21 years old and using country specific methodology
THE Best Employers certification is only awarded to organisations that meet the highest standard in Human Resources practices. In the CRF research all critical areas of HR management were assessed and the rating showed that Kimberly-Clark Sub-Saharan Africa has outstanding employee offerings.
These include: a global footprint; strong regional vision ensuring clarity of purpose employee engagement; global brands with market leadership across a variety of categories; investment in innovation and the creation of exceptional workplaces.
The company is a wholly owned subsidiary of the US-based Kimberly-Clark Corporation, which was established 140 years ago. It is underpinned by a culture that encourages entrepreneurial spirit, experimentation in product development and creativity in marketing. Listed on the New York Stock Exchange, it is a global powerhouse with a presence in 175 countries across the world and physical offices in 80 of these.
The South African office represented one of the organisation’s first global expansion initiatives 60 years ago and Kimberly-Clark South Africa managing director, Garth Towell says the company is looking forward to further expansion into Africa and helping transform its regional operations into a US$1-billion business over the next four years
“This is the company that invented facial tissue, paper towels, toilet paper rolls, feminine pads and disposable toddler training pants. Today it remains committed to new ideas that add value for customers and consumers. It constantly strives to find more innovative ways to improve the health and hygiene of people every day, everywhere, recognising that today’s best is the benchmark it must surpass tomorrow,” he adds.
In order to achieve this dream, the company recognises that it has to attract top talent, and is thus focused on becoming one of the top ten companies to work for in South Africa.
Towell speaks of optimal career development through a clearly defined culture and associated enabling behaviours. These are built into the sourcing and selection process to ensure that the best individuals for the job and the company are hired and nurtured.
.“Our working culture is built around the global ‘One K-C behaviours’ policy. It encompasses six behaviours deemed essential to build a successful business: build trust; make decisions; win consistently; think customer; continuously improve; and build talent. All employee assessments are reviewed against these behaviours,” he says.
Progress and advancement is determined according to performance and behaviour. Employees need to excel in their individual portfolio results and according to the behaviours set out by the ‘One K-C Behaviours’ framework. To encourage optimal career development, employees participate in regular discussions with team leaders. This is to ensure mutual understanding of roles and interests, explore proficiency levels, identify career goals and draw up development plans.
This discussion culminates in a Career Development Resume – the employee’s career and development plan, which in turn informs all training and development programmes.
Towell says global role levels have been defined to ensure that local employees can follow an international career path. It also empowers employees.
In addition, competitive remuneration, one month paternity leave, bursaries and incentive schemes are among the factors that set the company apart as an employer. THE CRF Institute is the independent organisation behind the Best Employers projects and it identifies top performers in Human Resources. Founded 21 years ago, it was founded as a joint initiative of academics, business journalists, trade associations, researchers and international publishers. The objective being to offer independent HR assessment and acknowledgement. Independence and selectivity CEO David Plink says “Over the years, we have assessed and certified more than 10,000 organisations using our methodology. We strongly value our objectivity, independence and selectivity. As a result current and prospective employees get a good insight what makes the certified organisations so special.”
The headquarters are based in The Netherlands and the institute operate in 13 countries on four continents. Its HR projects include Top Employers (locally known as Best Employers South Africa, Top Arbeitgeber Deutschland and Top Employeurs France) and verticals such as Top Arbeitgeber Automotive, Top IT Employers and Careers SA
The Best Employers methodology consists of three phases: research, rating and certification; and, implementation
The first step in identifying is to prepare a shortlist of organisations that qualify for the research phase. This is based on a thorough market assessment made in close collaboration with CRF’s leading HR partners.
Generally, the shortlist comprises large blue-chip companies and not-for-profit organisations. However, smaller, professional organisations that are expected to meet the stringent research criteria are also invited to participate.
The maturity of the HR policy in place and size of the organisation are examples of the prior conditions that are taken into account in compiling the shortlist. As soon as an organisation registers for participation, the research process can begin.
Research forms the core of the Best Employers project. The objective HR policy based research determines whether an organisation meets the requirements to be certified as a Best Employer. Critical and competitive areas of HR management, such as Pay & Benefits, Training & Development, Career Opportunities, Working Conditions and Company Culture, are reviewed thoroughly.
The survey consists of 75 questions on HR policy and practices. This is proprietary methodology based on many years’ international expertise. The numerical ranges of the answers and the subsequent ratings may be adapted to local dynamics in each country. The questionnaire is updated annually and developed in close cooperation with a local panel of HR experts and other selected partners.
The majority of the information requested is management information that usually will be readily available within an organisation. All information provided is treated in the strictest confidence and will not be shared on an individual basis with third parties. All participants complete a declaration of truthfulness upon completing the questionnaire, and all answers are audited.
In verifying the answers given, the institute ensure that any interpretations are made clear. It also audits organisations to make sure that the answers provided reflect reality.
Grant Thornton audits the results.
The ratings from the research phase determine whether or not the participating organisation is certified as a Best Employer. Ratings are project-specific and are adapted to each country. They are also reviewed and updated annually to maximise their relevance for participating organisations, their (future) staff and other stakeholders.
These ratings of HR policies are translated into an overall ‘star rating’ for each main category, and featured in the Best Employers book and web site. They enable a degree of comparison between Best Employers on Pay & Benefits, Training & Development, Career Opportunities, Working Conditions and Company Culture.
Participants that do not meet the requirements in the rating phase will get a full report on their performance and their position in the benchmark. Their participation remains confidential and they will not be certified as a Best Employer.
This scrutiny is uncommon and resulted in the Netherlands Ministry of Economic Affairs, giving full marks on reliability. The results are therefore more meaningful when comparisons are made to peer group organisations.