Human capital

We depend on the expertise and experience of our people, and their health, skills and safety, to operate our manufacturing facilities safely and efficiently, and in so doing assist in the delivery of our strategy. Our thorough people management methodology contributes to resolving inequalities in the workplace and our substantial investment in employee training and development ensures that we have the appropriate skills to sustain and grow our business.

We have an inclusive culture and we value diversity. Our people operate within a clearly defined framework and must adhere to the group’s code of conduct and business ethics.

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Trade-offs in our use of human capital

A sluggish economy in South Africa and across the continent resulted in a highly competitive environment which led to the closure of some of our manufacturing sites and lines with a resultant reduction of employee numbers.

This negatively impacted human and social and relationship capital but has been positive for financial capital as we have benefited from a lower cost structure.

  Key inputs

           
      2017   2016  
Number of employees Number   6 420   6 678  
Graduate development programmes Men   17   11  
graduates Women   11   15  
Nampak apprenticeships Number   210   176  
Bursaries awarded Number   31   40  
Employee development investment R million   23.5   53.3  
Annual HIV counselling and testing in South Africa % employees   76   59  

  OUTCOMES

           
      2017   2016  
Wages and salaries paid R billion   3.1   3.1  
Lost-time injury frequency rate Rate   0.41   0.48  
Work-related fatalities
   Employees
Number   0   0  
   Contractors Number   1   1  
Non-work-related fatalities Number   0   2  
Managers attending leadership training Number   129   109  
Graduate development programme graduates employed Number   13   26  
Employees retrenched Number   25   158  

How we achieved these outcomes

  • Continued to focus on implementation of our health and safety programmes, including self-audits on risk control standards augmented by peer audits
  • Refreshed our values and updated our code of conduct and business ethics
  • Provided bursaries for studies in engineering, science and accounting, and key disciplines in our business
  • Invested in our training and development programmes
  • Continued to conduct annual reviews to identify potential management talent
  • Appointed a specialist manager to enhance group corporate finance and treasury
  • Strengthened the executive committee with appointment of an experienced manager to oversee group restructuring
   

HUMAN CAPITAL FOCUS: SECURING OUR TALENT PIPELINE

     
   

We regard training and developing our employees as essential to maintaining our overall competitive advantage in the market. The Nampak graduate development programme, which has been operating for many years, is one of the ways of growing our own talent. This programme is aimed at ensuring we have managers and leaders to sustain Nampak into the future.

   

Thandeka HlabaneThandeka Hlabane comes from Pretoria and attended Tokelo Secondary School in Evaton Small Farms. She holds a Bachelor of Business Administration degree from Cida City Campus. She joined Nampak in 2008 as a trainee at Bevcan Springs and completed the Nampak graduate development programme with distinction. Her individual project during her time on the programme contributed R2 million in annual savings for Bevcan.

After being promoted over the next few years, in 2012 she went on to complete a management development programme and was third-top student overall. On this occasion, her project contributed savings of R5 million for Nampak Liquid Petpak, Isando. In 2015, Thandeka was promoted to management accountant at DivFood Vanderbijlpark.

“Nampak provides room for growth and development and one can learn different processes of manufacturing without actually changing companies. Each time one moves from one cluster to another, one grows. The fact that Nampak is willing to invest in people development even in tough times excites me and tells me that Nampak values human capital,” she says.

 
 

Millicent NyakazaMillicent Nyakaza was born in Kuruman in the Northern Cape and attended high school in Boshof in the Free State. Her mother was too poor to send her to university but through her own hard work she managed to attend the University of Cape Town and graduated with a Bachelor of Social Sciences degree.

She joined the Nampak graduate development programme in 2013 as a human resources graduate trainee based at Bevcan, Epping. After holding several roles in this field she was appointed HR manager of the Bevcan division at Woodmead.

Millicent says the graduate development programme taught her that patience and humility get you far. “The one thing that can be the downfall for many university graduates is that they come into the working world thinking that they know it all.

“What excites me about Nampak are the endless opportunities that one has to make a success of your career in this company,” Millicent enthuses. “I am the first graduate from my home and the young ones look up to me.”

 
 

Khanya MakizaKhanya Makiza joined Nampak Bevcan as a supply chain graduate in 2014. He holds a BCom Honours degree in logistics and supply chain management and is currently studying towards his master’s degree.

After spending some time in raw materials tracking and production scheduling he is now a sales account manager at Nampak Bevcan’s Woodmead offices. He says that this position gives him the opportunity to observe how Bevcan’s processes and systems translate into customer service, which is a perspective few individuals get to experience.

Khanya says, “Nampak invests greatly in its people. We are afforded multiple people development programmes, an accessible management structure through an ‘open door’ cultural approach, and a vibrant working environment.”