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FOODBEV SETA Provincial Discussion Sessions

FOODBEV SETA Provincial Discussion Sessions. March 2010. DISCUSSION POINTS. Research Findings: Low completion rate of learners FoodBev SETA Grants and Projects for 2010 Grant application processes Skills Forecasting Tool. LEARNERSHIPS. RESEARCH INTO LOW COMPLETION RATE. RESEARCH BRIEF.

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FOODBEV SETA Provincial Discussion Sessions

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  1. FOODBEV SETAProvincial Discussion Sessions March 2010

  2. DISCUSSION POINTS • Research Findings: Low completion rate of learners • FoodBev SETA Grants and Projects for 2010 • Grant application processes • Skills Forecasting Tool

  3. LEARNERSHIPS RESEARCH INTO LOW COMPLETION RATE

  4. RESEARCH BRIEF • Low completion rate • Termination rate in companies 49%, in some 80% • Extended duration • 2 135 learners behind schedule • Between 1 and 36 months PAST the completion date • Involves 54 companies • Where learners complete, average duration is 23 months • Challenges that companies experience during implementation • Possible approaches that would improve throughput rate of learners

  5. BROAD RESEARCH FINDINGSEmployer Views • Inappropriate selection of learners • Lack of aptitude or competency • Inadequate educational grounding • Difficulty to adjust to studying for older learners • Lack of application (learners) • Motivation • Poor attitudes • Lack of work ethic • Poor understanding of the role of learnerships and its benefits • Unrealistic expectations • Inability to cope with pressure of work and learning • Do not see link between the learnership and career progression opportunities

  6. BROAD RESEARCH FINDINGSEmployer Views (cont.) • Personal Factors: • Health, pregnancy, mortality • Accepting job offers from competing firms • Employer issues • Unfavourable working conditions • Lack of coaching and mentoring/superiors do not see the importance of learnerships • Poor relationship between employer and learner • Make learner prioritise work over training • Structure of learnership • Duration • Travel costs to training venue • Poor quality of training provider • Language barrier

  7. BROAD RESEARCH FINDINGSTraining Provider Views • Learner challenges • Motivation • Lack of/inadequate fundamental education • Language barriers • Socio-economic factors • Lack of work ethic • Occupational mobility in search of higher income • Lack of mentorship • Production taking precedence over learning • Employers • Poor mentorship • Insufficient mentor numbers • Heavy workloads given to learners • Poor communication with learners

  8. BROAD RESEARCH FINDINGSLearner Views • Learnership impractical, not applicable to current employment or career • Lack of, or inconsistent feedback from training provider • Time constraints • Lack of good theoretical and educational grounding • Balancing work and learning • Difficulty correlating theory with practice • Unclear understanding of their roles and responsibilities • Employer exploitation • Language barriers • Training provider programmes not correlating with company SOP’s and terminology

  9. IMPLEMENTING LEARNERSHIPS:CHALLENGES

  10. IMPLEMENTING LEARNERSHIPS:CHALLENGES

  11. IMPLEMENTING LEARNERSHIPS:CHALLENGES

  12. IMPLEMENTING LEARNERSHIPS:CHALLENGES

  13. IMPLEMENTING LEARNERSHIPS:CHALLENGES

  14. IMPLEMENTING LEARNERSHIPS:CHALLENGES

  15. IMPLEMENTING LEARNERSHIPS:CHALLENGES

  16. IMPLEMENTING LEARNERSHIPS:Possible FoodBev SETA Interventions • Request signed declaration from MD/CEO • Explore alternatives to the traditional ABET programmes to assist companies with “bridging” programmes • Develop a generic induction tool that can be tailormade and used by companies • Assist companies during the induction process

  17. IMPLEMENTING LEARNERSHIPS:Possible FoodBev SETA Interventions • Develop/procure a generic mentorship programme • Work with companies and providers in designing an implementation plan • Increase monitoring to improve adherence to production schedules - appoint “accounts managers” • More frequent stakeholder workshops • Develop a M & E framework that can be used by companies

  18. LEARNERSHIPSQ&A

  19. GRANTS AND PROJECTS April 2010 – March 2011

  20. DISCRETIONARY GRANTS

  21. DISCRETIONARY GRANTS(cont.)

  22. NON-LEVY PAYING GRANTS

  23. MANAGEMENT DEVELOPMENT

  24. FOODBEV SETA GRANT APPLICATION PROCESS April 2010 – March 2011

  25. REVISED APPLICATION PROCESS: ABET, Learnerships, Skills Programmes, Bursaries • Apply during April - if possible for the whole year • Indication of when enrollment forms will be submitted • Approvals done in May, for year • Further applications evaluated on an ongoing basis (within budget) • Final approvals done in September

  26. REVISED APPLICATION PROCESS:Motivation • Companies can plan and budget better • Less administration involved in application and grant payment process • FoodBev SETA can assist where required: induction, developing implementation plans, etc.

  27. DATANET ONLINE • Online functionality • Obtain SDF login details from khotson@foodbev.co.za

  28. REVISED APPLICATION PROCESSQ&A

  29. SKILLS FORECASTING TOOL Providing a snapshot overview of skills needs

  30. PURPOSE To develop a skills forecasting process that can be used: • by companies for human resource planning and skills development • many companies experience skills shortages • most rely on rough estimates rather than systematic forecasting • by FoodBev SETA for the identification of scarce and critical skills • currently done through aggregation of the Workplace Skills Plans submitted annually • not 100%accurate • subject to bias

  31. RESEARCH • Skills forecasting needs different for large and small firms • Retail sector has some influence on skills needs • Macro environmental factors

  32. SKILLS TRENDS • Shift in demand away from unskilled to skilled labour • Increased demand for skilled workers • Need for organisational flexibility and change

  33. METHODOLOGICAL APPROACHES TO SKILLS FORECASTING • Skills forecasting is carried out in three main ways: • Qualitative opinion based methods • Normative methods • Quantitative econometric models • Triangulation between Qualitative and Quantitative econometric models preferred • Mitigation of these with norms - from data submitted by companies

  34. CALCULATIONS • Replacement demand • New demand

  35. IMPLEMENTATION • Tested July – October 2009 • Officially launched 29 October 2009 • Already in use by medium and large companies • Will assist with completion of WSP REQUEST FORMS AVAILABLE AFTER SESSION

  36. SKILLS FORECASTING TOOLQ&A

  37. CLOSE Please complete feedback form and leave on table outside Scarce Skills Guide and Skills Forecasting Tool request forms available on table outside

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