3 possible ways to solve SA’s skills shortage
The issue of the skills shortage has had massive coverage across the whole of South Africa with business leaders across all the different sectors giving their two cents on the topic. Education is one of the solutions to the skills crisis and by introducing a different approach to workforce planning we can better prepare our youth for entry into the business environment. It’s time for companies to consider changing this aspect of talent management and reinforcing their support of business strategy.
One solution that has been suggested as a means to tackle the skills shortage is to address the challenges early – in schools – as these are pipelines to universities and other institutions, which feed into organisations. HR needs to take responsibility for positively influencing the education of SA’s youth by getting involved in the different tiers of education which will help learners transition into the world of business.
How can a relationship between HR and national education help to ease the talent crisis?
Mpho Letlape is the managing director of the Sasol Inzalo Foundation, which is an initiative of the Sasol Limited BEE transaction that contributes significantly to sustainable skills development in South Africa by focusing on up skilling learners and students primarily in the mathematics, science and technology arenas. She believes that we need to do the following to close the skills gap in this country, and that HR needs to be at the forefront of ensuring that it happens:
1. The curricula at each level/tier of education need to be reviewed: From school through to university, all educational institutions are pipelines into organisations. In this way, these institutions impact the transition of youth into the corporate world. Corporates, specifically HR, need to invest in transitioning students from school and university to the workplace.
2. Help drive the transition by influencing WHAT gets taught at school and at university level: HR needs to help shape WHAT is taught to students about industry, business and life.
3. Develop South Africa’s teachers: It is unfair to expect learners to have a grasp of business when very few of their teachers have business knowledge or experience. HR needs to contribute to the development of SA’s teachers by giving them experience of the business world. It is only then that they can smooth the transition of learners into the corporate world.
Remember: The top-performing tertiary students don’t always make the best workers – HR needs to have a hand in addressing the skills shortage by assisting SA’s learners move into the corporate world by equipping them with the necessary skills.
Mpho will be speaking at this year’s IPM Convention running from 3 – 6 November 2013. The topic of her presentation is Workforce Planning - Where should it start or where should it end? Follow this link for more information.
Frew Murdoch is the assistant editor of HR Pulse. She is currently completing the last semester of her BA degree in Communications and English. "I stumbled across your review of our Ethics Guide published 28 June 2012 and wish to thank you for the positive and complimentary comments made – this was a lovely surprise and most rewarding. I will certainly pass this on to all co-authors of the Guide."
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