The South African Breweries Limited TRAINING INSTITUTE Apprentice Development

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The South African Breweries LimitedTRAINING
INSTITUTEApprentice Development
Presented By Tony Reddy 30
October 2008
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Content Overview

• Some background on SAB
• Our HR and HRD approach
• As is analysis
• To be analysis
• The Apprentice Development Programme
• - General overview
• - Learning Process Management
• - Benefits
• QA

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Our Purpose in HRD

• The HRD team is the custodian of world-class
  development
• of the Human Capital of the organisation,
• thereby contributing directly
• to business results and shareholder value.

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Our HR challenge

• To employ a disproportionate share of top calibre
  people who will enhance our high performance
  engaging and diverse culture, which, in turn,
  will allow the company to achieve spectacular
  business results.

People
Results
Performance
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Current Reality

• Global Trends
• International talent mobility - opportunities
• Shrinking labour force in developed countries
  talent retained
• International Technical skills crisis
  increasing skills gap in SA
• Scarcity of skills competition / brain drain
• Companies are fishing in the same pool
• Economic growth
• Unemployment levels ASGISA Project
• Artisan demand / supply
• Decline in Apprentice numbers

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Employment Outlook

• 1.2m jobs created over past 2 ½ years.
• ASGISA objective to half unemployment by 2014.
• 5m net new jobs to reach target.
• 500,000 jobs p.a.
• Average 4.3 as opposed to 3.5 over the past few
  years.
• Severe unemployment will probably persist?
  Problem too big for market forces to eradicate.
• No option but to upgrade the skills of graduates
  and workers.

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Supply of Skills in SA

• 8 million unemployed people in SA - shortage of
  500 000 people in managerial and technical
  positions
• 8 of working population post matric
  qualifications - unemployment rate 5
• 46 unemployment rate people with Grade 11
• Required educational levels of recruits - 58 of
  companies indicated NQF 5
• Confirmed by scarce skills research - 50 of
  people required in occupations where the entry
  level is NQF 5 and above

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Decrease in Apprenticeships

• Only 1 500 artisans on apprenticeship training
  (2007)
• According to a study conducted by Mike Macrae of
  Sasol Synfuels
• 33 000 in 1975
• 7 500 in 1990
• 3 000 in 2000
• 1 440 in 2005
• The average age of artisans in South Africa is
  53 years

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Demand - Artisan

• Nationally between 12 500 and 15 000 annually
  (ESKOM alone 12 000)
• FoodBev Sector alone 1 900 by 2010 (sample size
  of 40)
• Supply? (current 1 500?)
• International brain drain

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Burning Platform - SAB

• SAB Ltd artisan turnover high
• Technical Depth
• Time to recruit within SAB Ltd
• National focus on skills significant reduction
  in apprentice numbers
• Economic growth

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Future Reality

• Re-introduction of Apprentice programme
• 60m budget over 3 years
• May 2007 - 76 registrations (30 internal
  appointments)
• Current 121 in system (45 first years)
• Introduction of the Artisan Development Programme
• 7m budgeted over 3 years
• Participation in FoodBev SETA initiatives
• Apprenticeships Section 13 Section 28
• Scarce skills development
• Customised programme curriculum linked to
  business results
• Outsourced learning solutions
• Facilitators up-skilled to deliver revised
  curriculum

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Apprentice Development Process
Apprentice Selection Recruitment Process On
-boarding
Competency Established in Generic Modules
Training Institute
SAB Business Orientation Training
Discipline Specific Modules

• Brewing Process
• Packaging Process
• Utilities Process
• SPC and Product
• Quality (Big Q) / E3
• Ambassador Prog.
• Asset Management
• Problem Solving
• SAP PM
• WCM Modules
• First Aid
• Aids awareness
• PC Skills
• Communication Skills
• Basic Finance

Fitter
Fitter Turner
Technical Qualification N4 N5 N6 ect.
Millwright
Competency Established in Detailed Modules
Electrical
Instrumentation
Plant Competency Established in Unit Standards
/ Modules
Ongoing Training
Competent Artisan
Trade Test

• Machine or
• Process Specific
• Training
• Business process
• Competency
• Acquisition Process
• (CAP / SDP)

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Managing the Process

• LINE
• Training Specialist
• Line Manager
• Engineering Manager
• Coach / Mentor
• Assessor/s

• TRAINING INSTITUTE
• HRD
• Training Facilitators / Coaches
• Consultants
• Assessors / Moderators

Forecasting Recruitment process Development Plan
Skills Programmes Assessment Reports QA
Monitoring Process Trade Test Application
SAP Bookings Development Plan Regional
Training Assessments / Reports Progress Reports
Action Plans
Individual Training Programme
IDP / Career Discussion Portfolio of Evidence
/ Progress Report (Diary)
Performance Management
Competency Acquisition
Career Development
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Example - Instrument Programme
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Career Opportunities?
Linked to Learning Pathways
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Critical to success

• Business partnering / Supplier partnering
• Recruitment right calibre of people
• Programme - aligned to business strategy
• Skills set relevant to plant
• Work-based learning transfer and application of
  skills and knowledge
• Facilitators functional expertise current
• Monitoring and QA

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Benefits

• Technology investments in Manufacturing leveraged
• Shortened time to competence
• Increased technical depth
• Pipeline development matched skill set

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Challenges

• Planning and scheduling of training
• Administration Central
• Recruitment right calibre of people
• Benchmark centre for Skills development
• Accreditation Trade Test centre

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SAB Ltd is

• Committed to skills development
• Demonstrates best practice that often goes beyond
  compliance
• A committed, loyal and proudly South African
  global company who truly lives the value that our
  people are our most enduring advantage