Objectives

The primary objective is to implement a comprehensive Strategic Workforce Planning (SWP) framework, conduct a rigorous Skills Audit, and establish a Feeder Pipeline development initiative across TNPA over a six-month period. The initiative aims to align organisational capabilities with strategic business goals, identify current and future skills gaps, forecast workforce demand and supply, and build sustainable internal talent pipelines for critical roles.

Scope

The engagement encompasses seven core work streams:

• Skills Audit: Data collection, competency framework development, and gap analysis.
• Workforce Planning: Demand and supply analysis, alongside forecasting models.
• Feeder Pipeline: Identification of critical roles, succession planning, and talent pool development.
• Stakeholder Engagement & Change Management: Facilitating buy-in and managing organisational transition.
• Data Analytics & HRIS Integration: Evaluating analytics tools and defining integration requirements with existing systems.
• Risk Management: Identifying and mitigating workforce planning risks.
• Knowledge Transfer & Sustainability: Ensuring long-term capability retention and system ownership.

Delivery will be predominantly remote, with limited site visits and two blended training workshops. The organisation comprises approximately 3,900 employees across 696 roles, with 84 broad job categories requiring rationalisation and structural cleanup.

Technical Requirements

• Company Track Record: Submission of three client reference letters for completed projects within the past ten years involving Skills Audits, SWP, or Feeder Pipeline initiatives. References must confirm successful delivery against stipulated criteria.
• Technical Approach: A detailed project methodology addressing all seven scope components. The methodology must satisfy a minimum of five specified requirements to qualify for full scoring.
• Project Plan: A comprehensive timeline spanning initiation, audit, modelling, pipeline design, and reporting. It must include milestones, deliverables, resource allocation, governance structures, and utilise standard project management templates (e.g., GANTT chart, RACI matrix, or Work Breakdown Structure).
• Compliance: Execution of an Integrity Pact committing to anti-corruption measures, transparent bidding, conflict-of-interest disclosure, and adherence to South African procurement legislation.

Skills & Key Resources Requirements

• Project Lead/Manager: Holds an NQF Level 8 or higher qualification in Human Resources, Industrial/Organisational Psychology, Social Sciences, or Business Management. Requires six to nine years of managerial experience directly overseeing Skills Audits and SWP projects.
• Talent Management Specialist (Skills Audit & Feeder Pipeline): Holds an NQF Level 8 or higher qualification in Human Resources, Industrial/Organisational Psychology, Talent Management, or Social Sciences. Requires six to nine years of hands-on experience executing Skills Audits and managing feeder pipeline or succession planning initiatives.
• Strategic Workforce Planning Specialist: Holds an NQF Level 8 or higher qualification in Human Resources, HR Analytics, Data Science, or a closely related field. Requires six to nine years of experience in workforce modelling and forecasting.

All international qualifications must be verified by the South African Qualifications Authority (SAQA). Complete submission of Annexure C1 (Key Resource Experience) and Annexure C2 (Qualifications) is mandatory.

Notes on Specialised Terms

• Feeder Pipeline: A structured internal talent development programme designed to identify high-potential employees, close capability gaps, and prepare successors for critical future positions, reducing reliance on external hiring.
• HRIS Integration: The process of connecting workforce planning outputs with existing Human Resource Information Systems to enable continuous data tracking, automated reporting, and informed decision-making.
• Integrity Pact: A binding anti-bribery and ethical procurement agreement mandated by Transnet, requiring bidders to commit to transparent dealings, reject corrupt practices, and formally declare any personal or organisational conflicts of interest.
• NQF Levels: South Africa’s National Qualifications Framework standards used to measure academic and professional attainment; NQF 7 denotes a bachelor’s degree, while NQF 8 indicates postgraduate-level study or equivalent professional certification.