Page 240 - SAMRC AnnualReport 2025-26

These initiatives are designed to support the Workforce Planning and Strategies
growth of emerging and independent researchers, for Attracting and Retaining
with a focus on promoting diversity and inclusivity. Skilled Employees:
Capacity development initiatives aimed to foster a The Integrated Talent Management Framework’s
culture of continuous learning. The Lunch and Learn first component focuses on effective workforce
series, a voluntary one-hour knowledge-sharing planning through strategic talent management
session, became a favoured platform for peer-led aligned with SAMRC strategic objectives. The HR
skill development. The online educational platform practitioners are making progress toward equity
continues to play a significant role in developing targets at senior management by promoting
our employees, offering expert-led video courses internally to retain skills and organisational
on leadership, behavioural science, digital literacy, continuity, while also recruiting externally to
and creativity, and promoting lifelong learning and diversify capabilities.
employee ownership of professional development. Performance Engagement System:
We offer targeted development initiatives to meet
our workforce's diverse needs, and study support The SAMRC adopts a performance management
prioritises helping employees pursue further philosophy centred on engagement, underscoring
education and training opportunities. the importance strengthening principles of
performance engagement. This approach supports
The STAR Programme is an innovative leadership both employees and managers in comprehending
initiative focused on strengthening capacity within and effectively navigating the performance
the SAMRC. This two-year programme aims to process. Notable advancements have been made
develop a talent pool by equipping individuals in implementing HR practices that foster consistent,
with the skills and knowledge necessary to meet transparent alignment among individual, team,
the organisation's leadership needs. By fostering and organisational performance objectives. These
a culture of collaboration and inclusion, the STAR measures also reinforce equitable performance
Programme includes all career pathways within the assessment throughout the organisation.
organisation, offering opportunities for growth and
addressing challenges related to SAMRC's mission. The ongoing re-imaging of the Performance
Additionally, the programme provides participants Engagement System at SAMRC, through the
with essential knowledge and insights to help them integration and standardisation of key performance
build their professional reputation and progress in management areas for managers, as well as the
their research careers. introduction of team KPAs and values-driven
behaviours, is closely aligned with the priorities set
In order to strengthen our talent pipeline, we have by President and CEO Professor Ntusi. Leadership
secured discretionary grants from the ETDP SETA has emphasised the need to cultivate a strong
following the submission of the Workplace Skills organisational culture that encourages both
Plan (WSP) and Annual Training Report (ATR). These performance and engagement. Incorporating
funds will facilitate skills development initiatives for these elements into the performance contracting
the 2025/2026 financial year. Furthermore, SAMRC process reinforces the strategic direction outlined
partners with a range of funders and sponsors, by leadership, while ensuring employees are well-
including the ETDP SETA, to support its formal informed and accountable for embodying these
Internship Programme. The internship programmes values and behaviours in their daily activities.
offer unemployed South African graduates valuable Successfully implementing this initiative will require
practical work experience, thereby improving their proactive change management to facilitate cultural
employability and addressing future capacity transition and deliberate stakeholder engagement
requirements. in adopting these new expectations.

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