Thesis (MPA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: The research project, conducted at AngloGold Limited, a Johannesburg based
international mining company, was an evaluation of the extent to which the company had
i'hlplemented the National Skills Development Strategy. It was prompted by the general
perception that companies were lagging behind in the implementation of this strategy.
The research problem therefore was: To what extent is AngloGold Limited progressing
or lagging behind in the implementation of the National Skills Development Strategy?
As the project sought to evaluate implementation progress, an evaluation research
design was used. Since persons with in-depth knowledge of the implementation of the
National Skills Development Strategy were available at AngloGold Limited, a purposive
sampling method was used. Two techniques were used to gather information: individual
semistructured interviews were conducted with AngloGold Limited personnel and union
members, and an unstructured in-depth interview with a representative of the Mining
Qualifications Authority. Documents of AngloGold Limited and of the Mining
Qualifications Authority were also analysed, and a general review of pertinent literature
was conducted.
The literature traces the history of formal education and training in South Africa back to
1922, when the Apprenticeship Act (Act No. 26 of 1922) was enacted. Notable in the
history of training in South Africa prior to the current dispensation of the National Skills
Development Strategy was the Manpower Training Act (Act No. 56 of 1981.
Notwithstanding its shortcomings, this Act provided a platform from which the current
legislative framework for human resource education and training and subsequently the
National Skills Development Strategy evolved. The National Skills Development
Strategy, which is the government's education and training reform agenda, is one
component of the all-encompassing Human Resources Development Strategy. This
agenda is not modelled on the experience of any particular country; however, there is
evidence that its conceptualisation was influenced to some extent by international
practices. The National Skills Development Strategy is underpinned by three pieces of legislation,
the South African Qualification Act (Act No. 58 of 1995), the Skills Development Act (Act
No. 97 of 1998) and the Skills Development Levies Act (Act No.9 of 1999). The
Employment Equity Act and the Further Education and Development Act also have a
bearing on the National Skills Development Strategy. The Skills Development Act
prescribes what is expected of workplaces/companies in the implementation of the
National Skills Development Strategy. Workplaces play their part in the implementation
of this strategy within the parameters of the implementation process at the macro level.
At this level, the implementation process is progressing fairly well.
The evaluation of the implementation of skills development at AngloGold Limited against
what is expected of workplaces placed it among companies that are progressing well in
the implementation of the National Skills Development Strategy. The company has so far
complied with most of the implementation requirements, except for the strategy for
company-wide communication of the National Skills Development Strategy process. The
company needs to develop an effective and efficient information dissemination strategy
to this end. Moreover, the company needs to move beyond reporting on training in terms
of numbers to providing information on the actual skills acquired. Learnerships also need
to be extended beyond the engineering discipline. / AFRIKAANSE OPSOMMING: Die doel van die navorsingsprojek was om vas te stel in hoe ver die maatskappy
AngloGold Bpk, 'n internasionale mynboumaatskappy gesetel in Johannesburg, die
Nasionale Vaardigheidsontwikkelingstrategie tot op hede geïmplementeer het. Die
navorsing is aangespoor deur die algemene persepsie dat maatskappye in hierdie opsig
besig is om agter te raak. Die probleemstelling was dus: In watter mate is AngloGold
Beperk by of agter met die implementering van die Nasionale Vaardigheidsontwikkelingstrategie?
Aangesien die oogmerk van die projek was om vordering met die implementering te
evalueer, is 'n evalueringsontwerp gebruik. Vanweë die beskikbaarheid van persone by
AngloGold Beperk met 'n diepgaande kennis van die implementering van die Nasionale
Vaardigheidsontwikkeling strategie, is 'n doelbewuste steekproef geneem. Twee
tegnieke is gebruik om inligting te verkry: individuele, semigestruktureerde onderhoude
is met personeel van AngloGold Beperk gevoer en 'n ongestruktureerde, diepgaande
onderhoud met 'n verteenwoordiger van die Mynboukwalifikasie-owerheid. Dokumente
van AngloGold Beperk en van die Mynboukwalifikasie-owerheid is ook ontleed en 'n
algemene oorsig oor die tersaaklike literatuur is onderneem.
Die literatuur spoor die geskiedenis van formele opleiding en onderwys in Suid-Afrika
terug tot 1922, toe die Vakleerlingwet (Wet Nr 26 van 1922) uitgevaardig is. 'n Baken in
die geskiedenis van opleiding in Suid-Afrika voor die huidige bedeling van die Nasionale
Vaardigheidsontwikkelingstrategie was die Wet op Mannekragopleiding (Wet 56 van
1981). Ondanks sy tekortkomings het hierdie wet die grondslag gelê waarop die huidige
wetgewing op die opleiding en onderwys van menslike hulpbronne voortgebou het en
die huidige Nasionale Vaardigheidsontwikkelingstrategie ontwikkel is. Die Nasionale
Vaardigheidsontwikkelingstrategie is een komponent van die oorhoofse Menslike
Hulpbronontwikkelingstrategie, wat die regering se agenda vir die hervorming van
onderwys en opleiding vorm. Hierdie agenda is nie geskoei op die ondervinding van
enige besondere land nie, maar daar is aanduidings dat die konsepsualisering daarvan
in 'n mate deur internasionale praktyke beïnvloed is. Die Nasionale Vaardigheidsontwikkelingstrategie word gerugsteun deur drie wette,
naamlik die Suid-Afrikaanse Kwalifikasiewet (Wet Nr 58 van 1995), die Wet op
Vaardigheidsontwikkeling (Wet Nr 97 van 1998) en die Wet op Vaardigheidsontwikkelingsheffings
(Wet Nr 9 van 1999). Die Wet op Diensbillikheid en die Wet op
Voortgesette Onderwys en Ontwikkeling het ook betrekking op die Nasionale
Vaardigheidsontwikkelingstrategie. Die Wet op Vaardigheidsontwikkeling skryf voor wat
van werkplekke/maatskappye verwag word ten opsigte van die implementering van die
Nasionale Vaardigheidsontwikkelingstrategie. Werkplekke speel hul rol in die
implementering van hierdie strategie binne die parameters van die implementeringsproses op makrovlak. Op hierdie vlak verloop die implementeringsproses redelik vlot.
Die evaluering van die implementering van vaardigheidsontwikkeling by AngloGold
Beperk vergeleke met wat van werkplekke verwag word, het die maatskappy onder dié
geplaas wat goed vorder met die implementering van die Nasionale Vaardigheidsontwikkelingstrategie.
Tot dusver het die maatskappy die meeste van die
implementeringsvereistes nagekom, behalwe die strategie vir maatskappy wye
kommunikasie van die proses van die Nasionale Vaardigheidsontwikkelingstrategie. Die
maatskappy moet dus 'n doeltreffende en effektiewe strategie ontwikkel om inligting oor
die strategie te versprei. Daarbenewens moet die maatskappy verder gaan as die blote
numeriese rapportering oor opleiding en ook inligting verskaf oor die vaardighede wat
werklik verwerf is. Leerlingskappe moet ook verder strek as die ingenieursdissipline.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:sun/oai:scholar.sun.ac.za:10019.1/53259 |
| Date | 03 1900 |
| Creators | Dube, Tobias |
| Contributors | Muller, J. J., Stellenbosch University. Faculty of Economic & Management Sciences . Dept. of School of Public Leadership. |
| Publisher | Stellenbosch : Stellenbosch University |
| Source Sets | South African National ETD Portal |
| Language | en_ZA |
| Detected Language | Unknown |
| Type | Thesis |
| Format | 99 p. |
| Rights | Stellenbosch University |
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