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HSRC Annual Report 2016/17
Overview
In support of the mandate of the HSRC, and in view of the skills shortage and the competition to secure the services
of suitably qualified researchers, the Human Resources (HR) Unit prioritised the attraction, development, and retention
of highly skilled individuals.
In addition, the unit is committed to:
•
The creation of a culture and environment that encourages and supports employee wellbeing;
•
Embedding a culture of high performance; and
•
Building a succession pipeline by focusing on career development and capacity building.
During the period under review, the HR Unit achieved the following milestones, among others:
•
Implementation of the VIP System together with Employee Self Service (ESS), which facilitates the leave management
process;
•
Facilitation of the training of 25 line managers to preside over internal disputes and grievances – this has reduced
the cost and number of labour-related cases;
•
Alignment of the salary scales of all former AISA employees with the HSRC salary scales – 100% parity was achieved;
•
Successful merging of the AISA and HSRC pension funds; and
•
Harmonisation of the HSRC and AISA performance management processes.
Human Capital
Expenditure
The following table summarises overall spending on human capital for the review period. The total expenditure increased
due to an increase in the HSRC workforce.
Table 9: Total human capital expenditure
Total expenditure
(R’000)
Personnel
expenditure
(R’000)
Training
expenditure
(R’000)
Study bursaries
(R’000)
Personnel costs as a
percentage of total
expenditure
270 305
247 644
2 194
735
91%
PART D: Human Resources