The Role of Human Resource Development Council of

The Role of Human Resource Development Council of SA (HRDCSA) Brenda Ntombela Head of Secretariat Human Resource Development Council of South Africa 1

Mandate • Advise DP of implementation of HRD policies and strategies guide and shape the HRD agenda. • Medium for constant dialogue and consensus building on HRD • Identify skills blockages and recommend solutions • Promote knowledge management and benchmarking at enterprise and national level • Monitoring and evaluation • Advocacy and communication NB Role of Council not to implement the strategy, but to create a platform where social partners engage in coming up with solution to address bottlenecks in the development of human resources in South Africa 2

Achievements Human Resource Development Council of South Africa ACHIEVEMENTS • Launch of HRD Council; • The adoption of the HRDSA; • The establishment of a Technical Working Group (TWG); • Establishment of the HRDC Secretariat; • Establishment of the Provincial HRD Coordinating Forum; • Adoption of the 5 – Point Plan premised on the National HRD Strategy’s eight commitments; • 9 Technical Task Teams to identify and remove human resource and skills blockages • Marketing and Communication Strategy and Brand Identity in place; • Reporting template for HRD Provincial Coordinating Forums – report on 5 - Point Plan • Three Provinces established their HRD Provincial Councils: KZN, E/Cape & N/Cape; • Draft National Integrated HRD Plan 3

Objectives of the HRDSA 1. 2. 3. 4. 5. Increase responsiveness of training and education to social and economic development agenda Address quality issues in the education and skills development pipeline Address skills shortages in priority areas Establish institutional mechanism for Coordination, integration, coherence, accountability and reporting Optimise efficacy and outcomes of HRD in respect of SA development agenda 4

Five Point Work Plan Strengthen and support FET Colleges to expand access; Production of intermediate skills (artisans in particular) and professionals; Production of academics and stronger industry-educational institutions partnerships in research and development; Foundational Learning; and Worker Education. 5

Technical Task Teams Alignment of HRDSA with NGP FET Colleges Foundational Learning Production of Academics and Industry Partnerships Education & Entrepreneurship Worker Education Artisan Development Production of Professionals Review of Skills Development Institutional Landscape 6

New approach for the National HRD Plan • Ownership and buy-in from participating Departments and entities; • A clear set of protocols that clarify roles of implementers; This model is based on the following key premises: • Government has limited institutional capacity to resolve all socio-economic problems simultaneously; • Only a limited set of priority interventions can be adopted at any one time; and • Horizontal coordination within National and Provincial government is a crucial area of intervention in resolving persistent socio-economic problems. 7

Principles The HRD plan is built on existing work; The New Growth Path, National Development Plan, Industrial Policy Action Plan, soon-to-be white paper on Post School education. The plan aims to look ahead to anticipate the country’s HRD needs; It is aimed at unpacking how the strategy will contribute to the development of critical skills across all sectors of the economy; Monitoring and evaluation of the plan’s implementation will be done; Secretariat will liaise with all partners to ensure that they provide regular reports; Reports will serve to review performance, evolve the plan and highlight success and challenges. 8

CHALLENGES Poverty; Inequality; Unemployment

CHALLENGES ECONOMIC GROWTH

PRIORITY AREAS FOR NATIONAL HRD PLAN Foundation Schooling Post schooling Work place FET Colleges Quality ECD Quality Schooling ; • Practitioners • Facilities Competence and capacity of school principals; • Recognising the need Teacher Development • Development Universities of Technology Education <–> Industry Partnerships; Higher Education enrollment & throughput Resourcing Production of Academics CROSS-CUTTING ISSUES Social issues Rural Development Information and Communications Technology Enterprise Development / Enabling Entrepreneurship Recognition of Prior Learning Career Development Career Progression Every work place a training place

Strategic Goals • Universal Access to Quality Foundational Learning • Expanded Access to the Post-schooling System • Capable Public Sector with Effective and Efficient Planning and Implementation Capabilities • Production of Appropriately Skilled People for the Economy • Improved Technological Innovation and Outcomes 12

Conclusion • Investment in education and training is the main key to progress from one level of economic development to another • Societies need to gear themselves from now on to learning 13

The End PARTNERING TOcan INNOVATIVELY • Together we achieve more DEVELOP SA’s HUMAN POTENTIAL Ngiyabonga Thank You! 14