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This article is taken from the March 2002 Phatlalatsa newsletter

 

S&T continues to provide high-level support & analysis to the Department of Labour

S&T continues to provide high-level support & analysis to the Department of Labour imageS&T's long and successful involvement in the Labour Market Skills Development Programme is deepening, explains Cape Town partner Matthew Smith.

THE NATIONAL SKILLS DEVELOPMENT STRATEGY

S&T continues to work closely with the Department of Labour in its endeavours to deliver the National Skills Development Strategy (NSDS). Matthew is currently involved in two separate projects that form important components of the NSDS.
This study is currently being written up and will be published by the Department, and available on the S&T website

In the first, Matthew is the Provincial Technical Advisor in the Western Cape. Much of his work involves giving assistance to management as it refocuses, re-orientates and transforms the services presently offered by the Department to ensure that these services are in line with the NSDS. Much of this work has involved redefining services, then developing manuals for the services, strategising and planning their delivery, and developing systems to monitor the delivery of these services.

LEARNING PAYS

The second project Matthew is involved in is called "learning pays". The Department of Labour has commissioned Matthew to evaluate how companies are using the Skills Levy (a key component of the National Skills Act) to enhance their businesses.

The overall aim of the project is to illustrate the benefits that can derive from the NSDS, and in particular to demonstrate to employers the business benefits of workforce skills development. Key questions the study focuses on include:

  • What are the main drivers for training and development?
  • What is the impact of training on the individual and the company?
  • Does training impact on productivity and performance?
  • Is it possible to trace the direct relationship between financial performance of the business and investment in training?

AT PRESENT THE STUDY FOCUSES ON THREE EXAMPLES OF BEST PRACTISE, NAMELY:

Kapula Pyrotech South African Breweries
A small candle making company that has grown from a two person business to employing over a 100 candle makers, all of whom have learnt the skills whilst working for the company. A medium sized printing company that has re-trained their printing staff to ensure they have the skills to deal with the ever-changing world of high tech printing.
A global player, recently voted by the Financial Mail as the best company to work with in South Africa. In part, this reflects the fact that each year more than 85% of Breweries' workforce attends skills development courses, ranging from a few days to several months.

 

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