Transformation of the Skills Training and Development Landscape 6

It is my strong view that specialist in the human capital development landscape need to openly and collectively voice its support for the next phase in developing education & training that talks to a National Human Resources Development Strategy (NHRDS).

If it does’nt do this with expert knowledge of developing a sustainable and measureable national economy that talk to various economic sectors, it is as doomed as what the result was in the education skills training and development arena over the past 10 years. We require economic and business skilled people to serve on the Boards of Sector Education & training Authorities and this goes across the various representation of business and labour on these extremely important positions. The Board compositions must include officials from various government department that must take responsibility for Board decisions to talk to the National Skills Development Strategy (NSDS) iii.

Only when board members and executive office bearers understand their roles and responsibilities can the necessary authority be given to them, and may I add the fiduciary responsibilities and accountabilities. The criteria that must be presented to the authority on higher education for consideration and appointment of board members and executives must include knowledge and understanding of quality assurance, risk management, financial & accounting savvvy, strategy & processes, health, safety and environmental, communication, public finance, human capital development, and competency based education, to list but a few.

The necessary skills and competencies in management & leadership are non negotiable for the success and advancement of a sustainable economy. The leadership and leadership talents in business, government and civil society isat its weakest and need rapid development if we wish to succeed in an environment of national and international importance. No one wants to invest in a country or organization where there exist poor leadership & management of people and wastage of resources.

The poorest of the poor in our country is increasing and the pressure on our limited leadership and resources is not assisting the notion of a “Better Society”. We as the experts in human capital development need to come out of our safety and comfort zones, stop playing the micro game and be heard in the macro training environment where ministers in government, “academics” and some “labour representatives” are once more abusing the skills and development landscape to no betterment of our society. The crisis in developing our behaviour in a loving, caring and responsible society are critical developmental areas that require urgent attention. We need to openly assist in building acceptable behavioural patterns in civil society and in business practices.

What need to be done immediately are for people with business and entrepreneurial savvy, finance, human capital, economics, marketing, commercial and legal experts to take the lead by responding to the Minister for Higher Education to be involved in avoiding a catastrophe in our economy.

The experts on economic, management and leadership, strategy and processes, and business planning need to take on the challenges and opportunities to upskill and develop our leadership in our wonderful country, in order for the “Rainbow” nation to emerge successfully. There are very serious challenges for human capital development experts to emerge from their comfort zones and to help and to support the many opportunities.


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6 thoughts on “Transformation of the Skills Training and Development Landscape

  • Tau Malatji

    Well said. I fully agree that some criteria and selection must put in place. Its true some of the members you see serving at the SETA boards leave much to be desired.

  • Des Squire

    Interresting to see the different take on the subject matter. You make a very valid case Moegsien.
    Let’s consider for a moment the comment made by Moustafa
    “The Competency Based Approach to Training (Competency Based Training CBT) is one of the best methodologies applied in TVET. The approach of competency is also applied to Higher Education HE and some of the Universities in different countries are developing Competency-based Curriculum with a view to rationalize the Technical Education System and philosophies used in developing curriculum (Competency Based Engineering)”
    We place a great deal of emphasis on competency based reqcruiting and selection (or is it incompetency based?) yet when employees join our organisations, in many instances, they receive no trainig to enhance these competencies. Why is this?
    If the NSDS is concentrating on the past and making amends for the past then this is very short sighted of them. We need to forget the past, or certainly place less emphasis on it, and start living in the present. We need to train our existing employees in order to empower and develop them. We have employees who are competent but lacking in experience yet we fail to empower them or to offer them the opportunity of being innvative – why?
    They are inexperienced and we are afraid to take a risk.
    We have so many solutions to our problems staring us in the face but have managers who are not prepared to allow people to express themselves, to apply innovative thinking or who will not take a risk and permit employees to make mistakes (one of the best ways to learn and to become empowered).
    Such managers need to wake up, leave the past behind and start living in the present.

  • Wessel PIETERS

    The moment you engage government beaucrats into an educational environment, it will fail. Education where run or influenced by these officials failed consistently. The ANC politised education and we have a covert catastropohic situation, far worse than the underfunded bantu education. Buntu education did more for skills development in Sa than the ANC policies in 15 years. This is due to the understanding that when you win the political game, you can succeed in everything without the skills that the discipline demands.
    you can have visions of rainbow nations – fact is SA is today more apart from each other that ever before. The paradigm needs change.

  • Nkosinathi Mkhize

    I am of the view that Mr. Harris has said a mouthful. I am not too sure if SETAs are run as proper institutions or not taking from the comments and complaints flying all over the show. The NSDS 3 in some part talks about the Minister rethinking the shape and mechanism to improve the governance of SETAs in trying to bring in some better performance. My proposal to the Minister would that, currently the Boards of SETA [subject to correction], are made up of representatives of organised labour, employer and Government. It is inevitable that there is no provision for the qualification or disqualification of a member due to the absence of ‘fit and proper’ requirement. Whereas the SETAs are serving to eradicate the historical skills imbalances, the institutions and organisations with a vested interest in these matters must be consulted and involved. The one issue on corporate governance is independence. How can one be independent if one has a vested interest? I must repeat myself on this one, we cannot afford to exclude the entities with a vested interest in these matters, politicallt speaking, we need bothe labour and the employer on these structures. I guess perhaps my advice to the Minister woul be a provision for independent members sitting on the Board and other SETA structures, appointed by the Minister or NSA, to assist the members to exercise impartiality where their judgment call is needed. This is also a recommendation from the King report. The management of the SETAs must also be thoroughly trained to deal with matters of governance and operations. I normally send my advise to the Minister of Finance and this is not different. This is my personal contribution not that of my employer’s.

  • Moustafa Mohamed Moustafa wahba

    I have been working in Training Industry for long period and witnessed a lot of changes in the policy and strategy used in training and human resources management.

    In my moderate opinion, one of the best methodology currently applied in the Middle East and Arab Gulf Countries for transformation of Technical and Vocational Education and Training TVET & Workforce Skill Development is the Competency Approach to Training, Occupational Analysis and Standards, Engineering & Human Resources HR.

    The Competency Based Approach to Training (Competency Based Training CBT) is one of the best methodologies applied in TVET. The approach of competency is also applied to Higher Education HE and some of the Universities in different countries are developing Competency-based Curriculum with a view to rationalize the Technical Education System and philosophies used in developing curriculum (Competency Based Engineering).

    Many organizations have human resource training programmes that encourage action in one direction and a compensation system that encourages action in another. They often have career planning or succession planning programmes that don’t fit with performance management or training programmes. It is also common for organizations to use one set of criteria for reviewing performance in a job and a different set for selecting employees into the job. It is therefore recommended for these organizations having diverse field of specialties to take a “systems approach” to situations and problems. Specialists have shown that the best results are obtained when interrelated and coordinated elements are dealt with as a system rather than as single, independent element and accordingly organizations prefer to apply a Competency Based Systems Approach to Human Resource Management.

    Best regards from Alexandria / Egypt

    Eng. Moustafa Wahba

    Competency Assurance & TVET Consultant