Pork Master Farms — Human Resources and Development

Section 20 · Business Plan

Human Resources and Development

20.1 Employment Philosophy

Pork Master Farms recognises that the quality and commitment of its workforce is a critical determinant of operational success. The Company will adopt a progressive human resources philosophy that combines competitive remuneration with meaningful skills development, career progression opportunities, and a safe working environment. This approach is designed to attract and retain skilled workers in a sector that often faces challenges with staff turnover and skills shortages.

20.2 Organisational Structure

The organisational structure has been designed to provide clear lines of authority and accountability while maintaining operational flexibility. The flat management structure ensures that senior management remains closely connected to day-to-day operations, which is essential in livestock farming where rapid response to emerging issues can prevent significant losses.

Department	Head Count	Key Responsibilities	Reporting Line
Executive Management	2	Strategy, finance, investor relations, governance	Board of Directors
Farm Operations	1 + 3 supervisors	Daily operations, breeding, animal husbandry	Operations Director
Animal Production	4 technicians + 35 workers	Breeding, farrowing, feeding, health monitoring	Farm Manager
Feed Mill	3	Feed mixing, storage, quality control	Farm Manager
Maintenance	4	Infrastructure, equipment, utilities	Farm Manager
Veterinary	1 nurse + contract vet	Animal health, vaccination, disease monitoring	Operations Director
Administration	3	HR, procurement, finance, compliance	Managing Director
Security	6	Access control, perimeter security, CCTV	Farm Manager
Logistics	3	Transport, deliveries, collections	Farm Manager

20.3 Skills Development and Training

The Company will register as an employer with the Agricultural Sector Education and Training Authority (AgriSETA) and will actively participate in skills development programmes. An annual training budget of approximately ZAR 250,000 will be allocated to fund both internal and external training initiatives. Training priorities will include pig husbandry skills, biosecurity protocols, feed management, basic veterinary care, health and safety, and supervisory development.

In addition to formal training, the Company will implement a structured mentorship programme pairing experienced staff with new employees during an initial 90-day induction period. All staff will be required to complete annual refresher training on biosecurity protocols, animal welfare standards, and workplace safety procedures. The Company will also offer bursaries to promising employees to pursue formal qualifications in animal production and agricultural management at accredited institutions.

20.4 Remuneration and Benefits

Remuneration will be benchmarked at the 60th percentile of the agricultural sector to attract and retain quality staff. In addition to base salaries, the following benefits will be provided to all permanent employees:

Benefit	Description	Estimated Annual Cost (ZAR)
Provident Fund	Company contribution of 7.5% of basic salary	810,000
Medical Aid Contribution	50% subsidy for management; basic clinic for workers	420,000
Housing Allowance	On-farm accommodation or housing allowance for key staff	360,000
Performance Bonuses	Annual bonus linked to production KPIs (5-15% of salary)	540,000
Meal Subsidy	Subsidised meals in farm canteen	180,000
Transport Allowance	Monthly transport allowance for non-resident workers	252,000
Training and Development	Internal and external training programmes	250,000
Protective Clothing	Annual allocation of work clothing and PPE	120,000
Total Annual Benefits Cost		2,932,000

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