Group Human Resources therefore embarked upon a journey of transformation which manifested in a portfolio of strategic projects. The overall objective of the Human Resources portfolio of projects is to create capabilities to execute on a number of objectives that clearly position the human resource function as a value adding business partner.

The portfolio of projects is outlined below:

• e-HR: An HRIS system, enabling automated business processes and accurate reporting that has been designed and developed to cater for all the chains and business operating divisions and will be deployed to the business during the second and third quarter of the 2010 year.
• 'Art of Service:' A holistic and integrated intervention launched during July 2009, which is aimed at delivering a differentiated customer experience enabled by customer centric business processes, policies and procedures, delivered by engaged and energised employees.
• Leadership: Building leadership competence and capacity within different levels of work to enable the achievement of vision 2011, commenced in March 2009 and the leadership learning and development curriculums have been aligned and updated.
• Human Resources Delivery Model: Entails the design and implementation of an HR delivery model that transforms the service offering to be more efficient and effective, through the design, development and deployment of system and process based capabilities that will deliver strategic solutions for critical business challenges.
• Skills Development: Designed to empower employees through targeted skills development interventions delivered through a blended learning methodology.
• Change: An undertaking aimed at developing and implementing change management capability and capacity to enable people to manage change effectively.

In order to ensure execution of best of breed human capital management practices and to track human resource performance against agreed benchmarks, integrated HR dials were introduced during the year under review via an HR dashboard that provides quarterly business intelligence on the "state of health" of people readiness and performance in the business.

To further optimise talent and performance competitiveness, human resources management offerings will continue to be provided via a human resources services delivery model that consists of centralised shared services, augmented by the introduction of selected centres of expertise executed through human resource business partners and line management.