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STAFF DEVELOPMENT
At Global Conferences Africa we recognise that an organisation is only as good as its people. Training programmes have been identified which meet the needs of our management team and staff within and outside the workplace. A great emphasis of the training is in the areas of computer literacy as well as developing practical logistical skills. Training courses are accredited and in line with the National Qualifications Framework of South Africa. |
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Other training programmes include life development and life-skills programmes such as: financial management, HIV/Aids education, business skills, confidence building, goal setting and leadership. The company’s Workplace Skills Plan has been submitted to the National Department of Labour, updated and approved annually for the last 3 years.
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Employment Equity
Global Conferences Africa embraces the spirit of Employment Equity and the company ensures that the following goals are reached and maintained:
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Implementation of the Employment Equity Plan in compliance with the Employment Equity Act 55 of 1998, and in such a manner that supports the total business objective of the company, good business practices that will be focused on the need to maintain the efficient operation of the business, providing improved customer service and continually adding value to all interest groups within the company; |
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Redress historical, legal, social and economic discrimination; |
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Introduce appropriate programmes for management and staff to educate against non-discriminatory attitudes based on race, gender and disability. |
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Promote economic development and efficiency in the workforce; |
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Reach and maintain a staff complement, which in respect of race and gender reflects the diversity of the South African population, removing hidden barriers and opening up career paths for all ensuring access to promotional opportunities; |
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Appoint staff on merit. The need will be to meet the requirements of the position and not necessarily based on academic qualifications. Appropriate past experience and potential must be taken into account as a factor when appointing staff; |
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Establish recruiting procedures, human resource planning, succession planning, career pathing, performance management and competency based assessment, which will ensure an adequate supply of suitably qualified employees; |
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Recognise and develop the potential of staff in all the portfolios and especially in areas that are under represented by providing opportunities for enhancing their ability to compete for opportunities on merit; |
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Enable employees to acquire a range of skills which will improve their performance and their ability to compete within and outside their employment category through the creation of appropriate training programmes and opportunities, complying with the Skills Development Act (97 of 1998); |
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Maintaining business alliances with previously disadvantaged communities. |
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No discriminatory practices, either implicit or explicit, will be allowed to exist anywhere in the organization; |
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No barriers will be implemented or be allowed to exist that in any manner unfairly restrict employment and opportunities for any person; |
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The company will endeavour, as far as reasonably practical, to enhance the representation of currently under-represented categories of persons within the company structure, in particular on the basis of previously disadvantaged persons, wither on the basis of race, gender or personal disabilities, at all levels of the organization; |
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The company will focus on the long-term objective of more closely reflecting the racial and gender demographics of the South African population. |
Global Conferences Africa employs a wide variety of staff from different ethnic backgrounds. The company actively strives to maintain an environment free from discrimination and harassment by arranging regular interactive staff functions that develop respect for cultural differences, including age, ethnic origin, race, language and gender.
People who have been promoted from within fill the majority of positions in company. We have a number of historically disadvantaged staff in middle management and senior positions, all promoted from clerical or assistant coordinator positions, many with great potential to progress within our company and into Tourvest.
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