Présentation PowerPoint

[Audio] We are pleased to present our HR reporting update for June 2024, highlighting the progress we have made thus far in our quest to become a top-tier HR department. This report will concentrate on the pivotal initiatives and accomplishments achieved during the initial stage of our roadmap, which pertains exclusively to cluster and MNOS operations. Let us delve into the specifics..

KPIs – Overview.

Cluster Axian Telecom.

Tigo Tanzania.

[Audio] Axian's performance stands out due to its high offer acceptance rate, with 595 employees accepting offers. Furthermore, the company's training program has achieved notable success, with 82.0% of trainings aligning with strategic impetus drivers. Moreover, the internal mobility rate is impressive, with many employees moving within the organization. Nevertheless, there remains room for improvement, as evident from the turnover rates..

1. KPIs - MR.

1. KPIs – LG2025.

[Audio] We will develop reward and retention strategies to ensure we attract and retain top talent within our organization. This initiative is crucial in bridging the gap between our current state and our desired future state. Our goal is to create a competitive advantage through our compensation and benefits packages. We will also establish a succession planning process to identify and develop key talent within our organization. This will enable us to fill critical positions with internal candidates, reducing the risk of losing valuable knowledge and expertise. Additionally, we will implement data clarity and organizational design principles to enhance our HR processes and systems. This will allow us to better serve our employees and improve overall organizational performance. We will work closely with our business partners to deliver this training plan, ensuring that everyone is aligned and working towards the same goals. By building higher achieving teams, we will drive business results and achieve our strategic objectives..

[Audio] We will continue to close the gap by delivering our roadmap initiatives. In July, we will prepare for half-year reviews. August will see calibration and bonus pay preparation. September will witness validation of 2024 objectives. February will bring mid-year performance reviews. We will also focus on data clarity and implementing organisational practices. Mentoring and coaching will take place throughout the year. We will launch Kili preparation, Djembe has Got Talent, and review car policies. Budgeting for EVP activities will occur, followed by salary reviews and bonus payouts. Change management will be launched, with a rollout to the rest of the organisation. Our HR workshop and capacity building through SPHRi certification will also take place. We will deliver a training calendar and implement an engagement calendar. Finally, we will work towards top employer re-certification..

[Audio] Our top employer certification was successfully delivered, ensuring our company's commitment to excellence in human resources. The directors' training for the executive committee was also completed, enhancing their leadership skills. Moreover, we launched team-building initiatives across various departments, promoting collaboration and camaraderie among employees. To prepare for the nursery set-up, we conducted budgeting exercises to guarantee a seamless transition. Furthermore, we held zonal meetings to review the first half-year results and discuss strategy for the second half-year..

Telma Madagascar.