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Total South Africa has focused its human resources policy on managing a global workforce and providing greater job mobility and renewals aimed at professional excellence.

The aggressive recruitement policy to enhance Black economic empowerment adopted by Total South Africa is the cornerstone of our human resources policy.

Our approach is based on:

An equitable recruitement and salary policy focusing on fast integration.
A people's development strategy aimed at continuous improvement of the employees' skills.
A strong relationship with different social and industrial organization.

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In addition to the employees' recruitment policy, Total South Africa offers the opportunity to become a dealer of a service station.

Total South Africa runs a Retail Entrepreneurship Empowerment (REEP), aimed at empowering historically disadvantaged South Africans to obtain and operate Total service stations.

Recruitment and Remuneration

• Recruitment

Our recruitment policy and procedures are meant to ensure the Company's staffing requirements are met with professional, competent staff, in accordance with the prevailing labour legislation.

Furthermore, we will not discriminate unfairly, neither directly nor indirectly against an applicant or employee on any arbitrary ground. However, TOTAL will implement employment practices to achieve the adequate advancement of people disadvantaged in the past.

Our recruitment practices form part of an integrated people management process and are a management tool in support of career development and succession planning.

• Reward and Performance Management

Our remuneration philosophy is to reward fairly on the basis of good performance, in with the general and petro-chemical markets. This is coupled with the provision of market-related but competitive benefits.

We practice a thorough and fair performance management system to assist in employee career development and company goal attainment.

Skills Development

• TOTAL's People Development Strategy
We adopt a comprehensive approach that takes into consideration firstly Business Needs, then Performance Needs in relation to the identified Business Needs and thereafter Training and Work Environment Needs.

All People Development initiatives are aligned to the Business Strategic Objectives. These initiatives are meant to maximize employees' performance needs and potential in furtherance of TOTAL' s strategic business goals.

Our people development focus put the emphasis on improving performance and not on training, such that training will only be conducted when identified as the appropriate solution to performance improvement.

We fully comply with the stipulations of the Skills Development Act. We ensure that all Learning Interventions that we implement are Outcomes Based.

Performance needs are monitored following any learning intervention to establish if it has added the value intended.

Our relations

• Industrial Relations Ethos
TOTAL seeks to advance the interests of all employees objectively on merit by striving to create a satisfying work environment with diverse and challenging career opportunities.

• Collective Bargaining
TOTAL is currently a member of the newly formed Bargaining Council for the Chemical Industry.

Hence, TOTAL negotiates substantive terms and conditions of employment with sufficiently representative trade unions that are registered members of the Bargaining Council.

The actual substantive negotiations take place at sectoral level with other oil companies and relevant trade unions.