Human%20Resource%20Development%20Strategy%20

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Human Resource Development StrategyA Nation at
Work for a Better Life for All

• Education Portfolio Committee Briefing
• 15 October 2002

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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

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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

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Human development the concept

• Comprehensive definition adopted by the UN
• a process of enlarging peoples choices
• a healthy and educated society (acquired
  knowledge)
• access to resources needed for a decent standard
  of living

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Overall goal to be measured by improvements in
international ratings
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Strategic objectives and Priorities
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Pillars of HRD
GROWING THE FUTURE National capacity for
Innovation, Research and Development
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HRD STRATEGY Enhancing the linkages between the
other four strategic objectives
DEMAND SIDE Increasing employer participation in
lifelong learning
SUPPLY SIDE Improving the supply of high-quality
skills
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BUILDING THE BASE Improving the foundations for
human development
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SO 1 Improving the foundations for human
development
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SO 2 Improving the supply of high-quality skills
(particularly scarce skills)...
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SO 3 Increasing employer participation in
lifelong learning
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SO 4 Supporting employment growth through
industrial policies, innovation, RD
Lead department
Intermediate actions
Target Area
DACST

• DACST strategy for research funding being more
  targeted.

Research and development expenditure
DTI

• THRIPP programme

Science industry partnership
DTI

• Integrated Action Plan for economic and
  employment growth.
• Align SSPs with DTI industry policy/sector
  summits to improve employment effects

Identification of economic sectors with
significant growth and employment potential
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SO 5 Linking the parts of the HRD Strategy
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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

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2002 HRD Priority Area Targets
Priority area Summary Target 2002 (see Report Annex 3) Responsible department/s
ECD 200 000 learners DoE
ABET 50 000 learners 63 workers at NQF 1 DoE (DoL / SETAs)
Scarce skills Increase bursaries Immigration finalised DoL / DoE / DTI Home Affairs
Public sector WSP 100 departments More managers trained DPSA / PSETA SAMDI
Learnerships 20 000 in private public sectors DoL (DoE) (DPSA/PSETA)
SMMEs DoL, DoE and DTI targets DTI
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Key challenges
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National systems of Innovation, Research and
Development
SUPPLY SIDE Provision of Further and Higher
Education and Training.
Key challenges 2002/3 2004/5 2014/15
There is too little demand - too few jobs!
Graduates?
Retrenchees? Long-term unemployed?
There is no- where for many school graduates
to go
DEMAND SIDE Demand for skills from public and
private employers
School leavers?
GENERAL EDUCATION The underpinning supply of
compulsory schooling Early Childhood Development
and Adult Basic Education and Training
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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

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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)

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Management and governance
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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

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.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

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.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
  

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Role of HRD Directoratewithin DoE
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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

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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