2. As an accredited “Best Company to Work For”, your organisation will be able to attract more of the country’s top talent enabling you to position your business above the competition

3. The Crisis

4. SA’s first Best Companies to Work for Survey

6. The Solution

7. Determining the Best Companies to Work For Methodology Project Scoping Survey Launch First Panel Meeting Diagnostic Phase Administer Survey Survey Benchmarking Approach Determine project Focus Select Survey Dimensions Compile Questionnaires Invite companies to participate Panel of experts to provide face validity of Survey methodology CEO Employees Employee Representatives Recruitment firms Survey Analysis Process, interpret and compare data Adjudication Final Announcement Final Panel Meeting Announcement of Best Companies

8. Survey Inputs Utilised Chief Executive Weighted 30% of overall score Randomly selected Employees Weighted 50% of overall score Focus Groups Weighted 10% of overall score Leading Recruitment firms Weighted 10% of overall score Ranking the Best Companies to Work For by a panel of experts from business, employer representatives and heads of Business Schools SA’s Best Company to Work For

9. The study focused on the following themes and their components: FRAMEWORK FOR BEST COMPANIES TO WORK FOR Attraction and Retention Factors Work Environment Job Satisfaction Environment Diversity Facilities Trust & Relationships Job Meaning & Challenge Performance Management Recruitment Company Leadership Diversity Change Management Information Communication Policies & Procedures Career Development Training Opportunities Talent Management Non-Financial Rewards and Recognition Benefits Recognition Awards Work/life balance Financial Rewards Base Salary Incentives Share Schemes Performance Measures

10. General Trends of the Survey Recruitment Training & Dev Management Info Performance Mgmt Change Rewards & Recognition Change Diversity Management Info Policies & procedures Change Diversity Leadership Trust & Relationships Job Satisfaction Leadership Chief Executive ResponseEmployee Response Chief Executive Response Employee Response The areas that provide the most useful feedback for future company attention are those that were measured as the most negative in the perceptions of employees in particular. Employer negatives are those areas already recognised by CEOs as in need of attention

11. More detailed findings A more detailed analysis of the results showed that more than 85% of all participating employees agreed that the following are POSITIVE in their companies: 1. The importance of their work (96% agreed) 2. Knowledge of what is expected in their jobs (93% agreed) 3. The internal e-mail as an effective communication source (93% agreed) 4. Proud to tell their friends where they work (91% agreed) 5. Their immediate manager trusts them (90% agreed) 6. The people they work with are committed to quality work (89% agreed) 7. A statement that they have friends among the people with whom they work (89% agreed) 8. Their immediate managers enjoy their trust (89% agreed) 9. A perception that people motivate and support each other in their departments (88% agreed) 10. A belief that the people in the company are willing to go the extra mile when needed (88% agreed) These 10 components are hygiene factors with the main themes which score highly. These main themes are the most important reasons high calibre individuals are retained in companies.

12. More detailed findings continued... It is also interesting to note that aspects like importance of work and the knowledge of what is expected of employees are rated very highly. The LOWEST RANKED reasons which may affect retention in companies are: 1. The non-recognition and mismanagement of the impact of change on employees. 2. The use of representative councils as a communication source. 3. Managers are not trained as mentors. 4. No feedback to employees over the last six months regarding their prospects. 5. No diversity training. 6. White males feel threatened by the Employment Equity process. 7. No information about what other departments are doing. 8. Overload of the internal systems with unnecessary paperwork, e-mails, reports, forms and memos. 9. Unfairness of the company’s promotion policies and procedures. 10. The level of the pay package does not reflect performance. 11. Salary does not match responsibilities and is not market related. In summary, it appears as if the mismanagement of change, poor communication, poor management of remuneration and the way Employment Equity is implemented are some of the aspects that lower employee commitment.

13. Example of the type of Analysis carried out:

16. The Payoff

17. The implications for companies in S.A

19. Creating a Value Proposition Brand Performance Products Best Company Best Business Performance Best Jobs

20. The top ten “Best Companies to Work For” in 2000 No 1Rand Merchant Bank No 2M T N No 3Eli Lilly No 4Nedcor No 5DAV No 6Standard Bank No 7Coronation No 8Escher Group No 9Liberty Life No 10Discovery Health After summarising all the results from the participating forty two (42) the panel of adjudicators ranked the companies. The 10 Best Companies to Work For are: It must be taken into consideration that only forty two (42) companies participated due to a number of internal challenges, such as downsizing, mergers and acquisitions, restructuring etc.

21. Survey Participants of 2000 RMBServest MTNDebtech Eli LillyBP NedcorLyons Financial DAVDe Beers Standard BankMerisol CoronationRand Water Escher GroupGlobal Technology Liberty LifeMarriott Corporate Services DiscoveryPEP RenniesAmalgamated Hospitals SiemensFaritec Atraxis Gensec Bank HollardProcter & Gamble Airchefs Relyant Shoprite Checkers Investec Midas AST Metrorail ABSA SANS Fibres Barnard, Jacobs, Mellet FOSKOR Old Mutual IDC KPMG