HR Excellence in the Eastern Cape - SABPP

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SABPP EVENT PAPERHR EXCELLENCE IN EASTERN CAPE.Paul mentioned that HR is often helpless prey between competing predators, and needs to take charge ofits destiny. “Excellence” implies superior service, better than competitors, and HR Excellence should alsobe able to demonstrate internally that HR can make a valuable contribution to organisational success.HR’s primary role is as a business performance consultant to managers.Dave, in his closing remarks, stated that the HR people in the province had not known enough about thework of the SABPP and what it could offer to improve the standard of HR work.Skills development cannot be done in isolated islands, it takes cooperation andpublic spiritedness to build human capital.Marius noted that there have been changes recently to the skills development system and challenged thedelegates to familiarise themselves with the new NQF Act and make it work. The SABPP, from end August,will no longer be an ETQA, but an AQP (Assessment Quality Partner) in the new QCTO system. Tonnynoted that the Medium Term Strategy Framework introduced by the Minister of Finance, has as its toppriority the strengthening of the skills base of the country.Jongumuzi pointed out that public sector rules about advertising all positions openly can cause problemswhen graduate trainees have finished their training and the organisation would like to absorb them.Zuko outlined the role of Coega Development Corporation, through its Human Capital Solutions arm, toresearch skills requirements for projects in the province; to maintain a job seekers’ database to draw fromfor projects; and to recruit and develop the skills required for projects. Because it is a knowledge-basedorganisation, specialising in project management skills, it has to do a lot of skills development, but alsosuffers from the general shortage of such skills in South Africa. It has a very large intake of interns (121 for260 permanent staff), and has exceeded Employment Equity targets in HDI and female representation.Mzwandile explained that, with 450 employees, CDC has 76 graduates on traineeships, which is a veryhigh ratio. They have an Artisan Development Programme, where through RPL they take artisan aidesthrough to trade tests. In 2012 they qualified 26 people. They are trying to implement a Learning Academyfor water operators, which is a critically scarce skill, both for themselves and in cooperation with otherWater Boards. They have accredited their training but are now trying to get funding, having obtained aSABPP © 2012 www.sabpp.co.za8
SABPP EVENT PAPERHR EXCELLENCE IN EASTERN CAPEsmall grant from the SETA and some money from the Department of Water Affairs, but now need muchmore money.One of HR’s important roles is to bridge work and society – it’s not only about thebusiness, it’s about the provinceCathy pointed out that the E Cape unemployment situation gave HR an opportunity to invest in socialprojects, and she linked this to Generation Y needs to make a contribution to society, to work oncommunity projects. Part of SABCO’s HR Dashboard of performance metrics is Sustainability, and underthat section SABCO carried out external audits of worker rights and its CSI.Penny demonstrated, based on her research, that organisations cannot achieve their objectives if theyisolate themselves from their context. Poor socio-economic conditions affect people badly, and they bringthese problems to work with them, adversely affecting many aspects of the organization, whether it ispublic or private sector. There are many opportunities for businesses to involve themselves strategicallyin improving socio-economic conditions, and HR should be the social activists to exercise leadership withintheir organisations.Group work feedbackMajor challenges for growth, inclusion and development in E CapeGroup A Group B Group CPoverty – gap between rich andpoor is getting biggerEducation system needs to bere-developedUnemploymentYouth unemployment,particularly in rural areasFET colleges are in the wrongplace: more are needed inevery districtThe supply and demand forlabour are not aligned (skillsshortages)No relationship betweenindustry and the universities –we need graduates with moreSkills need to be uplifted –technicians, artisans, weldersneed to be available locallyBetter communicationplatforms and networking as towhere the people are for jobsBrain drain to other provincesGetting labour and timingready for future demandE Cape economyPoor social conditionsPoverty – people coming frompoor background thereforetheir focus at work is divertedHIV/AIDSSABPP © 2012 www.sabpp.co.za9
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HR Excellence in the Eastern Cape - SABPP

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