Institute of People Development Advisor - March 2007

In this month's issue:

  • A comprehensive labour market analysis is long overdue!
  • Submit a proper WSP this year!
  • Public training schedule

A comprehensive labour market analysis is long overdue!

"Even where forecasting is carried out using hard-nosed, quantitative methods, those involved usually stress that such projections should be seen as part of an ongoing process rather than the final word and recognising the importance of incorporating more qualitative insights. None of today's forecasters claim that they can predict the detailed skill needs in different sectors with great quantitative precision. Rather, they suggest that they can provide the various participants in the labour market, as well a policy maker, with useful insights into how labour markets are developing in response to various external influences. It is important to recognise that accurate and precise forecasts are a chimera. The key question to ask is not whether or not such projections are accurate, but whether or not they are useful. The revealed preferences of national governments from all over the world, who support such activity with substantial funding, suggest that they are regarded as of considerable value. It is also clear that such work is seen as having a wide variety of different audiences and users, including careers guidance, as well as general labour market policy formation and planning education and training programmes. Few, if any, countries now regard such work as resulting in information that can be used to plan the scale and pattern of education and training provision with any precision. Rather it can help to inform all those involved about how economic and other forces are shaping the labour markets and the general implications for those skills that will be required".

Developing a National Skills Forecasting Tool for South Africa. Wilson et al 2004.

It is not possible to forecast the skills needs of a country or sector with absolute certainty. However, it is possible to reach broad "indicative" figures that can serve as a good basis for policy. The techniques for doing this are derived from a labour market analysis, which aims to:

  1. Project the scope, scale and character of the skills shortages in particular occupations.

  2. Understand the causes of the projected shortages.

  3. Identify the appropriate policy intervention(s) required to address the shortages.

During the first 5-yrs of the National Skills Development Strategy (NSDS) implementation, a proper labor market analysis was not done. About R20 billion was spent during 2000-2005, however today there is very little evidence of what it did or didn't achieve. Now, there may have been an impact, but the measurement of this impact was not clearly conceptualized at the start of the process or conducted at the end of it. This is why it is important to conduct a proper labor market analysis at the start of the NSDS2 rollout.

So before the R21.9 billion that will be spent over the next 5 years is released, it is imperative that we understand the causes for scarce and critical skills; so that we can address these causes, and not just respond by training to correct the emerging effects. This can be effectively done through sectoral labour market analyses that will allow SETAs to effectively allocate funding to education, training and development initiatives.

Submit a proper WSP this year

Many companies have closed off their financial year-end with March marking the start of many new beginnings. It is that time to identify competence gaps and staff training requirements, and plan suitable programs to progress productivity in the company.

  • Are you trying to identify lacking skills in your company in order for you to meet business objectives?

  • Do you need to know how to create a workplace skill plan that will be in line with you company policies and SETA requirements.

  • Do you need to know how to coordinate planned skills development interventions?

  • Conduct skills development administration &

  • Advise on the implementation of a quality management system for skills development practices?

If you answered `yes' to any of the above,

You should attend the IPD's - 5-day 'Needs Analysis and Skills Planning'
training course to meet your needs.

The Needs Analysis & Skills Planning Program' is directed at the roles of skills planning, strategic planning, and skills development facilitation and includes the range of outcomes as well as workplace productivity improvement strategies.

Limited seating available:

Date : 16-20 April 2007
Venue : IPD House (Midrand)

For more details on this & other IPD programs contact Thembi or Shoni
on 011-315-2913 or

Public training schedule for 2007

Learning Programme Date
Needs Analysis & Skills Planning 12-16 Mar 2007
Assessment, Moderation & Evaluation 26-30 Mar 2007
Needs Analysis & Skills Planning 16-20 April 2007
RPL - N. Dip in OD-ETD Practices 25 Apr 2007
Learning Programme Design & Materials Development 7-11 May 2007
Facilitation, Coaching & Mentoring 21 - 25 May 2007

To download IPD House Training Center Brochure including map: click here.

Submit Enquiry, send us an email, or call us on (011) 315-2913.

Institute of People Development - Accredited Education & Training Provider ETDP-581-PA-27030-F0013