Skills Development

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Minister of Mining Ms Susan Shabangu

If South Africa is to succeed in extracting maximum benefits from its mineral endowment it must do business differently, says Mineral and Resources Minister Susan Shabangu.

“We cannot continue to mine and export ore and other raw materials for processing elsewhere, as this limit the benefits we can derive from the exploitation of our resources,” she said.

Speaking at the Africa Down Under Conference held in Australia on Wednesday, Shabangu said there was a need to increase value addition to minerals before they are exported, in line with government’s new industrialisation priorities.

“This will present enormous investment opportunities in the country for both South African and foreign investors. We, however, need to enlist the support of strategic international partners to facilitate skills and technology transfer for the benefit of local beneficiation,” the minister said.

Shabangu said the shortage of skilled human capital, particularly of mining engineers, technicians and inspectors, not only poses a major threat to the sustainable growth of the South African mining industry but also contributes to fatalities and injuries sustained in the industry.

“We have had to seriously examine our options in order to find effective solutions to deal with the challenge of skills shortage,” she said.

Among other things, the conference seeks to provide an excellent opportunity to strengthen commercial links in the sector.

Africa Down Under is one of the foremost international mining industry events focused on Africa.

Source: BuaNews, info.gov.za, mining.mines.edu

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South Africa’s Johannesburg-based University of the Witwatersrand (Wits) and the Netherlands government have joined forces to create a World Cup legacy programme to develop social and football skills in the southern African region.

Koninklijke Nederlandse Voetbalbond (KNVB), the Dutch football association, saw the need to revolutionise school-level football development in South Africa and decided to make Wits the home of the first World Coaches Academy in the country.

As part of conditions set for the Netherlands team to use the university as a training camp for its 2010 Fifa World Cup preparations, the team was required to present a legacy project that would run long after the tournament. The team formulated two projects. The first was to extend the World Coaches Academy to southern Africa, and the second the laying of a brand new astro pitch to develop Wits’ youth programme in Johannesburg’s inner-city area of Hillbrow.

“The Wits World Coaches Academy will see 1 000 coaches in the southern African region trained as life-skills mentors and coaches,” says Yunus Ballim, the Wits vice-chancellor in charge of academic affairs.

“The academy is a well-established programme in Holland and it seeks to improve the relationship between football and social development. The World Coaches programme launching at Wits has a new dimension and that is the life-skills element.”

The university has a proud tradition of football, and is home to the “Clever Boys”, the Bidvest Wits FC Premier Soccer League team.

Wits academics Ruksana Osman, Norman Duncan, Eric Worby and Demitri Constantinou have partnered with colleagues from the University of Utrecht in the Netherlands to develop a curriculum for the life-skills component of the initiative.

Ballim will meet with the deputy vice-chancellors from the Universities of Zambia and Mozambique this week to get their institutions involved in the project.

“Our intention is to focus on soccer as social development rather than develop players who will play for premier leagues around the world,” Ballim says. “And that is why we are going to try and focus on teachers in rural and township schools who will become the coaches trained by the World Coaches programme.”

The primary aim is to see teachers going back to their schools to develop the lifeskills of their students. The skills taught will include how to deal with crime, poverty and social power relations, and how to take advantage of opportunities for learning.

“If we can reach 1 000 coaches in four years, I think we can make an enormous contribution,” Ballim says. Wits will be the academic coordinator and base for the training programme. There will, however, be delivery sites that will reach out to the 1 000 people throughout the southern African region.

KNVB have proposed to lay an astro pitch at Sturrock park stadium where the coaches from Wits will be trained and will also improve facilities where the lifeskills lectures will take place.

“Sturrock Park will become a soccer-knowledge precinct. In other words, it will be about the knowledge about soccer and also knowledge about the role of soccer in community development,” says Ballim.

The programme will also be used as a research, learning and teaching structure, and Ballim encourages Wits students to take part in the initiative.

Source: mediaclubsouthafrica.com, charlvanwyk.info, advancedcoaching.co.za, africanimpact.com

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Dear grade 12 Life orientations adviser/teacher,

As part of the top 100 schools – rated by the University of Johannesburg – you will receive a package containing a letter and flyers with detailed information on the Jump-Start programme shortly.  Your grade 12 learners can only benefit from this programme – learners not enrolling for further studies during 2011 will need extra coaching to enter the world of work successfully, and learners going to Universities will need the same skills set once they have graduated and are ready to find employment!  The job shortage and scarcity situation in South Africa, even for graduates, is still a very alarming dilemma!

All you’ll need is that first step….take it, and Jumpstart your career today!

Back ground:

South Africa is confronted with the twin evils of high unemployment levels and skills shortages. One of the primary reasons for this is the fact that while schools, and Tertiary Education institutions provide learners with technical skills they do not actually prepare learners to enter into and excel in the world of work.

The Thusanani Work Readiness Programme (a FASSET sponsored programme) has proven to be an ideal way for unemployed PDI graduates to get employed.  In June 2010 SHA will hosted the 13th Thusanani intake, since 2005. At the end of this year approximately 1300 unemployed graduates will have benefitted from this training, and close to 90% have already been placed in gainful employment. More details of the Thusanani programme are available on our website.

A new focus for all:

Jump Start is a work readiness programme designed to guide all young new entrants into an appropriate career, give them the skills to succeed in the process of becoming employed and accelerate their entry into the world of work. Jump Start is based on the highly successful Thusanani work readiness programme that has been presented by Stanley Hutcheson & Associates for the past six years.

Stanley Hutcheson & Associates are specialists in the field of work readiness and have used our unique combination of skills to help hundreds of young South Africans enter into the world of work.

Our specialist areas as shown above provide you with a unique service which will guide you into the right career for you, prepare you to stand out in the selection process and put you in contact with hundreds of employers who are seeking new entrants.

As part of our team, Industrial Psychologists, who specialize in the field of career psychology and career guidance, will provide you with a comprehensive career assessment, and through this, guide you into a field and career for which you are ideally suited and would find stimulating and fulfilling.

Training:

The training programme will take place over a period of 2 weeks full time / 9 weeks part time and will comprise a combination of self study, classroom based training and practical workshops.

Next courses:

1. Full time June 21st, 2010 or
2. Thursday Evening (part time) June 24th, 2010 or
3. Saturday morning (part time) June 26th, 2010

Thereafter, our placement specialists will accept you onto our database and will facilitate an action oriented approach to your job search process.  Working with you, we will assist you to prepare your application, secure the interview and present yourself in the best possible way during the interview culminating in your employment.

Why Jump Start your career?

In the highly competitive recruitment market, employers, in their selection process, are looking for the best candidate for the job. Jump Start will help you to stand out from the crowd, and because you have the additional skills, you will be accelerated to the front of the employment queue… where you’ll be jumping with joy!

Training is conducted at our training centres in Northcliff (Johannesburg) and Musgrave (Durban).

Our courses are offered on a monthly basis and training is also conducted in the late afternoons to accommodate school, and university calendars. We have various payment options, all course materials and certification is offered at R5500.00 Vat inclusive.  (BOOK EARLY AND BENEFIT FROM OUR EARLY BIRD SPECIAL)

For further enquiries and to set up a meeting regarding your specific need with an in-house training programme within your work place environment please contact us.

Don’t waste time – Jump-Start your career today.


View Company Profile and Courses

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Government plans to scale up its training lay-off scheme as part of seven areas it wants to focus on, to grow the economy and create jobs, says Science and Technology Minister Naledi Pandor.

Pandor was briefing the media on Tuesday on areas the Economic Sector and Employment Cluster identified, and which were approved by a Cabinet Lekgotla in January, to help put the country on a new growth path.

The plan includes the implementation of phase two of the government’s framework response to the global financial crisis, the Industrial Policy Action Plan 2, launched two weeks ago, a focus on science and innovation, the creation of green jobs, promotion of rural enterprises, boosting the Expanded Public Works Programme, tourism and scaling up support to small enterprises.

Pandor said during the second phase of the framework response, the government would accelerate take-up of the training lay-off scheme while offering continued financial support for struggling companies and clamping down on illegal imports and under-invoicing.

Naledi Pandor and Trevor Manuel

Minister of Economic Development Ebrahim Patel said the training lay-off scheme, which helped companies to place workers who faced the possibility of retrenchments on training programmes, would be scaled up.

The pilot for the scheme kicked off in November, but Patel said the Department of Labour’s committee that oversees the scheme had so far only approved about 2 700 workers who would benefit from the scheme.

The Industrial Development Corporation (IDC) would continue supporting companies that were struggling because of the recent recession, but Patel said those firms that wanted to access financial support would have to adhere to four conditions.

He said the new criteria, which were approved by President Jacob Zuma in December, included a commitment by the company to create or save jobs, to place a restraint on executive pay, to use more local suppliers and inputs and to promote a better social dialogue in the workplace.

Ebrahim Patel

The IDC had calculated that on the support and finance that it had so far rendered, it had helped save about 7 700 jobs, he said.

The government was also considering recapitalising its small business finance agency Khula Enterprise Finance and the South African Micro-Finance Apex Fund (Samaf), said Patel.

Khula doesn’t lend directly to business owners, but rather lends to banks and finance agencies.

Patel said this was limiting to Khula and added that an announcement would soon be made on the agency’s plan to lend directly to smaller firms.

“We don’t think we are doing enough and we don’t think we have been successful enough in supporting small businesses,” said Patel.

Minister of Rural Development and Land Reform Gugile Nkwinti said the government would scale up support to rural areas by rolling out its Comprehensive Rural Development programme to 150 wards.

Gugile Nkwinti

The programme includes a job creation model where one person per participating household will be trained and placed on a two-year employment contract.

Each person employed will contribute at least half of a household’s income, said Nkwinti.

He said the Department of Trade and Industry was helping those based in rural areas to set up their own co-operatives and enterprises.

The Department of Land Affairs would also recapitalise 200 struggling emerging farmers who had acquired land under the land reform programme, he said.

Pandor said the government’s plan for green jobs, which would target the transport, energy, building, manufacturing, agriculture and forestry sectors, would be finalised by July.

She said the government was already supporting clean energy research at a number of universities and had invested in an electric car and would soon launch the prototype of an e-bike.

Source: BuaNews, engineering.tufts.edu, thepresidency.gov.za, info.gov.za

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The loss of our highly skilled citizens to other countries through emigration has been a cause for concern in South Africa for many years. Contrary to popular perception, the brain drain in South Africa started long before the inception of the new government in 1994, and the figures suggest that the flow of professionals from this country continues to increase rapidly. At the same time, the number of highly skilled immigrants into South Africa ? a critical source for the replacement of skills lost through the brain drain ? is on the decrease.

Intuitively, a brain drain has a range of deleterious effects on a country’s economy. Amongst these are an adverse effect on economic growth and a reduction in a nation?s capacity to develop as a ‘knowledge society’ and therefore compete effectively in the global economy. A brain drain also constitutes a major loss of investment in terms of the education and training of its highly skilled professionals.

The fact of the matter, however, is that we do not have reliable data on the actual extent of emigration from South Africa. The figures reported in the annual migration reports produced by Statistics South Africa have been shown to represent a significant undercount of skilled emigration. Notwithstanding the current problems with the data, which are estimated to represent about only one third of real emigration, the official statistics do indicate some worrying trends.

For instance, over the past thirty years, the vast majority of skilled emigrants have been in the most productive age groups ? 25 to 45 years ? which means that the brain drain largely comprises South Africans who are already trained and established professionals. There has also been a steady increase in the number of professional women leaving South Africa, from about a quarter of all skilled emigrants in the 1970s, to just less than half in the 1990s. No doubt, this trend reflects the changing gender profile in the domestic labour market. The official statistics on emigration from South Africa do not provide a breakdown for the different ethnic groups in South Africa, but a recent survey indicates that white professionals are only slightly more likely to consider emigrating than are black professionals.

Of course, one of the critical questions in terms of the human resource base in South Africa is exactly which skills are we losing? The official statistics indicate that the greatest mobility of highly skilled people, both into and out of South Africa over the past decade or so, was amongst those in education and humanities occupations, followed by engineers and architects, and our top executive and managerial personnel. Emigration amongst those within the natural sciences and medical professions is also on the increase, while there has been a dramatic decline in the number of skilled immigrants in these occupational fields.

Perhaps not surprisingly, skilled South Africans who choose to emigrate head for some of the most advanced industrialised countries in the world ? the United Kingdom, the United States and Canada, and more recently, to Australia and New Zealand.

What makes skilled South Africans emigrate? During the apartheid era, political upheavals ? the Soweto uprising in 1976 and the States of Emergency in the late 1980s ? were a major driving force behind the exodus of professionals. More recently, however, research shows that the highly skilled are leaving because of crime, perceptions of a high cost of living and levels of taxation, and the perceived decline in the standard of public services, notably health and education delivery. At the same time, professionals in South Africa are eager to take advantage of the attractive salary packages and career opportunities in the advanced industrialised countries of the world.

In a way, these motivating factors are common sense. What they do not take into account, however, is the increasingly pervasive influence of globalisation on skills migration around the world. In essence, the global village offers an open market for employment and career opportunities to the highly skilled and, in recent times, the term ?brain circulation? has been used to capture the increasing flow of professionals around the world. In fact, the ability of countries like the United States to attract and retain large numbers of highly skilled migrants in the globalised labour market has contributed significantly to these countries? advancement.

The biggest challenges to the South African government are to find ways of keeping skilled South Africans at home ? although this requires a long-term approach to the improvement of safety and security and improved delivery of services ? and to develop policy which attracts the highly skilled from other parts of the world to our shores.

Source: hsrc.ac.za, mediaclubsouthafrica.com

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