New Employee Onboarding Guide

WELCOME TO THE IDC

ONBOARDING GUIDE

ABOUT THE IDC

ABOUT THE IDC VALUES

ONBOARDING TIPS FOR NEW EMPLOYEES ONBOARDING ACTIVITIES & TIPS

WHO TO CONTACT

WELCOME TO THE INDUSTRIAL DEVELOPMENT CORPORATION

WISHING YOU EXCEPTIONAL CAREER SUCCESS!

Objectives of the new employee onboarding guide.

Provide new employees with useful assimilation tips as they adapt into their role(s) within the Corporation, including enhancing understanding of the applicable processes and procedures.

Empower new employees to play a role in their onboarding journey and ask the right questions as they settle into their respective teams.

Pro-actively support and enable new employees to have a seamless onboarding experience.

ONBOARDING GUIDE

Onboarding overview

Target audience Day 1

1. Newly appointed permanent employees

2. Newly appointed fixed term contractors*

Day 2

Benefits and employee value proposition About the IDC

The following presentations are covered:

1. Welcome Message: Divisional Executive/Head

2. Provident Fund

3. Medical Aid

4. Salary Structuring

5. Employee benefits

6. Employee Wellness

The following presentations are covered:

1. About the IDC and history

2. IDC Strategy

3. IDC Values

4. Code of Ethics and Managing Conflict of Interest

5. Panel discussion

6. Corporate Social Investment

7. Internal Audit

8. Facilities Management (incl. Building walkabout)

9. Learning and Development

10. Discussion: Expectations and next steps

11. On-boarding Amazing Race etc.

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and procedures:

The following presentations are covered:

Departmental 90 Day Plan

All new employees must follow a departmental onboarding plan prepared by respective line manager. This may include, but not limited to:

1. Performance contracting: Discuss annual performance goals with your line manager.

2. Discuss development plan with your line manager.

3. Schedule regular check in meetings with your line manager to discuss onboarding integration progress.

4. Complete all assigned compliance related e-learnings.

Post-appointment

1. Complete post-appointment survey

2. Participate in stay in interviews

About the Industrial Development Corporation

Established

1940 through an Act of Parliament.

Geographic activities

South Africa and the rest of Africa.

Type of organisation

Development Finance Institution (DFI).

Ownership

State owned company, 100% owned by the SA government.

Products

Custom financial products above R1m to suit project’s needs including debt, equity, guarantees or a combination of these.

Small and Micro enterprise coverage

Enhanced offerings within Small Business Division.

Funding status

Fund operations and growth from investments, pay dividends & income tax.

Main business area

Providing funding for entrepreneurs & projects contributing to industrialisation.

Stage of investment

Project identification and development, feasibility, commercialisation, expansion, modernisation.

The IDC has a local presence in all of South Africa’s nine provinces. Business activities in the rest of Africa are serviced from our head office in Sandton, South Africa.

ABOUT VALUES

What are the IDC values?

The IDC values are:

Why values matter?

Values enables teams to demonstrate common work behaviors and act in ways that is consistent with the Corporation’s core business principles.

ONBOARDING TIPS FOR NEW EMPLOYEES

Tips to help new employees adapt to their new roles, team and the Corporation.

Make sure to understand your role, including immediate short and long term performance expectations.

Be intentional and accelerate your understanding about the Corporation, values and culture.

Learn more about applicable IDC policies, systems and procedures.

Take ownership and influence your onboarding experience. For example: Initiate regular check-in meetings with your direct manager.

Attend all scheduled onboarding events and complete all compliance related onboarding learning interventions.

Remember: If unsure, do not hesitate to ask your line manager or team members for support and guidance.

ONBOARDING ACTIVITIES

Recommended onboarding activities

Onboarding is a assimilation process. It is recommended that new employees reflect and action the following activities from 1-to-8.

By completing or reflecting on these activities, you will discover key things that are essential for your success.

DIVISIONAL AND TEAM TARGETS

Working toward common goals helps create an overall sense of purpose and meaning within a team. Furthermore, team goals provide team members with a clear perspective of how their individual work fits within the team and the Corporation.

9 Ask your line manager to walk you through the Divisional and Team targets for the fiscal year.

DEPARTMENTAL 90 DAYS ONBOARDING PLAN

All new employees must follow a departmental onboarding plan prepared by their respective line manager.

9 Ask your line manager to take you through your customised 90 days onboarding plan.

PERFORMANCE GOALS AND DEVELOPMENT

Individual performance and development goals must be clearly aligned to the SMART principle: i.e, Specific, Measurable, Achievable, Realistic and Time based.

ABOUT THE IDC

It is essential to learn more about the Corporation and the different financial service/product offerings.

9 During your initial performance contracting discussion, ask your line manager about the expected performance standard of each performance goal assigned to you. e.g. What does success look like?

Performance goals and development plans MUST be captured on the Performance Management System. If you need assistance on how to capture your goals, contact your respective Human Capital Business Partner.

9 Ask your line manager to share some context on the different departments within the Corporation. i.e. Who the Divisional Executives and Heads of Departments are, and what each function does?

9 To learn more about the Corporations’ financial and performance highlights, read the annual Integrated Report accessible through the IDC website.

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IDC VALUES

It is important to demonstrate the IDC values on your day to day interactions with internal and external stakeholders.

ONBOARDING BUDDY

It is expected that an ‘onboarding buddy’ would have been assigned to you by your manager to support your assimilation into the Corporation.

9 Ask your line manager who your onboarding buddy is.

9 Ask any of your team members to share examples of how to demonstrate IDC values? Refer to page 10-11 of the guide - IDC Values.

9 Schedule a series of informal meetings with your onboarding buddy to learn more about the Corporation,values and culture. Use the opportunity to ask any work related questions you may have.

POLICIES AND PROCEDURES

Understanding of policies and procedures is essential to ensure 100% compliance.

SOCIAL MEDIA

The IDC has different social media platforms such as LinkedIn.

9 Familiarise yourself with HR policies (i.e. leave), including policies that directly impact your day-to-day work. Furthermore, ask your line manager to recommend priority policies to read.

9 To ensure that you don’t miss cel e b r a IDC highlights, it is recommended that y follow the IDC social media pages.

9 For more information on IDC social media platforms, contact the Marketing and Communications team.

MANDATORY LEARNING

It is essential to complete all assigned mandatory compliance related learning interventions. These may include online/ classroom learning such as Public Finance Management Act, Money Laundering etc.

9 Complete all assigned mandatory online/ classroom learning within 30 days of joining the Corporation.

Important: If you need more information, feel free to contact the Learning and Development Team.

COMMUNICATION

Ensure that you maintain consistency by using the correct letterheads and PowerPoint presentation templates on all official correspondence.

9 The latest Powerpoint/official letterhead templates are available on Sharepoint. Should you need more formation on the correct use of templates, feel free to contact the Marketing and Communications team for guidance.

As a last step to your onboarding journey, ask your Human Capital Business Partner when you are scheduled to complete the post employment survey?

Facts

Health, safety and environment at the IDC

Employees are required to follow applicable guidelines concerning Health, Safety and Environment within the IDC.* Regions may have alternative arrangements in place.

Human capital policies and other policies

Employees are encouraged to be familiar with Human Capital policies that include entitlements to Annual Leave, Family Responsibility Leave, Sick Leave etc, and other applicable policies.

Ethics at the IDC

It is your duty and responsibility as an IDC employee to be a role model and apply ethical behaviour by complying with our code and policies.

HUMAN CAPITAL

About Human Capital

Total Rewards Shared Services

Responsible for all employee related benefits,payroll queries, SAP self-service portal or updates to personal details.

Human Capital Business Partner

Responsible for all people related matters including overseeing implementation of a range of HR issues such as succession planning, hr policy implementation and more.

Learning and Development

Responsible for learning and development of all IDcians. i.e, Leadership Development, Technical and Behavioral Training and Knowledge Management.

Talent Management and Organisational Effectiveness

Responsible for talent management, performance management, organizational development (inc. culture), change management, transformation (i.e, employment equity, diversity, equity, and inclusion), employee relations, and psychometric assessments.

Facilities Management

Responsible for IDC Facility Management Health, Safety and the Environment.

Please Note: Your Human Capital Business Partner is your primary support and resource for guidance on HR related matters.

Wishing you all of the very best with your career transition.

Thank you!