By Ntshepeng Seema, Human Resources Administrator: SPM
At SPM, people are the foundation of everything we do. The HR team’s role goes far beyond hiring and admin—they’re focused on creating an environment where employees can learn, grow, and thrive. That means real support, clear expectations, and opportunities to build meaningful careers.
It’s not a one-size-fits-all approach. HR works closely with individuals and teams to help them reach their potential, while also supporting the business’s broader goals. When people feel valued and equipped, performance follows.
A Strong Start: Onboarding That Sets the Tone
SPM’s approach to onboarding isn’t just about ticking boxes. New employees are welcomed into a culture that values clarity, purpose, and connection. From the start, they get to meet colleagues, understand the company’s way of working, and see how their role fits into the bigger picture.
Each new hire receives a detailed role outline and begins working with HR to map out a development plan tailored to their skills and ambitions. This plan gives direction and momentum, helping new team members settle in and start building toward growth from day one.
SPM’s HR team brings deep expertise to this process, making sure people aren’t just brought on board—they’re set up to succeed.
Helping People See the Bigger Picture
It’s easier to stay motivated when your work feels meaningful. That’s why SPM puts effort into helping employees understand how their contributions connect to the company’s goals.
HR doesn’t work in a silo. The team collaborates with leadership to align people-focused initiatives with the company’s strategic direction—whether that’s improving service, driving innovation, or supporting long-term growth. When there’s shared clarity about what matters and why, people tend to bring more energy and care to their work.
Learning That Grows With You
SPM believes learning should be ongoing—not something that happens once a year. Weekly sessions give employees the chance to pick up new skills, explore industry insights, and talk openly about topics like well-being, performance, and workplace culture.
These sessions are practical and relevant, encouraging personal growth and professional development in equal measure. They also help employees understand how their own growth contributes to the company’s progress.
Looking ahead, HR is putting even more emphasis on flexibility and balance—recognising that sustainable performance requires a healthy work culture, not just high output.
Building a Culture That Supports and Challenges
SPM creates space for people to do their best work by combining support with clear accountability. Open-door leadership, regular feedback, and approachable HR policies give employees the confidence to speak up, ask questions, and take initiative.
At the same time, performance expectations are transparent. With regular check-ins, honest conversations, and guidance from managers, employees have a clear view of where they stand—and what they can work toward.
There’s also a strong focus on psychological safety. People are encouraged to raise concerns, share ideas, and learn from missteps without fear of blame. That kind of environment builds trust, and trust builds stronger teams.
Preparing for What’s Next
As industries evolve, so do the skills people need. SPM actively supports upskilling and reskilling, offering a mix of in-house training, digital learning, and mentoring.
Development plans are tailored to each employee’s goals and strengths, ensuring that growth is both personal and purposeful. This focus on future-readiness has already led to noticeable results, including more internal promotions, lower staff turnover, and stronger performance across the board.
Listening Through Data and Action
One practical tool making a difference is the Improvement Management Process (IMP)—a platform where staff can suggest improvements, report issues, or take part in solving problems. It gives everyone a voice and a chance to influence change.
The insights gathered through the IMP also help HR respond in real time. Instead of guessing what people need, the team can make decisions based on actual feedback and trends from across the business.
A Team That’s Ready to Lead the Future
SPM’s people strategy is already paying off. Retention is stronger, employees are more engaged, and teams are working with greater purpose and accountability. The results are clear—but more importantly, so is the sense of ownership employees feel in shaping their own success.
The lesson is simple: performance doesn’t come from pressure—it comes from support, direction, and a shared belief in the work being done.
At SPM, the goal isn’t perfection. It’s progress—and people are at the heart of it.
