Telecom Cables introduced a rejuvenation and upskilling programme
at their Brits plant in 2006. Since then, 150 well-educated, but unemployed,
black youths were employed as operators. These individuals are earmarked
for development and promotion into technical, managerial and administrative
positions. At least 148 of these operators were, during 2008, enrolled
on specific training courses to give effect to the company’s strategy.
At least 14 operators were promoted in 2008 and 20 are enrolled for further tertiary studies through the company’s
education assistance programme. All operators are currently being assessed
with the view to recognising their previous learning experience to attain
an appropriate qualification. Where necessary, further training is provided.
CBI-electric: low voltage received an award for their outstanding contribution
to development training from the MERSETA (The SETA for Manufacturing, Engineering
and Related Services) during September 2008. The company cooperates with
the MERSETA in government’s initiative to increase the number of tradesmen
through the Accelerated Artisan Training Programme. Low voltage has indentured
three black apprentices to assist the pilot project, and two fitters and
turners and one electrician are currently undergoing 12 months’ practical
training, which will condense a three-year apprenticeship into an 18-month
training period. The first group of apprentices is expected to be writing
exams and conducting trade tests in February 2009, and the results will
determine whether the programme will be expanded. The CBI-electric: low-voltage
technical internship programme will end in December 2008, enabling the
company to employ two engineers on a permanent basis.
CBI-electric: african cables introduced jointing and termination unit
standards in 2008. These were registered with the South African Qualifications Authority.
The purpose of this qualification is to recognise the skills and knowledge
required to terminate joint, upgrade and install medium voltage cables.
The learning material was subsequently developed and the first 15 trainee
jointers are currently enrolled on this programme running until July 2009.
The rapid expansion of Nashua Mobile’s distribution system has necessitated
the introduction of a fast, high-quality and standardised training system
to ensure that customer service is maintained at the highest possible level.
The company is currently introducing a learning management system which
will standardise training activities throughout the distribution system.
The system is expected to improve the company’s ability to market its products
and services, to speed up training delivery and to enable real-time assessment
of improvements achieved. In addition, it will enable the company to reduce
the training time required for new entrants and to simplify the training
process throughout the Nashua Mobile group. The company has introduced
a structured management development programme and career pathing for its
entire staff, which will assist in attracting and retaining key skills.
Reutech Radar Systems (RRS) is a major contributor to the University of
Stellenbosch’s Sunstep initiative. The Sunstep programme provides equipment
and training to 25 science educators in 25 new schools over a three-day
period on an annual basis. In 2007, an estimated 9 400 learners across
all nine provinces were reached through this project. The course focuses
on the assembling and understanding of electronic kits, soldering skills
and preparing science teachers to understand the electronics module that
was added to the new science curriculum in the country. Teachers are taught
how to set up their own test and exam papers by using the material provided
by Sunstep. In addition, the educators are trained to set up circuits by
using crocodile clips. In 2009 the educators will be able to order electronic
kits and to independently conduct workshops with learners as well as to
transfer skills and knowledge to the learners.
RRS strongly supports the technology and human resources for industry
programming (THRIP) which support research and technology development as
an initiative to stimulate the South African industry. This brings together
the best of South African researchers, academics and industry leaders in
funding partnerships that enable participants to improve the quality of
their products, services and people. RRS, in conjunction with the universities
of Cape Town and Stellenbosch, has been involved in THRIP for the last
12 years. An amount of R500 000 per annum is invested in the project.
Panasonic Business Systems conducted a comprehensive management and skills
assessment during 2008. This has resulted in the improvement of recruitments,
induction and skills development practices. The company has introduced
a management development programme, which will focus on business and sales
management skills. This 12-month programme, which has both an academic
and practical component, includes a Harvard Business School online module. |
