VALUE CREATION
OUR STRATEGY, PERFORMANCE AND IMPACT
Human Capital: The Heart of SAICA’s Success
As at 31 December 2024, SAICA had 238 staff members (2023: 246), 66,80% of whom were women (2023: 67,89%), and 86% from historically disadvantaged backgrounds (2023: 85%).
What Human Capital Means to SAICA
SAICA’s human capital strategy centres on developing talent, fostering inclusivity, and driving sustainable growth.
Our employee’s diverse capabilities, skills, and experiences are fundamental to delivering our strategic vision. Guided by the principle of ubuntu,
we cultivate a culture of collaboration, adaptability, and continuous learning.
Our Winning Organisation strategic pillar ensures that investment in people, processes, and technology remains a priority.
This approach enhances operational efficiency, innovation, and long-term sustainability.
SAICA participated in the SABPP People Practices and Governance Standards assessment in 2024,
achieving an overall average score of 65%, with a minimum of 60% across all 13 standard elements.
As a result, SAICA earned the SABPP HR Audit certification, demonstrating compliance with the SABPP HR Audit Framework.
As at 31 December 2024, SAICA had 238 staff members (2023: 246), 66,80% of whom were women (2023: 67,89%), and 86% from historically disadvantaged backgrounds (2023: 85%).
Key Human Capital Strategic Initiatives to Drive Value in 2024
Organisational Review: Enhancing Efficiency and Alignment
To adapt and thrive, we have embarked on an Organisational Review Project, later renamed Project ReCAlibrate, to support the implementation of SAICA’s strategy (2024−2028). This involved refining the operating model to optimise structures, enhance efficiencies, and ensure that roles and responsibilities support the achievement of strategic objectives.
Project ReCAlibrate has played a pivotal role in this transformation, culminating in a new integrated and streamlined target operating model (TOM), that fosters agility, collaboration, and future-fit workforce planning and underpinned by a revitalised change management strategy.
Following Board approval in December 2024, the project’s outcomes are being embedded through targeted change management and capability-building initiatives.
Elevating Employee Wellness: Enabling a Thriving Workplace
SAICA’s Wellness Framework supports mental health, financial wellness, social well-being, and physical health. Adoption of a digital wellness tool has strengthened employee’s access to holistic support services by providing:
Holistic employee health management
The platform offers a comprehensive approach, providing employees access to digital tools that support physical, mental, emotional, and social well-being
Personalised wellness journeys
Leveraging health data analytics, the platform offers tailored employee health insights and recommendations based on individual needs and preferences
Engagement and community
Participation in wellness challenges is encouraged, along with social features that build a sense of community and engagement amongst employees
Accessibility and convenient access
Employees have 24/7 access to wellness resources, fitness programmes, mental health support and progress tracking tools. They can also engage with health professionals anytime, from anywhere
Data-driven insights
Provides employee health data to enable the organisation to make informed decisions about employee health and wellness strategies
Additionally, mental health first aider training was introduced to equip managers with skills to support employees experiencing challenges, promoting a resilient and inclusive workplace culture.
Human Capital Information System (HCIS)
The HCIS project is underway. The Employee Service Portal, Performance Management, Leave Management and Recruitment modules have been configured and rolled out. The system will culminate in operational efficiency through automated and streamlined human capital processes as well as improved legislative reporting with improved data integrity.
People Policies, Processes and Practices
We believe that well-structured policies are key to cultivating a workplace culture of care, fairness, education, legislative awareness, transparency and accountability. Our human capital policies set the tone for the work environment, define acceptable behaviours and practices, and provide clear expectations of performance and conduct.
Policies are essential to maintaining a high-performance and engaged work environment. We continuously review and update our policies to reflect the evolving needs of our workforce, ensuring that every employee feels supported, respected and empowered to build a meaningful and rewarding career at SAICA.
Talent Management and Succession Planning: Building a Sustainable Pipeline
SAICA’s Talent Management Framework is designed to develop a future-ready workforce by ensuring:
- Succession planning – Priority roles have clear succession strategies to mitigate operational risks.
- Skills development – Employees receive targeted training aligned with their career paths and business needs.
- Leadership development and coaching – Managers are equipped with coaching and mentoring capabilities to strengthen internal talent mobility.
SAICA employees with line management responsibility are being enrolled in the coaching programme to inculcate a coaching culture across the organisation. To date, 33 managers have successfully enrolled on the programme.
SAICA continues to face similar HC related challenges as many other organisations, particularly with sourcing and retaining skills in high-demand e.g. IT. SAICA is working tirelessly in ensuring that it is and continues to be an employer of choice.
