SOUTH AFRICAN MANAGEMENT DEVELOPMENT INSTITUTE

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SOUTH AFRICAN MANAGEMENT DEVELOPMENT INSTITUTE
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• PRESENTATION TO THE PORTFOLIO COMMITEE
• October 2002

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Focus of the Presentation
Presidential Strategic Leadership Development
Programme
Human Resource Management Training
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SAMDIS INTERVENTIONS
Senior Managers
PSLDP
Middle Managers
Integrated Capacity Building Model
HRMT
Emerging Managers
Frontline Staff
Service Delivery
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PRESIDENTIAL STRATEGIC LEADERSHIP DEVELOPMENT
PROGRAMME
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Objective

• THE PROGRAMME IS AIMED AT
• Recognising and relating Macro issues to the
  Public Service
• Taking account of local and global trends and
  integrating these into strategic plans
• Translating strategy into action
• Emboding and upholding public service values and
  ethics
• Providing skills to manage resources effectively
  to achieve the priorities of government
• Provide platform to create a shared vision
  amongst all employees of a learning organisation

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Modules
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Issues raised in past Portfolio Committee
Presentations

• 51 Programmes booked January March 2002
• - 47 programmes were presented
• - 4 programmes postponed due to departments
  schedules
• Projections - 42 programmes
• - EC Funding not sufficient
• - focus on quality rather than quantity
• Increase in internal capacity
• - Unit increased from 3 to 5 staff members in
• May 2002

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Progress to date
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PSLDP Clients

• National departments
• 18/37 clients
• 685 persons trained
• 2455 person training days
• (persons trained1x8 modules)

• Provincial departments
• 9/9 clients
• 393 persons trained
• 1371 person training days

January 2002 September 2002
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Highlights

• PSLDP Accredited
• - University of North West and Potchefstroom
• - Credits 128 (Honours Degree Equivalent)
• Stand alone module established
• More than a 100 growth in the PSLDP presented
  modules by the end of 2002 as projected
• Independent Impact assessment done

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Impact

• Assessment Conducted (January May 2001)
• - 151 delegates were assessed
• - 97 delegates could implement new skills in
  the workplace
• - 88 delegates will enroll for another SAMDI
  programme

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Challenges

• Rate of growth of the programme future need for
  more staff
• Departments willingness to pay Cost recovery
• External competitors, eg Tertiary Institutions
  offering same modules
• Continous intergration of local and global trends
  in the leadership development
• Distribution of gender in training

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Challenges cont..
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Key Focus Areas

• Marketing of the PSLDP
• Integrate continuous local and global trends in
  leadership development
• Cost recovery
• - Projects secured - R2,2 million for 2003

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Way forward

• Continous Marketing of the programme locally and
  continentally
• Continuous research in terms of leadership
  development and best practices
• Adaptation of modules to keep abreast with
  changes - legislation, global trends

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HUMAN RESOURCE MANAGEMENT TRAINING
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Objective

• Ensure delivery of customised, competency based
  Human Resource Management-training programmes for
  Labour Relations Practitioners, HR
  Practitioners, Line and Senior Managers.

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Training Interventions

• HRM TRAINING
• HR Planning
• Staffing Practices
• Performance Management
• HR M CERTIFICATE PROGRAMME
• Introduction to HRM
• Management Principles
• Strategic HRD
• LABOUR RELATIONS
• IR Skills Development
• Hearing Procedures
• Grievance Procedures
• Promotional of Addministration of Justice Act
• Domestic Violence
• Labour Relations

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Training Interventions cont.

• TRANSFORMATIONAL ISSUES
• Diversity Management
• Disablility Management
• Mentorship
• Gender Equity and Equality
• JOB EVALUATION
• Initial Analyst and Follow Up Training
• Panel Member Training
• Compensation Training

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Issues raised in past Portfolio Committee
Presentations

• Take over (high profile) disciplinary and job
  evaluation training from DPSA
• Assessor Training (Staff)
• Development and Registration Human Resources
  Certificate for Public Service
• - launched and accredited by University of
  Pretoria
• - each module equivalent to 20 credits
• - target HR Practitioners and Managers
• Training on Equity issues

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Progress
January 2002 to October 2002
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Highlights

• PROGRAMMES SUCCESSFULLY LAUNCHED IN 2002-
• Mentorship
• HR Planning
• Promotion of Administrative Justice Act
• HRM Certified Programme
• Domestic Violence
• Compensation Management
• ONE ASSESSOR DECLARED COMPETENT

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Challenges

• PROCUREMENT OF SERVICE PROVIDERS - Tendering
• CAPACITY Full time trainers
• Job Evaluation
• Labour Relations
• Transformational Issues

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The Way Forward

• Focus more on the following provinces
• Northern Cape
• Mpumalanga
• KwaZulu Natal
• Empower presiding officers in the management of
  high profile
• disciplinary cases during 2003 (Pilot in Eastern
  Cape)
• Enhance strategic partnership with
• South African Police Services
• Domestic Violence Training
• Mentorship
• Arbitration Skills
• Gender and Equity

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THANK YOU