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SUSTAINABILITY
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Tiger Brands Limited Integrated Annual Report
2014
Our people
Tiger Brands has prioritised five key thrusts to
build organisational competencies and
leadership capacity for longer-term growth:
1. Talent management and development.
2. Leadership development.
3. High-performance and engaging culture.
4. Skills development.
5. Organisation development and
effectiveness.
The group employs 9 252 permanent staff and
2 453 temporary staff in South Africa. These
figures exclude seasonal and casual workers
who, for the year under review, numbered
4 383. The group’s total salary bill in South
Africa for the 2014 financial year was
approximately R3,3 billion compared to
R2,9 billion in 2013.
Outside South Africa, the group employs
a further 3 673 permanent staff and
1 506 temporary staff, bringing the total
group employee count to 16 884 (excluding
seasonal and casual workers).
Key indicators
2014
2013 2012
Employee
headcount*
16 884
15 048 12 739
Female
employees
3 555
3 386 3 070
Employee
turnover rate
9,6%
10,2% 10,6%
Learnership
participants
285
159 158
Total training
spend (Rm)
7,7
10,1 10,9
*Includes international operations but excludes seasonal and
casual workers.
1. Talent management and development
Talent management is a strategic business
priority and the group’s ability to attract and
retain key talent is measured through its
recruitment success rate and employee
retention rate.
2014
2013 2012
Overall staff
turnover rate
9,6%
10,2% 10,6%
Retention rate of
key talent (target
80%)
86%
87% 85%
The group aims to ensure an effective talent
pipeline with the development of high-
potential individuals. Performance
agreements define key outputs and success
measures, as well as potential inhibitors to
performance and are concluded annually
by each employee. These individual
performance agreements form the basis
for performance management. Senior
employees of Tiger Brands also have a
personal development plan to determine
current development needs and to build
future capability for career advancement.
Formal performance reviews are conducted
twice a year.
All employees receive annual leave in line
with or exceeding the statutory requirements
laid out in the Basic Conditions of
Employment Act (South Africa) and similar
legislation in other regions in which we
operate. Long service is also recognised