|Institute of People Development Advisor - March 2010|
To stay ahead, you must have your next idea waiting in the wings. Rosabeth Moss Kanter
In this month's issue
IPD is the proud winner of the Achiever Award for the MOST INNOVATIVE TRAINING COMPANY!! Thank you to all our learners, tutors and clients who are part of our winning team.
IPD would like to welcome Dr. Marieta van Schalkwyk who recently joined our team and will be championing the RPL process. Learners are reminded that they have till 18 March 2010 to collect their assessed and moderated POE's whereafter they will be recycled and the money donated to Food Bank South Africa.
LAUNCH - CPD TOOLKIT
The CPD Toolkit for Adult Learning Practitioners was launched at the Skills & Training Summit 2010, on 8 March. Mmushi Nkome (EDI Holdings) is the winner of the lucky draw that will receive a CPD Toolkit module of his choice valued at over R2,000.00 - Congratulations Mmushi!
CRITICAL AND SCARCE SKILLS
The previous edition of The Advisor placed an article that featured skills shortages in South Africa. In this edition we would like to continue with a second article addressing this topic. In September 2007 the Minister of Labour said he wanted to "demystify some of the myths," around skills shortages by defining it as "an absolute or relative demand: current or in future; for skilled; qualified and experienced people to fill particular roles / professions, occupations or specialisations in the labour market. Skills shortages need, therefore, to be seen in context and it is imperative to differentiate between scarce and critical skills. Daryl Mclean explained during one of the CPD sessions that scarce skills refer to a shortage at an occupational level where there are insufficient skilled people to meet labour market demands. Thus, scarce skills are measured in terms of qualifications and skills required to do a specific job. Scarce skills may be absolute or relative. Absolute scarcity implies that the specific skill is not available at all. Relative scarcity means that a person with the relevant qualification and skill is available, but he/she does not fit the specific employment requirements.
Critical skills, on the other hand, refer to skills shortages within an occupation, which a broad range of qualified people in a particular occupation may lack in the performance of their duties. Critical skills refer to particular capabilities needed within an occupation for example, general management skills, communication and customer handling skills, teamwork skills, and communication technology skills. Critical skills can consequently be referred to as generic or even top-up skills, relevant to a particular occupation.
Much effort is spent on determining scarce skills. Sector Skills Plans are supposed to address shortages observed in Workplace Skills Plans gathered from the particular sector. Data is then gathered across sectors and used by the Department of Labour to publish the National Master Scarce Skills List for South Africa, to be updated annually. The Department also distributes an Annual State of Skills publication. Both these publications are available on the Department's website. The list is aimed at providing a comprehensive account of the skills that lie at the heart of the "binding constraint" on economic growth and development, in other words, the skills that are most needed in our country and on which we need to focus our efforts on acquiring and developing. The Department of Labour also follows the international debates and trends regarding skills projections or focusing models. They are also trying to align various SETA funded skills development interventions with the National Industrial Policy Framework, Provincial Growth and Development Strategies and Local Economic Development Plans in order to maximise placement opportunities for graduates of skills programmes.
It may, however, be argued that not enough energy or time is allocated to addressing the shortage of critical skills. Possessing these generic skills will enhance the ability of the employee to perform. For example, it will define the "good" teacher from just qualified teachers; it will provide the nation with "good' nurses, engineers or any other professionals. Although these skills may, in some cases, be interpersonal skills one was `born' with, these may also be acquired through years of experience or from effective learning programmes.
One such a programme is the Continuous Professional Development Programme (CPD) for Adult Learning Practitioners conducted by the Institute of People Development in different centres across South Africa. The launch of the CPD Toolkit for Adult Learning Practitioners at a 30-day launch special rate (i.e. during March 2010) will provide organisations with the opportunity to enrol their trainers / facilitators / learning practitioners to a programme that will not only address scarce skills needed by these practitioners but also improve the critical skills most needed by these practitioners across various workplace contexts.
2010 PUBLIC TRAINING SCHEDULE
For more information about all our OD-ETDP training programmes, visit our website at www.peopledevelopment.co.za and embark on an exciting journey of Outcomes-Based Learning through IPD. All programmes are available in other Provinces on demand.
To download IPD House Training Center Brochure including map: click here.
|Institute of People Development - Accredited Education & Training Provider ETDP 0133|