4 Set numerical goals…
4.3 Projections versus Human Resources planning
These two concepts are not mutually exclusive. Projections allow the leadership of the organisation to express their commitment to transformation in a tangible and measurable format. Each manager in the organisation will need a human resources plan to ensure that the targets can be achieved within the specified time frame. The human resources plan also ensures that we align our human resources interventions (training, job rotation, etc.) to the objectives of the employment equity plan. Companies who do human resources planning in a structured manner are much more likely to achieve their numerical goals compared to those who simply track progress after decisions have already been taken.
The results of your numerical goals are prescribed in the regulations. For each year of the plan you should produce the future employee profile (numerical targets). The final year of the employment equity plan represents the numerical goals – the ultimate employee profile that you want to achieve.
It is a good idea to evaluate your numerical goals against the Economically Active Population (EAP) – as this is what the Department of Labour will be doing during a Director-General Review.
Your numerical goals should show increasing representation for designated employees who are under-represented when compared to the EAP. You should also attempt to set numerical goals which will show an increasing BEE score for future years.