The corporate communications and marketing department is responsible for the management of TETA communications and overall brand management. The department plays a key role in how stakeholders, employees and the public perceive TETA.

For the overall management of the TETA brand, Marketing and communications fulfils the following functions:

• Management of corporate communications across the organisation
• Development and implementation an integrated communication and digital strategy
• Management of stakeholder relations and outreach programmes
• Management of Public Relations, Media Liaison, monitoring and buying
• Brand management, reputation management and crisis communication
• Management of marketing communications and events

The Human Resources Department supports the core business of the organisation by operationalising the organisational strategy, thus ensuring that the organisation meets its business performance goals and reaches the desired outcomes through achievement of the following:

• Managing TETA structure and implementing the human resource plan to capacitate the organisation to meet its business performance imperatives;
• Timeous selection and recruitment to ensure that vacant positions are filled;
• Training and development of TETA staff aligned to personal development plans;
• Continuous improvement of human resources policies, plans and strategies to eliminate uncertainties in the workplace;
• Devolution of sound employment relations to all business units of the organisation;
• Creating awareness of the importance of living a healthy lifestyle;
• Ensuring effective and efficient performance management systems are in place; and
• Recognition of the National Education, Health and Allied Workers’ Union (NEHAWU) as the employees’ voice in the workplace and continuous improvement of the relationship with the union.

Investment in training and development of personnel is a priority for TETA, as it translates into improved organisational performance, staff confidence and skills. TETA will continue to invest in human capital, with a focus on:

• Internal staff bursaries;
• Workshops aligned to personal development plans and industry-specific matters, such as trend updates; and
• Submission of WSP/ATR to ETDP SETA.

TETA’s human resources plan provides guidance for the workforce planning framework, which is aligned to TETA’s overall strategy.

TETA’s performance management framework assists in setting objectives for all TETA employees at the beginning of every financial year. Achievement is measured quarterly.

TETA prides itself on being a caring employer. Thus, the promotion of healthy living – physical, emotional and mental – was significant during the year under review.Careways, the service provider contracted to roll out TETA employee wellness programmes, ensures that all employees have access to professional assistance in social, psychological, legal and professional matters.

The organisation reviews and updates its human resources policies as and when required in line with amendments to legislation or operational changes.