HRD Strategy Human Resource Development Strategy A Nation

HRD Strategy Human Resource Development Strategy “A Nation at Work for a Better Life for All” Education Portfolio Committee Briefing 15 October 2002

HRD Strategy Content of presentation æ A brief background to the Strategy æ Overarching goals of the Strategy æ Priorities and Strategic Objectives of the Strategy æ Management and governance of the Strategy æ Role of the Directorate: HRD Planning at Do. E

HRD Strategy Background æ HRD Strategy was adopted by Cabinet at its Lekgotla in January 2001 æ Launched in April 2001 by the Ministers of Education and Labour æ 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

HRD Strategy Human development: the concept æ Comprehensive definition adopted by the UN ® a process of enlarging people’s choices ® a healthy and educated society (acquired knowledge) ® access to resources needed for a decent standard of living

HRD Strategy Overall goal to be measured by improvements in international ratings

HRD Strategy Strategic objectives and Priorities

HRD Strategy Pillars of HRD 4 GROWING THE FUTURE National capacity for. Innovation, Research and Development 5 2 HRD STRATEGY SUPPLY SIDE Improving the supply of highquality skills Enhancing the linkages between the other four strategic objectives 1 3 DEMAND SIDE Increasing employer participation in lifelong learning BUILDING THE BASE “Improving the foundations for human development”

HRD Strategy Target Area Early childhood development SO 1 : Improving the foundations for human development Indicator æIncrease participation in Grade R Lead department Do. E æAudit of facilities & registration of sites æTraining practitioners Adult basic education and training and literacy æIncrease participation Do. E æReduce extent of illiteracy æSANLI functioning æReview of adult learning centres; æNSF Projects (Do. L & SETAs) Universal general education (12 years) æParticipation rates æImproving quality æImprove pass rates, mainly in Maths and Science æTeacher, school management & SGB development Do. E

HRD Strategy SO 2: Improving the supply of high-quality skills (particularly scarce skills). . . Target Area Increase supply of scarce skills Indicator æResearch scarce skills Lead department Do. E æBursary schemes targeting scarce skills æProgramme funding æIncrease participation in fields of study relevant to scarce skills Increased æHE and FET reconfiguration begun. participation in FET and HE institutions Do. E æNSFAS æQuality Assurance Act æRegistration of private higher institutions Increased placement of FE and HE graduates in employment æBaseline research on current status of placement by HSRC æTargets set to improve from baseline. Do. E

HRD Strategy SO 3: Increasing employer participation in lifelong learning Target Area Indicator Lead Department Increased employer participation in workplace skills development æ 75% of large firms and 40% medium firms claim levy by March 2005 Do. L æAll government departments submit Workplace Skills Plans æLearnerships – 100 new programmes registered æManagers trained by SAMDI Skills development for SMMEs æDTI Policy review Skills development for social development æSD integrated into , URS, local Integrated Dev. Plans DTI æSETA NSF Project proposals submitted Do. L

HRD Strategy SO 4: Supporting employment growth through industrial policies, innovation, R&D Target Area Intermediate actions Lead department Research and development expenditure æDACST strategy for research funding being more targeted. DACST Science – industry partnership æTHRIPP programme DTI Identification of economic sectors with significant growth and employment potential æIntegrated Action Plan for economic and employment growth. æAlign SSPs with DTI industry policy/sector summits to improve employment effects DTI

HRD Strategy SO 5: Linking the parts of the HRD Strategy DPSA Do. L Do. E Integrated service delivery on emerging alignments DACST DTI DPLG

HRD Strategy What are other departments doing? æ 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) æ 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

HRD Strategy 2002 HRD Priority Area Targets Priority area Summary Target 2002 ECD (see Report Annex 3) 200 000 learners ABET 50 000 learners + Scarce skills 63% workers at NQF 1 Increase bursaries (Do. L / SETAs) Do. L / Do. E / DTI Public sector Immigration finalised WSP 100 departments Home Affairs DPSA / PSETA Learnerships SMME’s More managers trained 20 000 in private & public sectors Do. L, Do. E and DTI targets Responsible department/s Do. E SAMDI Do. L (Do. E) (DPSA/PSETA) DTI

HRD Strategy Key challenges

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? There is nowhere for many school graduates to go Long-term unemployed? School leavers? DEMAND SIDE Demand for skills from public and private employers GENERAL EDUCATION The underpinning supply of compulsory schooling; Early Childhood Development and Adult Basic Education and Training

HRD Strategy Research, technology & development æ In 1990, 18% of scientific publications was produced by researcher aged 50 and above – in 1998 the figure was 45% æ There is less than 1 researcher per 1 000 people æ Only 3. 4% of matriculants have matric exemption with Maths & Science æ South Africa undertakes 0. 5% of global research

HRD Strategy Retaining skills æ Migration of highly skilled people æ Attrition rates of researchers approximated at 11% from government t laboratories & 15% at universities (annually) æ Establishment of Centres of Excellence – striving to be the best (globally competitive)

HRD Strategy Management and governance

HRD Strategy Management and governance National æ Cabinet provide political leadership æ FOSAD advise Cabinet æ Ministers Education and Labour establish working groups to ensure targets are achieved æ HRD Coordinating Committee ® Do. E and Do. L co-chairs ® DACST, DTI, DPSA, DPLG, Presidency ® HSRC - Supporting Agency ® Extended invitation to Home Affairs æ Within Do. E: HRD Directorate/ Planning & Monitoring Branch

HRD Strategy …. continued • Provincial æ PEC a point of provincial political decision making æ HODs will advise PEC and Premier of key HRD issues æ Existing structures such as the Skills Development Forum (Do. L) could be upgraded & reconstituted to ensure a stronger æ Do. E and Do. L currently preparing for taking the Strategy to provincial and local government

HRD Strategy …. continued • Sectoral æ Government to contribute intellectually and financially to the functioning of SETAs æ Sector skills plans ensure alignment with State policy and HRD æ PSETA æ Inter-sectoral meetings managed through existing SETA Forum with a fuller government participation

HRD Strategy Role of HRD Directorate within Do. E

HRD Strategy Role of D/PSH- external æ Co-chair the HRD CC æ Co-manage inter-departmental collaboration æ Represent Do. E - setting targets, progress reports æ Report to DGs, Ministers and Cabinet æ Agree on research agenda with partners

HRD Strategy Role of D/PSH- internal æ Labour market trend-analysis to inform planning æ Research in output of education system, especially at FE and HE levels – to identify under- and/or over production, æ Review indicators and targets – research where baseline data is not available e. g. placement rates æ Manage collaboration with HRD partners æ Monitor and report on macro indicators of human development æ Establish a link with PEDs on HRD æ Improve general understanding of the Strategy æ Ensure that relevant directorates/ units include HRD priorities in their plans, and agree targets ® ECD, ABET, SANLI, FET, HE, Skills Development Unit, …end