appointments.
2017
2016
Employee tenure
%
retained
Average
service
years
%
retained
Average
service
years
Top management
100
10
100
9
Senior management
96
8
100
7
Middle management
80
8
92
8
Administration
93
8
88
6
Maintenance
87
8
89
11
Total
92
8
91
6
2017
2016
Employee turnover
(1)
%
retained
%
retained
Employee turnover
8
9
(1)
Percentage of people leaving relative to total employees at year-end
Employee movement
2017
2016
Internal placements
8
19
New appointments
15
25
Dismissals
(3)
(6)
Resignations
(19)
(15)
Retirements
(1)
(2)
Transfers after sale of asset
(1)
(5)
Transfers into the company, due to cancelled
marketing services contract
42
(2)
Total permanent employee movement
(13)
(1)
Sale of Willowbridge
(2)
Transfer out of the company, due to the sale of asset
Employee movement by race
New
appointments
%
Internal
placements
and
promotions
%
Resig-
nations
%
Dis-
missals
%
Retire-
ments
%
Black
61
29
32
Coloured
17
43
16
100
Indian
6
14
11
White
17
14
42
100
Total
100
100
100
100
100