1.

INTRODUCTION

The Office of Human Resources (HR) provides services and support to the faculty and staff of NFP in
ways that embrace the organisations mission of innovation and tradition of excellence. Committed to
cultivating a superior service-oriented culture, the staff seeks to provide benefits to employees that
promote health, wellness, and a sound work/life balance. Through employee orientation and
professional development, we foster the values of inclusiveness, long-term employee engagement. In
all areas of work, the Office of Human Resources firmly upholds the tenets of confidentiality,
accountability, and trust

The report summaries the Human Resources activities for quarter one. The issues that are discussed
include recruitment, resignations (turnover), vacancies, training and skills development, employee
wellness and employee relations.

1
2. HUMAN RESOUCES STRATEGIC OBJECTIVE

2.1. VISION
- To develop a diverse and engaged workforce to lead Naledi Funeral Planners to excellence

2.2. MISSION
- To lead the organization in enhancing its human capital and creating a winning environment where
everyone enjoys contributing to the best of one’s ability
- Inspiring and motivating its people
- Developing the people of Naledi to strive for higher standards

3. HR ACTIVITIES

- Establish employment contracts

- Defining job description for every NFP employee.
- Design and implement the performance contracts to be reviewed quarterly
- Critical Policy development and review
- Trainings
- Health and safety
- Staff welfare
- Reduced Staff Turn-over
- Employee satisfaction

2
 4. NALEDI FUNERAL STAFF COMPLEMENTT

These report summaries the total Number of employees within the organization within the period
of NFP first quarter 2022.The organization had an average total number of employees with 133
employees.

Number of Employees (Q1)

136

137 133

128

April May June

4.1. SUMMARY OF THE STAFF COMPLEMENT

Month Total employees Vacancy factor

April 128 +/- 3

May 136 +/- 3
June 137 +/- 3

3
5. RECRUITMENTS

The HR department aims to enable employees to maximize their potential and get the most out of their
career, in order to promote the continuous professional and personal development of the staff. In 1st
quarter we had 22 recruitments, 5 resignations, 3 transfers and 1 redeployment.

Employee Movements
12

10

0
April May June

Recruitments Resignations Transfers/Redeployment

5.1. Staff turnover

Month Percentage

1. April 2.4%
2. May 1.5%
3. June 0%

4
6. HUMAN RESOURCES ACTIVITIES SUMMARY

Item Status Summaries

1. Employment Contracts Completed - Employments contracts have established

- Contracts are aligned to the NFP strategy
- All employees have employment contracts,
except for the chief executive officer.
2. Job descriptions Not Completed - Job description have been developed for all job
categories within the organization
- All new employees within the organization
have been trained on their duties and
responsibility.
- Old employees have not been trained on the job
descriptions established
3. Performance management Not Completed Implementation of staff personal development
system plans and the establishment of structured
employee performance systems.
- The design phase of the PMS is in its final
stage, and performance contracts have been
drawn up, hence the implementation is
expected was to take place during the 3rd
month of the 1st quarter.
- In these Quarter it was a trial month on how
it would be monitored.

5
 - Only Branches with mortuaries were
sampled with drivers and mortuaries to
assess the practicality of the Performance
management tool.
- The implementation of the system was
expected to have commenced in June,
however did not take place as awaiting
approval
4. Critical policy In progress - The induction Policy was developed in these
development and review quarter
- The recruitment policy was reviewed
5. Training Not done - No Planned trainings for the quarter, as
Trainings are scheduled to take place in the
Second quarter.
- No staff training on NFP policies has taken
place during the first quarter.
- Only New sales officer where trained on the
Selling skills and Product knowledge
- Reasons
- Due to the fact that some HR policies are yet
to be approved.
- Other trainings were scheduled to take place
on the 2nd quarter

6. Health Safety - Health guidelines are followed in accordance to

the Covid 19 guideline within the organization
- Employee who got sick
- - No employees who got sick within this quarter
- On the job accident

6
 - No on the Job Accidents within the Period of
these quarter
7. Staff welfare Not done Employee Assistance Programs
- Availing counseling resources to deal with
work/life resources, legal/financial resources and
organizational development and organizing team
building interventions
- Only two employee we taken to counselling,
following the incident that took place.
- The activity was scheduled to take place in the
second quarter
8. Employee Satisfaction Not complete - A staff satisfaction survey questionnaire is
developed. It is therefore yet to be distributed to
the management team and the CEO for approval
9. HRIS In progress - The need for the HRMIS has been identified
- The system has been identified and it’s called
Pay man payroll system
- The proposal is made subject to approval
- The system will incorporate the following
modules: Personnel module, payroll module,
leave management module and the performance
management module.
Cost Pending The budget has not yet been allocated
approval

7
7. REMUNERATION/ SALARIES

One of the organisation biggest cost lies on employee salaries. Hence, the wage bill of Naledi Funeral
Planner for the First quarter is as follows:

April May June

M1,052,614.29 M 1,153,613.27 M 1,190,918.65

- It is in these case that over the past years NFP has tried by all ways to reward its employee in a
competitive way against the Market. In the past two years NFP employees’ salaries was merged
against the market rates in an effort to enhance employee motivation and satisfaction.
- In these case that most of NFP staff salaries against the market are still in the lower quartile, this
means that majority of Our employee are on the 25th percentile while few are on the 50th percentile
which is the market position.

CONCLUSION

- The organization has grown substantially, it is therefore vital that the department expands in terms
of the personnel as the work load has increased.
- In order to be able to produce best possible results, It is for that reason crucial that the organization
hires the Human resources manager with an effort to close the arising gap within the department.