What is the extent of skills development within the manufacturing, engineering and related services sectors? What factors influence the rate of skills development within the manufacturing, engineering and related services sectors?
INTRODUCTION
BACKGROUND
In addition to the above, a large part of the skilled workforce in this sector will retire in a few years (MERSETA, 2004:15). With this in mind, it is imperative that the manufacturing, engineering and allied services sector develop robust skill development plans to meet the demands of this highly competitive world.
MOTIVATION FOR THE STUDY
Through networking with various companies in the manufacturing, engineering and related services sector at skill development forums, several of these organizations reported that they were facing technical skills shortages. The researcher expects that the results of the research will provide insight into skill development issues in the manufacturing, engineering and related services sector and help organizations in this sector to address these issues.
OVERALL RESEARCH PROBLEM
The organization for which the researcher works has experienced a skills shortage, particularly technical skills. The purpose of the research was to investigate why there is a lack of competence, the extent of the lack of competence, the factors.
RESEARCH QUESTIONS
HYPOTHESES
SCOPE OF THE STUDY
These companies were selected on the following basis: i) Companies employing 50 employees or more must have a Skill Development Committee / Training Committee in place for consultation purposes. These companies are expected to consult employees through consultation forums on the implementation of the Workplace Skills Plan and the process involved in developing the Annual Training Report. ii) companies employing 50 people or more also have a greater relationship with employment equity in that such companies are also required to have a.
SIGNIFICANCE OF THE STUDY
In relation to skills development, such companies are required to explain how the training implemented has contributed to the achievement of employment equity objectives in the respective organizations, and. iii) all 178 companies are located in KZN and it was easier for the researcher to gain access to information due to the proximity of these companies to the researcher.
DEFINITION OF TERMS
An annual report submitted by organizations to the Department of Labor describing training rates and training progress within the organization during the previous year. An annual report submitted to the Department of Labor detailing employment equity figures and progress in employment equity within the organization over the past year.
OVERVIEW OF DISSERTATION
While most of the international literature uses the terms training and development, the South African literature tends to use the term skills development. It is important that the training is result-oriented and measurable in relation to the organisation's requirements.
A SYSTEMATIC APPROACH TO TRAINING
Desimone et al state that training objectives describe the purpose and desired outcome of the training program. People should be given adequate notice of the training so that they can prepare themselves mentally for the learning process.
PREDICTORS OF TRAINING OUTCOMES
The Transfer of Training
Organizations have a major role to play in facilitating the transfer of skills to the workplace. A lack of support from supervisors to facilitate the transfer of skills to the workplace and a.
RETENTION OF SKILLS
Mentoring
It is important that the mentoring process takes into account the context within which the business operates. This means that the mentoring process must be adaptable and flexible to the changes that occur within the business environment.
FACTORS THAT HAMPER SKILLS DEVELOPMENT
Ineffective Training Practices
One of the main reasons is that line managers are reluctant to contribute to training evaluation as they see training as one of the tools to deal with workplace problems. The lack of training evaluation can lead enthusiastic trainees to doubt the value of the training and therefore become reluctant to waste further time on what they consider a.
FACTORS THAT PROMOTE SKILLS DEVELOPMENT
To achieve this, training methods must facilitate the achievement of training objectives and match the organization's available resources, such as time and money. The training process should be a collaborative process with input from both the trainee and the trainer.
SUMMARY
This framework provides insights into skills development in South Africa by discussing various aspects related to skills development. Employment equity issues are also discussed to provide insight into how these factors influence skills development.
BACKGROUND TO THE STATE OF SKILLS IN SOUTH AFRICA
The background to skills development in South Africa is discussed and important information is provided to help understand how and why certain skills shortages exist today. An overview of skills development in the manufacturing, engineering and related services sector is also presented.
SKILLS DEVELOPMENT LEGISLATION AND STRATEGIES
This planning unit also helps in formulating the national skill development strategy and sectoral skill development plans. The Skills Development Act No. 97 of 1998 (chapter 6, section 23) states that the functions of Job Centers include the provision of employment services to workers, employers and training providers. The Department of Labor (2004:1) states that the SKZHS furthers the broad objectives of the Skills Development Act No. 97 of 1998 by setting clear and focused objectives.
EMPLOYMENT EQUITY, AFFIRMATIVE ACTION AND SKILLS DEVELOPMENT
Employment Equity and Its Link to Skills Development
However, in the South African context, given the legacy of the institutionalized division of labour, which we are in the process of redressing, skills development is an essential component of achieving employment equity (Mdladlana, 2003). The way to deal with this challenge is to link employment equity and skills development (Madladlana, 2003). According to MERSETA (2005), the link between employment equity and skills development is illustrated by employers being required to complete an employment equity report, which is part of the skills development report.
SKILLS DEVELOPMENT IN THE MANUFACTURING, ENGINEERING AND RELATED SERVICES SECTOR
The impact of HIV/AIDS on the sustainability of skills development is also becoming a growing challenge for the manufacturing, engineering and related services sector (MERSETA, 2004:15). Therefore, very limited information has been obtained in relation to skills development issues in KZN. According to the MERSETA office in Johannesburg, there is no skills development report for the manufacturing, engineering and related services sector for KZN.
SUMMARY
PURPOSE OF THE STUDY
OVERALL RESEARCH PROBLEM
HYPOTHESES
THE RESEARCH METHOD
THE RESEARCH DESIGN
QUALITATIVE VERSUS QUANTITATIVE RESEARCH
POPULATION
A population must be defined in specific terms to include only those sampling units with characteristics relevant to the problem. Not every member of a population can be observed or measured due to time and cost considerations (Wegner, 2000:4). In this research study, there are 178 companies within the Manufacturing, Engineering and Related Services Sector within KZN that employ 50 employees or more.
SAMPLING
Although sampling was not used in this research study, the researcher is aware of what sampling is as well as two main types of sampling techniques, which are briefly mentioned below. Dyer (l 995:89), describes a sample as a group of individuals who are selected from within a larger population by means of a sampling procedure and who generate the data for research.
DATA COLLECTION METHOD
DATA COLLECTION INSTRUMENT
Young, highly educated people are highly mobile within the Manufacturing, Engineering and related services sector. The manufacturing, engineering and related services sectors are struggling to retain young, highly skilled people. The literature confirms that the manufacturing, engineering and related services sectors are struggling to retain young, highly skilled people (MERSETA, 2004:19).
TESTING THE QUESTIONNAIRE
As stated above under hypothesis 5, question 1 of the IB addressed the degree of difficulty organizations have in attracting and retaining young, highly skilled people. Questions 12B to 14B help conclude this hypothesis, as the information obtained from these questions provides insight into the level of importance organizations place on skill retention and the impact that skills retention strategies have on organizations' ability to retain young, highly skilled people . As stated in the literature, MERSETA has problems in retaining young, highly qualified people (MERSETA, it follows that the transfer of knowledge from older employees to younger employees could be at risk.
DATA ANALYSIS
TESTS TO CHECK IF THE DATA IS PARAMETRIC OR NON PARAMETRIC
QIB refers to the questions included in section B of the questionnaire Ho will be rejected for all the above questions because at the 5% significance level all the above p-values are < 0.05 and it is concluded that the data do not follow a normal. Ho will be rejected for all of the above questions because at the 5% significance level, all of the above p-values are < 0.05 and it is concluded that the data do not follow a uniform. Ho will be rejected for all of the above questions because at the 5% significance level, all of the above p-values are < 0.05 and conclude that the data do not follow a Poisson.
SUMMARY
It is clear that the data are non-parametric and non-parametric statistical techniques will be applied to the data set. Hypotheses were tested using the Chi-Square test due to the non-parametric nature of the data. Data analysis was performed primarily using descriptive data analysis techniques such as tables and graphs.
INTRODUCTION
SAMPLE PROFILE
RESEARCH RESULTS
The level of skill development in my organization is insufficient compared to the high demand for skilled people required in my organization. The lack of competences in the organization poses a threat to the growth of our organization. The lack of competences in the organization poses a threat to our organisation's competitiveness.
SUMMARY OF RESULTS
The results show that 59.5% of respondents agree that their organizations are currently facing a skills shortage. Regarding the lack of skills that threaten the growth of organizations, 66.7% of respondents agree with this statement. Considering that skills development is essential to achieving employment equity, 95.2% of respondents agree with this statement.
THE NATURE OF THE DATA
The lack of training and development opportunities means that organizations have moderate difficulty attracting and retaining young, highly qualified people.
RELIABILITY ANALYSIS
DESCRIPTIVE STATISTICS Table 5.30
The mean, mode, median, sample variance and sample standard deviation are taken into account. The sample variance is the degree or amount by which each observation differs from one another. The sample standard deviation is the square root of the sample's variance (Coakes and Steed, 2003:50).
CORRELATION ANALYSIS
Q8B The lack of competences in the organization poses a threat to the growth of our organization. Q9B The lack of competences in the organization poses a threat to our organisation's competitiveness. The correlation exists between organizations struggling to fill technical vacancies and skills shortages posing a threat to the growth of.
HYPOTHESES TESTS
Test Statistics
Ho: The lack of skills in the manufacturing, engineering and related services sector could not hamper growth in certain parts of the sector. Hi: The lack of skills in the manufacturing, engineering and related services sector may inhibit growth in certain parts of the sector.
Test Statistics
Test Statistics
Test Statistics
Ho: Young, highly educated people are not very mobile in manufacturing, engineering and related services. Hi: Young, highly educated people are highly mobile in the manufacturing, engineering and related services sectors.
Test Statistics
Test Statistics
Test Statistics
- SUMMARY
- DISCUSSION OF RESULTS
- RESEARCH QUESTIONS
A lack of capital to carry out training is one of the major factors hindering skills development within the Manufacturing, Engineering and Related Services Sector (MERSETA, 2004:42). There is a slow rate of skills development in the manufacturing, engineering and related services sector. The results of this hypothesis test indicated that the rate of skills development within this sector is slow.
This is confirmed by the above results where 50% of respondents agree that the level of skill development in the Manufacturing, Engineering and Related Services sector is insufficient compared to the high demand for qualified people. The rate of skills development in many organizations in this sector is insufficient compared to the high demand for skilled people within this sector.
