SOUTH AFRICAN L&D MANAGERS EXCEED GLOBAL STANDARDS DESPITE SKILLS CRISIS:

Release of 8^th Annual ASTD/SABPP State of

The South African Learning and Development Industry Report

By

Marius Meyer, CEO: SABPP, Robin Probart, President: ASTD Global Network South Africa and Melanie Bushney, Associate Professor:Unisa

The 8^th annual ASTD State of the South African Learning and Development Industry Report has been released. While growth in the South African economy is impeded by the skills crisis,skills development managers have risen to the occasion and implemented exemplary L&D practices in their organisations.This annual survey questionnaire is sent to a sample of organisations both private and public to determine the state of skills development in the workplace. This survey is generally completed by the L&D departments and in many cases by the skills development facilitator or training coordinator. This survey attempts to quantify and qualify the L&D practices in South Africa. It also attempts to present a reference tool or front-end to establish a human resource development benchmarking forum for South Africa. A comparison of the results on an annual basis assists in determining the extent to which certain trends and practices have been implemented in the workplace.

The sample size of 472 of participating organisations is greater than previous years and the result are considered more representative of what is actually happening in the workplace. The essential questions asked of participants revolve around:

· The size of the payroll, the number of employees and the percentage of payroll spent on training

· Opportunities in the professional development of L&D practitioners

· Information Sources and knowledge management

· The implementation of computerised HRIS in organisations

· The prevalence of electronic learning(e-learning) in South Africa

· The needs analysis methods employed

· Training evaluation and measurement(ROI)

· Training and organisational developments trends

· The effectiveness of mentoring and coaching

· The effectiveness of talent management

Respondents could also comment on the training and organisation development industry. These qualified views allowed the researchers to gain a deeper insight into the perceptions of L&D staff in the evaluation of the industry.

From this year the HR professional body and HR Education Training Quality Assurance body mandated by SAQA, the South African Board for People Practices (SABPP) and ASTD Global Network South Africa have collaborated on this project for increased impact and distribution. This alliance enriches the scope and impact of the project to ensure wider participation and dissemination among its 5000 HR practitioners, of which more than 1200 are registered in the specialist category of L&D. SABPP will use its research team to optimise further L&D research opportunities flowing from this project. This also means that ASTD members will get access to SABPP research reports such as the following papers that have already been published:

• The nature of professionalism
• Appropriate skills utilisation: The Netcare case study
• King III Report on Governance: HR – the way forward
• HR Risk Management

Aims

The aims of this research project were:

· To determine national benchmarks for L&D in South-Africa

· To provide a comparison of national benchmarks with international norms

· To infuse the latest L&D best practices in curriculums at universities

· To facilitate inter-institutional collaboration in the areas of articulation regarding HR and HRD qualifications, as well as research

· To position UNISA, UJ, NMMU, NWU and VUT as active national participants of the HRD Universities Forum (HRDUF) in pursuit of the National Skills Development Strategy III.

Results about key benchmarks

The key findings of the report are as follows:

• South African organisations spend3,11% of payroll on training (3,13% in 2008 and 3,60% in 2009), significantly above the 1% required by the Skills Development Levies Act, and more than the amount as reported in the USA State of the Training Industry study (2,24%).

• 96% of organisations have human resource information systems (HRIS) in place which is five percent more than in 2009.

• Performance management data (83%), questionnaires (78%), and interviews (62%) are the major training needs analysis methods. Significantly, the use of performance management data increased by 17% from 2006 and moved up from being the third most popular to first place this year.

• Over the last couple of years, there has been an increase in outsourcing. External design increased slightly to 57% in 2009 compared to 53% in 2006. In 2010 the figure stands on 53%, a decrease from the figure in 2009. External delivery increased to 54% in 2008 (52% in 2005, 37% in 2006 and 53% in 2007). In 2010 external delivery constitutes 52%, another slight decline.Internal design increased to 47% in 2010 while internal delivery constitutes 48% in the same year.

• Despite the growth in e-learning, classroom training is still the most popular method of training. Its prevalence has increased from 58% in 2003 to 66% in 2010. The use of e-learning has increased from 17% in 2003 to 26% in 2006and has grown further to 30% in 2007 (33% in the USA). In 2009 e-learning has dropped to 27% but again increased to 33%in 2010.

• While only 9% of organisations measured the financial ROI of training programmes in 2004, this figure has increased substantially to 40% in 2008. In 2010, 39% calculate the Rand value ROI of training programmes.

• Interestingly, 72% of South African organisations use mentoring and coaching, and 33% of them said that it is either “effective”, 18% “very effective and 30% ”effective to a certain extent”.

• Responding to the prevalence of talent management, 49% of companies have talent management strategies in place in 2009 and 53% in 2010, and 30% of them view its implementation as “effective” and 11% as “very effective.”

· Regarding differences between the size of organisationsand different training types the following can be reported:

- Small organisations tend to focus more on business skills and sometimes general skills.

- Medium-sized organisations tend to focus less on general skills and less on all skills than large organisations.

- Large organisations on the other hand focus more on all skills except business skills and sometimes general skills.

· As far as differences between the size of organisations and general dimensions in training are concerned:

- Small organisationsfocus less on Information resources, ROI, HRD, eHRM and HRIS than larger companies. But they focus more on Mentoring and Talent management than other organisations.

- Medium organisationsfocus less on Mentoring and Talent management than other organisations.

- Large organisationsfocus more on Kirkpatrick framework, HRIS, HRD, ROI and Information resources than smaller and medium organisations.

The greater sample size of this survey provides a more comprehensive view of workplace learning in South Africa.

The comments of respondents on the training and organisation development industry varied from highly positive with constructive suggestions, to severe criticism. Of particular concern is a widely held view by respondents that top management only pays lip-service to workplace skills development and that often training figures and funds are misrepresented. However, there is also the opposing view that the focus on training and staff development, including planning and funding is constantly improving.

There is a need to blend the needs and dictates of the organisational business strategy with that of the National Skills Development Strategy. The need for scarce skilled-staff and the shortage thereof is a challenge in both the public and private sectors and throughout this research prominent emphasis by HR and L&D practitioners are placed upon on this dilemma.The lack of adequate funding still remains an issue although the percentage payroll employed for training compares favourably with that of the USA.

Be that as it may, despite our education backlog and skills crisis, South African L&D managers have performed very well in comparison with their international counterparts on key benchmarks such as training investment, e-learning, mentoring and coaching and talent management.

For more information about the research partners of this project visit www.astd.co.za and www.sabpp.co.za Copies of the full report may be ordered from Sandra Erasmus on sandra@sabpp.co.za

Interview with God - Screensavers

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Interview With God

The opposite of Old is not Young

"The opposite of old is not young. The opposite of old is new.

As long as we continue to experience the new,

we will gloriously inhabit all of the ages that we are."

(Susan Sark)

To experience the “New” we need to open up to change. A concept I thought I was Okay with. I always believed that I was change resilient. Then, I came to a shocking realisation, that I, like most people am comfortable about the “old”.

I like my space to remain as it is, with its wild abandon, but still the same. I like to know that the people in my life are the “same”. The most startling realisation of this was when I experienced a “change” in my mother – the constant in my life.

There for me – sharing a close and special friendship.

I should not be surprised that Mom’s life testimony should become my directory for managing change.

The first monumental change, was when she was shot in the face during a hijack attempt in 1995, and her world took on major changes. Having partial to little sight in her remaining left eye, very little sense of smell and a false right eye – her independence was remodeled. Needing to depend on others for assistance in driving to the shops or going anywhere for that matter – she took charge of this change by learning to walk around her neighborhood with the aid of a stick. She said to me the fear of not knowing who was “out there” motivated her to such an extent, that she was determined to meet all the people outside of her home. The neighbors and passers by. She walks every morning and greets everyone she passes. Looking directly into their faces (she can’t see them) and directly facing her fear.

Not being able to work to earn her living, she took on her first love – painting. First in water colour and now with the advent of acrylic water colours she now can paint on canvas again. The fumes from acrylics affected her damaged sinuses that water colour was her only option. Her dream of having her wall covered in pictures came to fruition...now they are a gallery of her work, as is our home.

Her other hobbies – dress making and cooking also flourished. It’s hard to believe that a person, who can only see spots from one eye, could sew her granddaughter’s First Holy Communion dress (the closest you can get to a wedding dress).

These changes happened apart from me, a witness and support. From my vantage point, she was the “same” the mother I knew, she dealt with all the adversities – we all did, but she was still the “same”. Little did I know that what I had taken for granted and depended on would “change”.

HER constant – Eddie died in 2009. How could I expect her to remain constant? I did. I felt that she would definitely mourn and we did together. But having spent 22 years with a man – her constant – now he was gone, obviously creates change. The space he left behind will always be his, but life shifts to accommodate this space.

Mom’s friends rallied around her, and I have never in my life witnessed the power of a network of friends. Because Mom is dependant on others for her mobility (she can’t drive). In order to deal with the pain and heartache of not having Eddie by her side, she went “inside” and her inner self emerged. A person I had only known for a few years before she married Eddie and after she and Dad divorced in 1978.

My inner child and her inner child have met...and it hurts...a raw pain, something that I would rather hide and keep covered up.

I look at the same woman but see someone else, I look at myself and see someone else too. I fear what I see, I don’t know it. The constant has gone and in its place is something intangible and difficult grasp. I cannot “see” it and I cannot clearly identify it either. It has no defined outline – it’s just there.

Mom has met a man who cares for her deeply, and she for him. Why do I at this point struggle to “name” him? We give the people in our lives “tags” like: my mother, my father, brother, sister, step-father, friend, boy friend...etc. I resist giving him a “tag”. He is simply Eric. I “see” how he makes her happy, I “see” how she has become the woman she has yearned to be. She has a lightness in her step, a sparkle in her eye, a smile which doesn’t leave.

I “see” too, how her home has become more his home...an recently “their” home...I “see” that this is good, but I feel I don’t belong. The person I was – doesn’t belong anymore. Is it because that person in me reminds her of Eddie? Perhaps?....

So when the two people meet we rub...a bit...and it’s sore, deep, deep down inside.

So I pull away. It’s easier to go back to my “old” safe place than embrace the “new”. The “new” means confronting my inner self.

Mom is taking shape into the person she was before, attractive and youthful and beautiful. My “old” self inside feels uncomfortable, we weren’t meant to go “back”...but forward. I could depend on her becoming “old”. I resist this and I feel angry for this reflex. Why can’t I just let it happen and stand back to observe, why do I have to feel?

The answer, I believe lies in the fact that we are all connected and when change happens to one person we can either choose to detach completely from this and remain the “same” or we can allow it to “change” us too. This requires faith. Faith is believing, despite not knowing, defining and seeing what will come. Walking in the “dark” and believing that what will come out at the other end will be better, will be good for me and will make me stronger. I have faith that I am where I am meant to be. I have entered the journey and I have faith that there will be ground ahead to carry me, even if I cannot “see” it. I will change – I will become “new”. It will be good and I like my Mom have an amazing network of friends to carry me when I “can’t” or when I “fall”.

If You Were the Chief HR Officer of BP

> Latest estimates gathered from the US government's geological teams, estimate that the rate of flow of the BP spill is more like 30,000 gallons a day, the equivalent of one Exxon Valdez spill every 8 days, in the gulf of Mexico and moving fast. Aside from the public verbal blunders of BP's CEO, it has also been shown that BP took some shortcuts on this deep and perilous endeavour; BP has always claimed to be a leading expert in the safe quest for more, deeper, oil; they have teams of authorities and PhDs on their payroll. I realize that managing public opinion and damage control were important to such a public organization; yet, clearly their CEO, as the supreme representative of the organization, has lied, misrepresented the organization and his organization is the author of a major catastrophe.
>
> Should a CEO be held accountable for organizational outcomes and suffer the supreme consequences for the whole organization? After all, he has been, based on documented evidence, rewarded(bonus/stocks/millions) for previous company successes ; how should he now be punished for company failure(s)?
>
> QUESTION TO ALL HR(AND NON HR) COLLEAGUES If you were the Chief Human Resources Officer of BP, in the midst of this catastrophic ecological and economic disaster caused by your CEO(yes, his firm, his complicit subordinates etc?), what would you recommend be done with its CEO?...I say fire him! What do you think?

Kenton - Uncle Clive's House

Kenton - Uncle Clive's House

Baffled by the Generation Ys

In the last six months I have been facilitating a group of sales reps from one of our top five banks in SA. Coupled with this, having attended and completed the Personality Compass presented by VHL in Johannesburg, I have taken a deeper look introspectively as to why I find these groups so “difficult” to facilitate. I am passionate about facilitation, and in fact when I am away from it, I suffer withdrawals much like that of a hardened addict. I facilitate adult groups and also teach teenagers and pre-grade children, but never have I come across a group of people who challenge the theories of learner pedagogy!

I perceive the following challenges (no not problems) in facilitating these groups. There is good rapport between myself and the group, but pulpable resistance to training. I have asked pointedly if this training is what they want…”Oh yes…” but no further comments. Asked if they are committed ….”Yes, but you know it’s difficult, there’s soooo much work!”

Attendance is good, not the best because family life is priority. The qualification they are studying towards requires them to do self study at home and then write tests…we have called them Knowledge Questionnaires to try and “soften” the blow. It’s like pulling teeth to get them to sit for two hours to complete a combination of multiple choice questions and written answers from a short paragraph to an essay.

I have also observed that the group blatantly “cheats”. Gosh, I am horrified, as a baby boomer myself, I would NEVER have contemplated cheating – copying from a friend, hushed whisperings of the answers (albeit in another language – which I am NOT supposed to understand – but I have studied Zulu so can catch the gist of what is being said). I balk at being hooked into “teacher” mode – strictly laying down the law!!! I am not that old.

So typical to my Personality compass of a SW – I give them stern looks, intimidating body language and when pushed become the school Mam!!! I complain back at my office about how little work ethic they have, how my children of 10 and 7 can do better than them and stamp my feet in horror, to only return again the next month and repeat the cycle.

Today it hit me!!! My AHA moment… the problem is not them it’s the difference in the way they are “hard wired” to perceive and relate to the world. Linda Gratton mentioned in her conference here in SA that Generation Y characteristics cut across all cultures and continents…so why did it take so long to sink in?

Googleing “Generation Y” I found a host of sites and excess information and graphics on the topic!!!

In case you are interested…the following description sums my dilemma up in terms of the USA context, which as Linda Gratton said, cuts across all cultures and countries:

“Born during a baby bulge that demographers locate between 1979 and 1994, they are as young as five and as old as 20, with the largest slice still a decade away from adolescence. And at 60 million strong, more than three times the size of Generation X, they're the biggest thing to hit the American scene since the 72 million baby boomers. Still too young to have forged a name for themselves, they go by a host of taglines: Generation Y, Echo Boomers, or Millennium Generation.” (http://www.businessweek.com/1999/99_07/b3616001.htm by Ellen Neuborne in New York, with Kathleen Kerwin in Detroit and bureau reports)

Heading for my forties, I feel REALLY old!!!

No wonder I don’t “relate” to my groups. The problem is in how we get our message across. The challenge I am now faced with is, in adapting my style to be able to hit home…

Learner pedagogy!!! The basic principles of facilitation….Uh duh!!!

Further, my problem goes deeper, my resistance to accepting that there is a divided between my “generation” and theirs. I am not just standing fixed in time no matter I feel inside, the divide grows wider. So I must get with the beat!!! Pull my pants down to show off my crack – trash the granny panties. Put wires in my ears and blast them with music (Rolling Stones is good) and keep up my status on Facebook, join Twitter and think of some radical ways to revamp my Knowledge Questionnaires…I will get back to you on how this is going.

Opinions on the recent changes with regards to SA SETAs

I have recently read a very well written opinion regarding the recent changes regarding the SETAs (Sector Education and Training Authorities) in South Africa. The paper I have included was written by Dr J.P. Nel, MBL, D. Com (HRM), D. Phil (LPC) the MD of Mentornet.

COMMENTS AND INPUTS ON THE NEW SETA LANDSCAPE

Introduction. The recommendations to the Minister of Higher Education and Training on a possible new SETA landscape should be read in conjunction with the third version of the National Skills Development Strategy (NSDS III), seeing that the SETAS are expected to play a major role in the implementation of the strategy.

In general the recommendations as well as the NSDS III are well-formulated and most certainly based on constructive and promising objectives for the future. It is almost unfortunate that one invariably focuses on the flaws rather than the strong points of such recommendations and strategies, because in a way it might create the impression that the documents are not acceptable. This is not the case, and the role players in the formulation of the recommendations and strategy should be commended for work well done. The purpose of this document is, therefore, to offer some additional arguments that might help to improve what are already good planning documents.

At the same time one need to take note of an important perception that exists in the ETD environment, namely that the SETA functionaries do not have the knowledge, skills or will to provide a professional service. Should this be fact, then restructuring will not solve the problem of non-performance by SETAs. This sometimes leads to window dressing, so that the real performance of SETAs that are said to do well can be questioned. The criteria against which SETA performance is measures are flawed in the sense that they leave too much room for malpractices and misrepresentation. For example, SETA performance is often measured against how many people are trained as well as the percentage pass-rate on especially Learnerships. The result of this is that SETAs chase numbers – they expect learning institutions to guarantee them that a certain percentage learners, usually 95% or 100% will be found competent, else they will not be paid for their services. This invites fraudulent practices, such as insufficient assessment, subjecting learners to worthless assessments or no assessment at all, etc. Learners are issued with certificates even though they are not competent, with the result that they don’t add any value to the workplace – they still can’t do the work that they are supposed to do. No restructuring will solve problems like this.

The proposed new SETA landscape. It is important to evaluate the table given on page 1[1] against the criteria listed on the same page. From this the following comments can be offered:

1. The general impression is that “punishment for non-performance” served as the main criterion rather than the criteria listed. This can mean that the real cause of the underperformance of SETAs will in all probability not be resolved by the proposed restructuring of the SETA landscape. It is unlikely that the people in the system will be much different from the current ones. The general perception amongst stakeholders is that the people who are responsible for the functioning of the SETAs do not have the knowledge, skills or will to render a professional service to their constituent members.

2. It is not clear how Forestry can be grouped with Agriculture, Food and Beverages if fit for purpose, or function is a criterion for grouping. One should be wary of grouping functions that differ substantially, because it increases the technical knowledge and skills required of the officials in the SETA, perhaps even to the extent that the ability to function can be eroded.

3. Again, in terms of functioning one would imagine that SETAS like Bankseta, FASSETT SETA and INSETA could be grouped together. (As a FINSETA.) But they are some of the “better” SETAs, which demonstrates my argument that punishment rather than functionality was the core criterion.

4. It makes sense to remove NGOs, Trade Unions and Political Parties from the ETDP SETA, but increasing the participation of the three quality councils in the functioning of the ETDP SETA might be a wrong option. The reason for this is that shared control is seldom successful because it creates conflict, power games and the inability to affix accountability. The consequence of this can be that the quality assurance bodies (CHE/HEQC, Umalusi and the QCTO) might (mis)use the situation for not performing as required. Besides, the ETD function should not be confused with the actual process of education, training and development. ETD should be offered on all possible levels and it is quite foreseeable that all three quality assurance bodies will accredit providers and register qualifications in ETD on their particular levels and in their fields.

5. If the Electrical sub-sector is transferred to CETA and water distribution is incorporated with the ESETA, then one should consider changing the name of the ESETA to more accurately represent its sector/function.

6. Transferring Motor and Petrol retail sub-sectors out of MERSETA to W&R SETA makes sense.

7. Keeping CHIETA and MQA unchanged makes sense and are good examples of SETAS that accurately represent their functions and sectors.

8. SASSETA is a challenge. The SANDF, SAPS, private security companies and traffic police don’t have the same functions at all and should, therefore, not be grouped under one SETA.

The SETA landscape and the NSDS III. Legislation seldom improves performance. What is needed is a change in the attitudes of workers on all levels. In this respect the NSDS III pursues the right vision. It is correct that the role of skills development is central to the achievement of economic growth, decreased unemployment, promotion of lifelong learning, combating crime, improvement of community health, provision of professional services, etc. All of this is dependent on preparing good skills development plans. There is, however, one serious flaw in the SDF processes which is the reason why Workplace Skills Plans and Sector Skills Plans do not lead to the promotion of the social structure of South Africa, and that is the manner in which WSPs and SSPs are prepared. The entire focus is on money, i.e. Skills Levies when what is needed is a focus on critical skills needs. Yes, all SETAs identify critical skills needs, they plan skills development, execute some of it and submit Implementation Reports/Annual Training Reports, but none of this leads to a reduction of unemployment. Neither does it add value to the workplace. Why is this so?

The reason why the SDF processes do not work is twofold. Firstly, as already mentioned, too much focus is placed on Skills Levies. Some employers make use of consultants to prepare WSPs and IRs/ATRs for them and to claim their Skills Levies back. Many such consultants do not care about skills development, adding value to the workplace or reducing unemployment. All they are interested in is in their share of the levies that they claim for their clients. Employers list skills needs that often are not – if we were to ask them how many people they will employ or promote if such people will be trained in the skills that they listed they probably will not be willing or able to employ or promote any, or just a few. If we evaluate the value that people who were trained according to the WSP added to the industry we will probably find that it is very little, if at all. SETAs, in turn, are more concerned about performing as required rather than skills development. Some of them even use computer-based software with drop-down menus that spit out SSPs and IRs without really analyzing the skills needs in the sector. They even have drop-down menus from which skills development strategies can be chosen!

Employers should be involved much more directly in the identification of skills needs. They must be required to commit themselves to the number of people that they will employ or promote, should they receive the skills needed, and they should be involved much more directly in the education, training and development of their employees and prospective employees, especially in providing real opportunities for gaining experiential learning. SETAs should consolidate the skills needs and organize, coordinate and monitor the ETD that emanates from WSPs. The criterion for SETA performance should not be numbers trained and passed, but value added to the workplace.

The suggestion that public learning institutions should be used more extensively to train people is necessary, as is the idea of reinstituting technikons (even if they might still be called universities of technology). It is, however, not clear where the professional instructors, lecturers, researchers, etc will come from. One must guard against destroying the progress that has been made so far just to be new and different – new and different must also be better. In this respect the vision of an inclusive society is a step in the right direction. It is really sad that the community has been denied the services of so many professional and learned people, especially instructors and lecturers, just because they were not the right colour. In fact, denying the youth access to best practice ETD is double discrimination, because it not only discriminates against those with the knowledge and skills, but also against those who were denied the knowledge and skills for so many years. An important strategic objective would be to promote cooperation and trust between all people of South Africa, because it is the only route to real reconciliation and national growth.

Full qualifications are not the only route to critical citizenship. There are many examples in the world where countries progressed rapidly because of a multitude of short courses. South Korea, the Scandinavian Countries and Ireland come to mind. Employers can often not afford to release workers for long periods of time to be trained, and few employers need all the knowledge and skills that are included in full qualifications. Short courses are often much more focused at the achievement of critical skills and therefore also a much more efficient option. Besides, if all the Quality Councils will in future be expected to focus more strongly on full qualifications, then the current situation where we have three NQFs that are not even linked, let alone integrated, should receive urgent attention, since it does not promote transferability of credits or qualifications between different levels of learning, and therefore also not lifelong learning.

Recognition of prior learning is, indeed, important. However, it is not an easy route towards the achievement of qualifications, because people applying for assessment through RPL still need to provide evidence of competence. We must not forget that learning is not about receiving certificates; it is about adding value to the workplace and job creation. RPL can be used for the redress of injustices of the past, but we must be careful not to create new injustices by issuing people with certificates which can qualify them for positions with which they cannot cope. It is much more important to truly prepare people for positions by giving them the knowledge and skills they need for the jobs – active ETD is true capacity building and empowerment.

Close. The most important change that is necessary in the SETA landscape is a change in attitude. People must be sincere and passionate about making South Africa a model of skills development from which the world can learn. Focusing on ETD is critically important, and we must not see skills development as something that others must do. All of us must become lifelong learners. Cooperation, trusts, and accountability are the three most important values that we should focus on.

In summary:

• It is unlikely that the restructuring of the SETA landscape will improve the efficiency of the SETAs if the capacity, knowledge, skills and attitude of the role players are not addressed as well.
• SETA performance in terms of promoting Learnerships should be judged against how much value the learning adds to the workplace and if it creates jobs or at least enable people to fill vacant jobs and not against how many people were trained and what percentage received certificates.
• Non-performance should not be tolerated, but should also not be the reason for restructuring unless irrevocable evidence is available that the current structure is the cause of the non-performance.
• Functions should be the main criterion for restructuring because it facilitates efficiency. The fact that the people employed in the SAPS, SANDF, Correctional Services, Traffic Police and security firms all wear uniforms is no justification for grouping them all in one SETA.
• The solution to the current SETA structure is not necessarily a smaller number of SETAs. In fact, the real solution might even be more SETAs.
• Improvement in service delivery will not be achieved with legislation, but rather with capacity building and changing the attitudes of people towards values like honesty, work ethics, etc.
• Employers should be involved much more closely in the identification of critical skills needs and the satisfaction of the needs through ETD and experiential learning.
• Short courses should not be neglected and the value of full qualifications should not be overestimated.
• Change must be aimed at improvement and not just demonstrating that something new is attempted.
• RPL is important but not a short cut to receiving certificates. ETD is not about receiving credits or certificates, but rather about gaining additional knowledge and skills that will enable people to work more productively.

Dr J.P. Nel, MBL, D. Com (HRM), D. Phil (LPC)

MD Mentornet

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[1] DRAFT NOTICE FOR PUBLIC HEARINGS. NATIONAL SKILLS ATUHORITY: HEARINGS ON THE PROPOSED NEW SETA LANDSCAPE

Learning and Development in South Africa

I have recently been awarded the honour of co-chairing the Learning and Development committee of the SABPP (South African Baord for People Practices).

As one of my first tasks as the new appointed I have decided to conduct a survey, the results of which will also serve as research for my current continuous professional development work in ODETD.

To this end, I urge all of you to please click on the link below and complete the survey.

Thank you

Click Here to take survey

There is time for everything and season...

It's not easy when four beloved people die...

These last few months have been challenging to say the least.

First Eddie, then Granny, James and the final straw Werner...all exceptional people.

this lead me to thinking about how we process death. Some people said to me because both Granny and Werner had lived long lives, it's "easier" to process their deaths. We all knew James was terminally ill. Eddie's death therefore was more of a shock...
I disagree, we process death in relation to the relationship we had with that person.

My love for each of these splendid people ...that's what makes it hard to deal with. They were a presence in my life, they contributed something truly meaningful to me, the loss of that, that's what makes it hard for me.

A good friend said to me in the midst of this heartache...the hole or gap that's left in your heart is meant to be there. Don't try to fill it. It belongs to that person.

.....love and peace to their souls...the holes you have left within me are yours forever!

Speak to us of Death...

Then Almitra spoke, saying, We would ask now of Death.
And he said:
You would know the secret of death.
But how shall you find it unless you seek it in the heart of life?
The owl whose night-bound eyes are blind unto day cannot unveil the mystery of light.
If you would indeed behold the spirit of death, open your heart wide unto the body of life.
For life and death are one, even as the river and the sea are one.

In the depth of your hopes and desires lies your silent knowledge of the beyond;
And like seeds of dreaming beneath the snow your heart dreams of spring.
Trust the dreams, for in them is hidden the gate of eternity.
Your fear of death is but the trembling of the shepherd when he stands before the king whose hand is to be laid upon him in honour.
Is the shepherd not joyful beneath his trembling, that he shall wear the mark of the king?
Yet is he not more mindful of his trembling?

For what is it to die but to stand naked in the wind and to melt into the sun?
And what is it to cease breathing but to free the breath from its restless tides, that it may rise and expand and seek God unencumbered?

Only when you drink from the river of silence shall you indeed sing.
And when you have reached the mountain top, then you shall begin to climb.
And when the earth shall claim your limbs, then shall you truly dance.

(Kahlil Gibran – The prophet)

My tribute to a great man - Eddie Shepherd

When I think of Eddie I think of:

Faith: Eddie was blessed with deep and true faith. Never one to parade it before others, but always living it out each day, in all he did, and with all he met. He lived his beliefs with purpose and forethought.

Constancy: He was always constant in his promises, to his love for others and to his purpose.

Commitment: Eddie was deeply committed, to Mom, to his children and step-children, to his sport, to the choir and to God.

Fun: Eddie enjoyed having fun. I remember the dinner dances he took Mom to, the Shows they saw together, hunting and fishing with Grandpa and all the wonderful trips around South Africa he went on with Mom and friends.

Eddie always began with the end in mind…like having dessert before the main course.

He was sentimental. I can remember the love notes he would leave Mom on the condensation of the windows on winter mornings.

Above all he had great sight…
He saw the truth
And could spot birds better than anyone I know.
He taught me to look beyond the obvious…not just the pretty bold birds, but to seek out those that always get overlooked…the little brown birds. This he did this in life too.

He loved music and one of his favorite songs he could sing so well. I believe he is singing this song for us today:

I see trees of green, red roses too…
I see them bloom, for me and you.
And I think to myself…what a wonderful world.

I see skies of blue, and clouds of white.
The bright blessed day, the dark sacred night
And I think to myself…what a wonderful world…
The colors of the rainbow so pretty in the sky.

Also the faces of people going by,
I see friends shaking hands, say how do you do?
They’re really saying, I love you.
I hear babies crying. I watch them grow.
They’ll learn much more than I’ll ever know.
And I think to myself…what a wonderful world.

Yes I think to myself…what a wonderful world.

By Louis Armstrong

Eddie was always present: He was at every birthday party for his grand children, all my family events and even the children's school concerts. He loved being called Grandpa.

Blessing in “De Skies” = disguise!

I have been pondering the philosophies and “fad” wisdoms surrounding struggle and heart ache.

I have and support such books as The Secret and The Shack, I have also taken another step and just read an awesome book: Solving Tough Problems written by Adam Kahane. What an extraordinary man! What got me hooked was a lecture I attended (in my attempt to gain wisdom and knowledge = continuous professional development) presented by Len Turner. He mentioned the Flight of the Flamingos – one of four scenarios – a method of problem solving used by our SA leaders in the turn to democracy. I had heard “the flight of the flamingoes” being spoken of but had very little knowledge or true understanding of it. Len Turner’s lecture was so inspiring I bought the book and read it.

I have so many business and spiritual books to read, I thought I would first read the online book summary and foreword by Peter Senge – an author I follow in my line of business. But the introductory paragraph grabbed me instantly:

“Tough problems usually don’t get solved peacefully. They either don’t get solved at all – they get stuck – or they get solved by force. These frustrating and frightening outcomes occur all the time. Families replay the same argument over and over, or a parent lays down the law.”

The appeal of these words was due in part, probably because the family was preparing for the coming together of generations in celebration of my Grandmother’s 90th birthday. This brought with it preemptive anxiety as we feared the worst in facing unresolved family issues. For me personally, I feel stuck between two awesome families whom I love dearly, but who don’t see eye to eye on many things. Tough Problems.

Then there is the fact that things seem to be getting tougher and tougher financially!!!

I then put aside Adam’s book in search of more peaceful and calmer solice…The Secret, which I read and re-read, and even listen to on audio. How do I move from this place of toughness?

Life goes on, and work carries on. The birthday party went very well – from my perspective. Most importantly Granny had a wonderful time, surrounded by family and dear friends. Dad’s speech was very profound…and stirred within me…but the toughness continues unabated.

I went into a meeting and the four people in attendance began sharing their “tough” times. Tough problems abound….I thought: “at least I am not alone”

Then a colleague said something truly wonderful in response to all our troubles and woes: “These may be a blessing in disguise, you know, in de skies…” as he point upwards. He also said, “when things get scary don’t look down, look up in de skies….”

PUSHING THE BOUNDARIES

My last post was about zoning out...
I decided that in order to live by this maxim I would leave Gauteng behind and head for the mountains.

Where I am now. In the spectacular Drakensberg. Sitting under the splendor of the Amphitheatre, Baboon Head Rock and the Central Berg.

On our second day here, after suffering from a bout of Cystitis and suffering the pains of my body. I decided the family needed to go for a hike across the mountains above our chalets to the Wishing Well and beyond.

Note, it was me (not too well) David, the fittest of us all, Gabriella 9 years and Susanna only 5 years old. Off we went. We did ensure that the hotel knew we were going out and that if they did not hear from us by 6pm that they need to send a rescue party out to find us.

The Horns headed off for their “Grand Explore”!

I really enjoyed being above the world looking down for the height, seeing and discovering new flowers and bugs. Just being free….
It was going so well…
Then we had to find a way down from the mountain. The paths all ended and there were sheer rock faces below. We could see the jeep track below, way below!

No problem, David and Susanna went ahead to scout for a path. Gabriella and waiting, waiting, waiting. Then we both decided to follow the buck spoor. Surely buck would be sensible and find a route up and down the mountain?

Off we went. My shoe broke...yup a R800 pair of hiking boots! The sole broke clean off!!!
Try walking down a sheer gradient with a slippery shoe! Without the rubber sole all that was left between my foot and the ground was a piece of felt and leather.

I had a big backpack on …you need water on a hike and the energy bars and a jacket, just in case.
Gabriella was behind and I would take a foot into the unknown and she would place her foot down where mine was. I would save her from falling, as my back pack would cushion her fall.
It began quite well, but all of a sudden the grass grew taller, above my shoulders, way above Gabriella’s head! We could no longer see the buck spoor! Stinging nettles everywhere and still no sight or sound from David and Susanna.

Holding back my fear and frustration and not to mention my growing discomfort from the heat and broken shoe, I pressed on. One foot at a time, then oh boy! I slipped, slid on my ass and tumbled down. Stopped after a time by a boulder, which landed on top off stomach! Please don’t ask how. Gabriella looking down on me trying not to laugh, asked if I was OK. I was, thankfully. We then burst into uncontrollable laughter, made worse by our fear and frustration.

I then picked myself up and pressed on. However, I fell three more times after that, and each time worse than the first. My ankle twisted, my ass hurt and I had burs and grass spikes in all sorts places I never knew existed!

The last fall I just sat down and cried, I had my tantrum there in the mountains. I felt helpless and totally out of control. The mountain was bigger than me. I was not as fit as I imagined myself. I am not as young as I imagine myself to be. It was humiliating that I could not do this!!

Thinking back on the hike, I am proud of my girls, two little girls who managed such a long and strenuous hike. Witnesses to their mother’s swearing…more vile language came out of my mouth in that hike than I have ever uttered before. They were witnesses to my childlike tantrums and grumbles.

I am proud of my body, carrying me all the way. I am also proud of myself, because despite my final tirade, I did it. I hiked up the mountain and down again.

I am proud of David putting up with the females in the family.
All the things we think we can’t do are just our mind’s limitations. We CAN do whatever we set our mind on. The mountain cliff’s boundaries were just an illusion. I needed to look past this, my fear, my physical limitations and take just one step at a time. I made it to the jeep track, all in one piece.