We recognise the value of building a positive employer brand to instil brand pride and awareness
The Group prioritises employing the right people in the right positions and also invest in
acquiring, building and
developing talent. However, our priority is to leverage and develop internal talent for future
needs. We recognise
the limitation in relying only on the external market to fill a growing skills gap.
In an attempt to keep our employee skill sets relevant, we partnered with the University of
tailor-made management programmes. Thirty employees are currently enrolled for the New Manager
Development Programme, and 30 employees have completed the Manager Development Programme.
In addition, we partnered with the Renewables Academy based in Germany, where three employees
training in sustainable financing.
We furthermore collaborated with accredited coaches as part of our leadership development offering
support leaders in achieving their own goals and objectives as well as supporting their team to do
The opportunity was extended to 55 executives and 67 senior management across Capricorn Group
As part of upskilling the youth we have allocated bursaries for four students, of which the study
fields vary between
commerce, computer science, investment management and technology degrees. These individuals will
Graduate Development Programme once they complete their studies. Parallel to this, we employed
Bank Gaborone’s graduate programme has seen three out of nine candidates absorbed into permanent
before the end of their contracts. This programme has enabled the business to address existing
Strategy implementation, performance management and recognition
Successful implementation of our strategy relies on employees that understand the strategic
choices, are clear
about their role and contribution, and are incentivised to deliver on targets. Therefore, we must
ensure that our
internal communication, rewards and recognition, employee value proposition, training initiatives
performance management are aligned and support implementation.
The performance development process ensures we align the Group’s goals with those of individual
We identify, evaluate and enhance the performance of employees through rewards and recognition,
feedback and career guidance.
The human capital team provides continuous communication and support to upskill leaders. We want
have honest, transparent and future-focused developmental conversations with employees in terms of
careers and well-being.
An automated performance development process
was rolled out in June 2019. Performance reviews and
actions are completed online, and employees are encouraged to do 360-degree feedback as part of
process. The online recognition system, Sparkfolios, consists of four different types of rewards:
Thank you (non-monetary)
On-the-spot award: manager to team member
on-the-spot rewards (monetary)
Quarterly award: award by a business unit
nominations committee (monetary)
Annual award: award by entity nominations
We measure diversity through our rating by the
Namibian Preferential Procurement Corporation. The Group
achieved 98.87% (exceptional equitable economic empowerment level contributor status) in 2020.