HRD Strategy

Human Resource Development Strategy

“A Nation at Work for a

Better Life for All”

Education Portfolio Committee Briefing

15 October 2002
HRD Strategy
Content of presentation

 A brief background to the Strategy

 Overarching goals of the Strategy
 Priorities and Strategic Objectives of the Strategy
 Management and governance of the Strategy
 Role of the Directorate: HRD Planning at DoE
HRD Strategy
Background

 HRD Strategy was adopted by Cabinet at its

Lekgotla in January 2001
 Launched in April 2001 by the Ministers of
Education and Labour
 Ultimate goal – “a better life for all”
 To improve the Human Development Index by improving
basic social infrastructure, providing universal basic
education and improving quality of life
 To reduce inequalities in wealth and poverty; and
 To improve investor confidence and international
perceptions
HRD Strategy
Human development: the concept

 Comprehensive definition adopted by the UN

 a process of enlarging people’s choices
 a healthy and educated society (acquired
knowledge)
 access to resources needed for a decent standard
of living
HRD Strategy
Overall goal to be measured by
improvements in international ratings
Indicator Baseline
ranking
Human Development Index (HDI) 94 / 162
(Measured through a combination of indicators such as life
expectancy at birth, average years of education, and GDP per
capita )
Gini Co-efficient 0.59
(Measures inequalities in terms of household income and
occupational structure of the labour market)
World Competitiveness Year Book 42 / 49
(Measured through a combination of indicators such as
educational outcomes and attitudinal variables such as work
ethics and economic literacy)
HRD Strategy

Strategic objectives and

Priorities
HRD Strategy
Pillars of HRD

4 GROWING THE FUTURE

National capacity for Innovation,
Research and Development

5
2 3
HRD STRATEGY DEMAND SIDE
SUPPLY SIDE Increasing
Improving the Enhancing the linkages employer
supply of high- between the other four participation in
quality skills strategic objectives lifelong
learning

1 BUILDING THE BASE

“Improving the foundations for human development”
HRD Strategy SO 1 : Improving the foundations for human
development

Target Area Indicator Lead

department

Early childhood Increase participation in Grade R DoE

development
Audit of facilities & registration of sites
Training practitioners

Adult basic Increase participation DoE

education
and Reduce extent of illiteracy
training and SANLI functioning
literacy
Review of adult learning centres;
NSF Projects (DoL & SETAs)

Universal Participation rates

general DoE
education (12 Improving quality
years) Improve pass rates, mainly in Maths and Science
Teacher, school management & SGB
development
HRD Strategy SO 2: Improving the supply of high-quality
skills (particularly scarce skills)...

Target Area Indicator Lead

department
Increase supply of Research scarce skills DoE
scarce skills
Bursary schemes targeting scarce skills
Programme funding
Increase participation in fields of study
relevant to scarce skills
Increased HE and FET reconfiguration begun. DoE
participation in FET NSFAS
and HE institutions
Quality Assurance Act
Registration of private higher institutions

Increased placement Baseline research on current status of DoE

of FE and HE placement by HSRC
graduates in
employment Targets set to improve from baseline.
HRD Strategy SO 3: Increasing employer participation in
lifelong learning

Target Area Indicator Lead

Department
Increased employer 75% of large firms and 40% medium firms DoL
participation in claim levy by March 2005
workplace skills
development All government departments submit
Workplace Skills Plans
Learnerships – 100 new programmes
registered
Managers trained by SAMDI

Skills development for DTI Policy review DTI

SMMEs
SETA NSF Project proposals submitted

Skills development for SD integrated into , URS, local Integrated DoL
social development Dev. Plans
HRD Strategy SO 4: Supporting employment growth
through industrial policies, innovation, R&D

Target Area Intermediate actions Lead

department
Research and DACST strategy for research funding DACST
development being more targeted.
expenditure

Science – industry THRIPP programme DTI

partnership

Identification of Integrated Action Plan for economic and DTI

economic sectors with employment growth.
significant growth and
employment potential Align SSPs with DTI industry policy/sector
summits to improve employment effects
HRD Strategy
SO 5: Linking the parts of the HRD Strategy

DPSA

DoL Integrated DoE

service
delivery on
emerging
alignments
DACST
DTI

DPLG
HRD Strategy
What are other departments doing?

 DACST – Research and Development Strategy

 SET human capital
 New generation of scientists
 Target Africans and women in particular
 Focus on Centres of Excellence
 Migration of highly skilled people
 Attrition rates of researchers approximated at 11% from
government t laboratories & 15% at universities (annually)
 Establishment of Centres of Excellence – striving to be the best
(globally competitive)
 DTI – Integrated Manufacturing Strategy
 Intends to build a sustainable growth-oriented economy
 Increase domestic capacity for S & T to keep abreast with
technological developments globally
HRD Strategy
2002 HRD Priority Area Targets

Priority area Summary Target 2002 Responsible

department/s
(see Report Annex 3)
ECD 200 000 learners DoE

ABET 50 000 learners + DoE

63% workers at NQF 1 (DoL / SETAs)
Scarce skills Increase bursaries DoL / DoE / DTI
Immigration finalised Home Affairs
Public sector WSP 100 departments DPSA / PSETA
More managers trained SAMDI
Learnerships 20 000 in private & public DoL (DoE)
sectors
(DPSA/PSETA)
SMME’s DoL, DoE and DTI targets DTI
HRD Strategy

Key challenges
 National systems of Innovation,
Research and Development

SUPPLY SIDE
Provision of
Key challenges …… There is too
Further and 2002/3; 2004/5; 2014/15 little demand -
Higher too few jobs!
Education and
Training. Graduates?
Retrenchees?
There is no- Long-term DEMAND SIDE
where for unemployed? Demand for skills
many school from public and
graduates private
School leavers? employers
to go

GENERAL EDUCATION
The underpinning supply of compulsory schooling; Early
Childhood Development and Adult Basic Education and
Training
HRD Strategy
Research, technology &
development
 In 1990, 18% of scientific publications was produced
by researcher aged 50 and above – in 1998 the
figure was 45%
 There is less than 1 researcher per 1 000 people
 Only 3.4% of matriculants have matric exemption
with Maths & Science
 South Africa undertakes 0.5% of global research
HRD Strategy
Retaining skills

 Migration of highly skilled people

 Attrition rates of researchers approximated at 11%
from government t laboratories & 15% at universities
(annually)
 Establishment of Centres of Excellence – striving to
be the best (globally competitive)
HRD Strategy

Management and
governance
HRD Strategy
Management and governance

National
 Cabinet provide political leadership
 FOSAD advise Cabinet
 Ministers Education and Labour establish working groups
to ensure targets are achieved
 HRD Coordinating Committee
 DoE and DoL co-chairs
 DACST, DTI, DPSA, DPLG, Presidency
 HSRC - Supporting Agency
 Extended invitation to Home Affairs
 Within DoE: HRD Directorate/ Planning & Monitoring
Branch
HRD Strategy
….continued
• Provincial
 PEC a point of provincial political decision
making
 HODs will advise PEC and Premier of key HRD
issues
 Existing structures such as the Skills
Development Forum (DoL) could be upgraded &
reconstituted to ensure a stronger
 DoE and DoL currently preparing for taking the
Strategy to provincial and local government
HRD Strategy
….continued
• Sectoral
 Government to contribute intellectually and
financially to the functioning of SETAs
 Sector skills plans ensure alignment with State
policy and HRD
 PSETA
 Inter-sectoral meetings managed through
existing SETA Forum with a fuller government
participation
HRD Strategy

Role of HRD Directorate

within DoE
HRD Strategy
Role of D/PSH- external

 Co-chair the HRD CC

 Co-manage inter-departmental collaboration
 Represent DoE - setting targets, progress reports
 Report to DGs, Ministers and Cabinet
 Agree on research agenda with partners
HRD Strategy
Role of D/PSH- internal

 Labour market trend-analysis to inform planning

 Research in output of education system, especially at FE and HE levels
– to identify under- and/or over production,
 Review indicators and targets – research where baseline data is not
available e.g. placement rates
 Manage collaboration with HRD partners
 Monitor and report on macro indicators of human development
 Establish a link with PEDs on HRD
 Improve general understanding of the Strategy
 Ensure that relevant directorates/ units include HRD priorities in their
plans, and agree targets
 ECD, ABET, SANLI, FET, HE, Skills Development Unit,

…end