Meet Mpho! From learner to permanent employee, Mpho shares how important growth is for her. Click below to watch her video.
For Women’s Month, we’re shining the spotlight on some of our wonder women, helping make Training Force a leading, trusted provider of training across our country. Happy Women’s Month from all of us to you.
Three cheers for Quinley! From learner to manager, Quinley’s love of her family and dedication to hard work has driven her to admirable highs within our company. Click below to watch her video.
For Women’s Month, we’re shining the spotlight on some of our wonder women, helping make Training Force a leading, trusted provider of training across our country. Happy Women’s Month from all of us to you.
Praise for Pamela! From intern to business partner. Pamela’s success story is full of challenges and victories as she makes her way in business. Click below to watch her video.
For Women’s Month, we’re shining the spotlight on some of our wonder women, helping make Training Force a leading, trusted provider of training across our country. Happy Women’s Month from all of us to you.
Deloitte Employees Share Industry Insights
Gain valuable knowledge from Deloitte professionals to thrive in the workplace. Topics include:
By Daniel Orelowitz, MD at Training Force and Trenton Birch, CEO at Cheeba Africa
South Africa stands at a crossroads. The recent elections have brought renewed hope, but the nation faces a persistent challenge: unemployment. It is essential that unemployment is addressed with urgency in order to avoid economic stagnation, social unrest and wasted potential. The key to solving the problem of unemployment lies in education and skills development. By prioritising practical skills, fostering collaboration, and investing in upskilling initiatives, South Africa can empower its workforce and propel economic growth.
The skills gap is a pressing concern
The current unemployment rate exposes a critical mismatch between the skills our education system produces and the demands of the job market. Theoretical knowledge is valuable, but it’s insufficient. South Africa needs a system that integrates practical training and critical thinking, equipping graduates to excel in real-world scenarios. This mismatch isn’t just a numbers game; it has real human consequences. Unemployed individuals face financial hardship, stress and a decline in well-being. Furthermore, a large unemployed population represents a pool of untapped skills, wasted potential and missed productivity. The cost of inaction is simply too high.
Practical solutions to bridge the gap
Technical and vocational institutions should expand their offerings to include industry-relevant programmes and here, collaboration with businesses in curriculum development ensures graduates possess the skills employers actively seek. Imagine a graduate from a hospitality programme who has not only mastered theoretical concepts but has also gained practical experience in hotel management through an internship.
Their resume would be far more attractive to potential employers. Internships, apprenticeships and job shadowing opportunities further enhance employability by providing valuable work experience. These programmes not only equip individuals with the specific skills employers are currently seeking in the job market, but also boost their confidence as they enter the workforce, as such qualifications relating to an occupation increase their employability and earning potential.
The power of learnerships and apprenticeships
These programmes bridge the gap between theory and practice by offering hands-on experience and mentorship. By expanding and refining these programmes, in close collaboration with industry stakeholders, ensures participants develop the specific skill sets needed to thrive in the current job market.
Learnerships and apprenticeships provide a unique advantage: they allow individuals to apply classroom knowledge in a practical work environment. An apprentice electrician working alongside a seasoned professional, learns not only the technical aspects of the trade but also gains invaluable insights into workplace practices and safety protocols.
This type of real-world exposure is essential to preparing individuals for a successful career. Mentors also play a vital role in these programmes, providing feedback to refine skills and bridge the theory-practice gap. Such a combination of practical experience and mentorship empowers graduates to hit the ground running upon entering the workforce.
Upskilling for a dynamic future
The skills needed for success are constantly evolving, which means that targeted upskilling initiatives in digital literacy, entrepreneurship, and other in-demand areas are vital. Continuous learning equips individuals to adapt and remain competitive in a dynamic job market, given that the digital revolution is transforming industries at an unprecedented pace.
By equipping individuals with digital literacy skills, from basic computer use to data analysis, this ensures they have the skills to embrace change and not get left behind. It is also important to educate beyond simply the theory and practical. Establishing a culture and equipping students with the skills to embrace and practise critical thinking and lifelong learning is an element often forgotten by education organisations but is vital to drive adaptability.
Entrepreneurship programmes can empower individuals to create their own opportunities, fostering innovation and contributing to economic growth and job creation. Only by identifying trends and aligning skills training with current and future job market demands, can South Africa ensure its workforce remains competitive on the global stage.
A call to collective action
Addressing unemployment necessitates a collective effort. Government, businesses, and educational institutions must work together to create an evolving framework for education and training programmes that prioritise practical skills to align with market demands and government policies must be informed by real-world experience to ensure effectiveness.
With mechanisation and AI on our doorstep, educators need to continue to evolve curriculum, teaching practices and work closely with industry to understand the rapidly changing landscape and evolving employment pathways.
Businesses can co-create training programmes and offer mentorship opportunities, providing valuable insights into industry needs. Educational institutions can leverage these partnerships to develop and deliver relevant curriculum. Public-private partnerships are also essential for bridging the gap between education and employment.
The benefits of a skilled workforce
Investing in education, learnerships, and upskilling programmes is not just about individual empowerment; it’s about building a more robust and self-sufficient workforce. A skilled population fosters economic growth as there is more consumer spending and a larger tax base. It creates a more stable society, with individuals less susceptible to the negative consequences of unemployment.
Furthermore, a skilled workforce unlocks the full potential of South Africa’s people. It’s time to unleash this wealth of talent by equipping them with the tools they need to succeed. Ultimately, a skilled and empowered workforce has a positive ripple effect, and businesses can thrive with a readily available pool of competent, skilled human capital. Individuals can achieve financial security and contribute meaningfully to society while the nation reaps the benefits of a robust economy and a more stable social fabric.
South Africa has the potential to be an economic powerhouse, but the path forward requires a shared vision and a commitment from all stakeholders. By working together, we can unlock the potential of our workforce and build a nation that thrives in the 21st century. Let this be the turning point, the moment where South Africa bridges the gap between education and employment, empowering its people and shaping a brighter tomorrow.
By Daniel Orelowitz. Managing Director at Training Force
In South Africa, businesses are required to contribute to the social and economic development (SED) by the Broad-Based Black Economic Empowerment (B-BBEE) Act of 2003. This legislation stipulates the assessment of SED performance through a scorecard covering enterprise development, skills training, job creation, socio-economic projects, and preferential procurement. Companies have the option to fulfil SED obligations through various means like investing in small enterprises, offering training, creating jobs, supporting socio-economic projects, and practicing preferential procurement. Although obligations vary based on size, industry, and location, all businesses are expected to contribute to SED. However, they often struggle to make a meaningful and sustainable impact.
Shifting paradigms to make a real difference
Traditional approaches to social and economic development often involve investing in physical assets like buildings or equipment. While these contributions are important, they may fall short of creating lasting change. The shift towards a more purposeful approach, centred around skills development programs, presents a powerful strategy for businesses with the potential to reshape both social and economic landscapes.
Consider this: a business can purchase and donate the most advanced equipment, but without skilled individuals to operate and maintain the investment, its true potential remains untapped by the recipient. The analogy holds true for SED contributions. The conventional practice of allocating funds to equipment and training suppliers, while beneficial, is unlikely to maximise the impact of SED contributions. In this respect, businesses should consider shifting their approach toward skills development program partnerships.
The strategic power of skills development
A well-designed and well-implemented skills development strategy becomes the bedrock of a meaningful approach to social and economic development. In such a model, businesses earn SED points not just by monetary contributions but by actively investing in training programs.
Skills development programmes have various purposes, including enhancing employability, improving productivity in existing employees, supporting career advancement, and fostering lifelong learning. They encompass diverse types, including vocational training for practical occupations, technical training for specific technologies, business and management training, soft skills development for interpersonal skills, and computer literacy training covering basic computer skills and software applications.
From obligation to transformation
The benefits of such initiatives extend beyond mere box-ticking corporate social responsibility obligations. Skills development programmes play a decisive role in advancing socio-economic development (SED) by equipping individuals and their communities with essential skills that enhance employability, entrepreneurial potential, and overall quality of life. These programmes yield individual benefits such as improved employability, increased earning potential, the cultivation of entrepreneurial spirit, and personal development by fostering self-confidence and overall well-being. Societal benefits include economic stimulation through an expanded pool of skilled workers, reduced unemployment, financial participation, and poverty reduction. Skills development programmes are powerful tools for socio-economic development, providing a pathway to empowerment, economic growth, and a more inclusive and prosperous future.
Financial and sustainable advantages
But why should businesses embrace this approach? Beyond humanitarian reasons, there are practical financial incentives. Every company with a turnover exceeding R15 million is mandated to contribute a percentage of its net profit after tax to SED. Investing in skills development not only fulfils this requirement while contributing to the B-BBEE scorecard, but can also lead to tax incentives, especially if the education programmes align with sustainability and income-generating goals. With skills development programmes as an alternative to physical investments or direct monetary contributions, sustainability becomes a fundamental theme, emphasising the importance of initiatives that outlast the initial investment. As such, the key to a successful skills development programme lies in sustainability and empowerment because it is not just about imparting skills; it is about providing individuals and communities with the means to become self-sufficient.
Collaboration to overcome challenges
The role of training partners in ensuring the effectiveness of skills development initiatives cannot be overemphasised. Businesses must collaborate with skilled training providers who understand the specific needs of the communities they aim to empower. It is not merely about spending money but investing it wisely in accredited programs that impart tangible skills. Because of this, setting up a skills development programme comes with challenges. Many companies grapple with finding the right balance and identifying programmes that align with their objectives. The broad scope of SED, without specific directives, can lead to uncertainty in budgetary and resource allocation. Overcoming these challenges necessitates a thoughtful approach, where companies actively seek out training provider partners capable of delivering sustainable programmes with a clear focus on transforming communities.
Integrating skills development into CSR initiatives
It is also essential for businesses to grasp the importance of skills development within their context of Corporate Social Responsibility (CSR) goals. It is not just about ticking boxes or generating feel-good content for the annual report; it is about making a meaningful impact on communities and contributing to societal well-being. Tailoring skills development initiatives to align with CSR goals ensures that businesses not only fulfil their obligations but actively contribute to meaningful change. The golden thread that will tie it all together is the partnership with resolute training providers. The right training partner ensures that businesses are not just spending money but making a strategic investment in the future. Accredited programmes, delivered by skilled educators, will pave the way for a transformative approach to SED contributions, creating a ripple effect that empowers communities and fosters sustainable development.
Training Force, in collaboration with Cheeba Cannabis Training, has embarked on a ground-breaking initiative to train a diverse group of 100 local farmers in the cultivation and value chain surrounding the production of industrial hemp. The training, which took place at the Fort Cox Agriculture and Forestry Training Institute in Middledrift just north of King Williamstown, was funded by the Eastern Cape Rural Development Association and delivered in partnership by Training Force and Cheeba Cannabis Training.
The comprehensive course covered the agricultural element of hemp cultivation, including the various industrial applications of hemp and how to harvest and process the plants. It also incorporated areas such as the legal framework of the hemp industry, how to produce a number of products from the hemp plant, taking the products to market, and various other elements in the hemp supply chain.
“Hemp has so many different applications, from textiles, paper and food to construction, cosmetics, energy production in the form of biofuels, and more. It also supports efforts to decarbonise, as it can even be utilised as a biodegradable plastic alternative and has multiple environmental benefits, including carbon sequestration, prevention of soil erosion and improvement of biodiversity. However, growing hemp is only part of getting this burgeoning industry off the ground in South Africa,” says Linda Siboto Director and Co-Founder of Cheeba Cannabis Training.
“Together with Training Force, we developed and delivered a comprehensive programme that included a significant practical component. This covered how to plant hemp seed and manage fields as well as low tech applications for the hemp plant, such as hemp bricks, cosmetics, hemp milk and manual decortication to make things like basic fibres like rope. The course also included a module aligned to the AgriSETA National Certificate in Plant Production. This unique programme is a first in the country and will empower the farmers to develop both the value and supply chain around industrial hemp production,” he adds.
South Africa has an ideal climate for hemp cultivation, and the industry represents a significant opportunity for economic growth, rural development, community upliftment and carbon reduction. Globally, it has been identified as a massive growth sector, and it aligns with numerous United Nations Sustainable Development Goals. While agriculture is a catalyst for hemp production, it spreads to so many different industries and could provide significant employment opportunities across the value chain.
“We have worked in partnership with Cheeba Cannabis Training for the past year, combining our industry training knowledge with their expertise in hemp, to leverage opportunities across the country where we have resources to uplift the agricultural sector. This strategic endeavour not only elevates the prospects for local farmers but also contributes to the diversification and sustainability of South Africa’s agricultural landscape. It empowers local farmers with the knowledge, skills, and tools they need to take advantage of the opportunities presented by this young and growing industry,” concludes Daniel Orelowitz, MD at Training Force.
Written by Training Force HR team
While competitive salaries and strong leadership are essential for employee retention, company culture remains a powerful yet sometimes overlooked factor. We often talk about it, but what exactly is workplace culture? And no, it’s not just offering free pizza once a month.
Culture is “the set of shared attitudes, values, goals, and practices that characterises an institution or organisation.” This shared vision is what shapes employee experience. Unfortunately, company objectives can sometimes get lost in the daily grind, leading to misalignment and a potentially toxic environment.
Here are five crucial aspects that significantly impact workplace culture:
Transparent communication is crucial for a positive workplace culture. Employees should feel informed about company goals, changes and expectations. Open channels of communication between management and staff creates platforms for feedback, suggestions and addressing concerns. If the organisation lacks in this aspect, it creates an environment where employees perceive a lack of trust and feel undervalued.
This aspect is vital for boosting morale and engagement. Acknowledgement of employees’ achievements publicly, whether big or small, makes employees feel appreciated and encourages them to continue performing at their best. While most employees would love monetary expression of recognition or appreciation, this can be also be done through awards, shout-outs in meetings or simple expressions to save costs.
Companies must encourage and support work-life balance initiatives. Promote flexible work schedules, remote work options and provide adequate time off. Balancing work and personal life reduces stress, prevents burnout and increases productivity. This shows that the company values the employees’ well-being beyond work tasks.
Employees continuously seek opportunities for personal and professional growth. Organisations should invest in training programs, mentorship opportunities and career advancement paths to provide different avenues for skills development and advancement. This will not only benefit the employees but also ensure a skilled and motivated workforce for the company.
Foster an inclusive workplace where diversity is celebrated and respected. Embrace different backgrounds, perspectives and ideas. Implement policies and practices that promote diversity and inclusion, such as unbiased hiring processes and sensitivity training. An inclusive culture promotes innovation, creativity and collaboration among employees.
Leadership in organisations should prioritise aspects like the ones mentioned above, to create an environment their employees can be proud of and ultimately thrive in. Put emphasis on things like company goals, to ensure staff know what they’re working towards as a team. A great workplace culture not only retains your current talent, but it also fosters high levels of employee engagement, improving productivity and attracting new talent. Through creating a better culture, leadership will be able to bring out the best in their employees, see lower turnover rates and get one step closer to achieving company goals.
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