Capital Equipment News December 2018

TRAINING

Investments abound To close the skills gap, both government and the industry are making substantial investments in training. Speaking at the thyssenkrupp event, Minister Pandor revealed that three years ago, the government declared 2014-2024 as the Decade of the Artisan with the aim of creating a pipeline of qualified artisans to fix the scarce skills shortage. “The status and profile of artisans is being elevated through this campaign. The Department will continue learning from academies like thyssenkrupp Technical Training Academy and encouraging employers to open up their workplaces as training spaces,” she says. Recently, the Department of Higher Education and Training launched an initiative that focuses on the teaching of 13 trade occupations at 26 TVET colleges. The initiative, known as the Centres of Specialisation Programme, is designed to address the growing demand for the skills needed in the country’s current state infrastructure build. Several companies have also invested in their own skills development initiatives to deal with the skills shortage debacle. Driving job creation and skills development is fundamental to Babcock’s apprentice training programme. This is achieved by creating a stimulating environment for young trainees to learn and enhance their skills through both theoretical knowledge and practical training. The apprenticeship programmes, ranging from three to four years, train and mentor apprentices through instructor-led and on-the-job training, with the aim of producing graduates capable of operating in complex, highly regulated environments, where competence, compliance and safety are critical. Apprenticeships are offered in various trades including diesel mechanic, boilermaker, earthmoving equipment mechanic, and fitter/welder. Calvin Muthelo, training manager at Babcock, says the apprentice training programmes combine educational material with hands-on workshop experience. Each apprentice is also assigned a qualified tradesperson who works with them for the duration of the programme. Babcock’s various apprenticeship programmes include one year of technical theoretical training, which is phase orientated, and up to three years’ relevant workplace experiential learning during which time apprentices are given the opportunity to work on the leading brands that Babcock distributes, including Volvo

“Our colleges must have the necessary infrastructure and skilled trainers to produce 21 st century workers and entrepreneurs. Again, industry can play a role. I am hoping every industrial and equipment company in South Africa will create partnerships with our colleges.”

Naledi Pandor, Minister of Higher Education and Training

“A mechanic needs a minimum of five years of experience to be a successful artisan in Africa because of the nature of the environment. Access to information and secondary assistance from the OEM is often scarce and out of reach, so mechanics are really on their own and have to be self-sufficient.”

Meltus Badenhorst, Bell Equipment GM: Group Technical Services

“One of the challenges hindering the development of skills is the fact that training is not cheap – it takes time and money. However, investing in skills training can save a lot of money in the long term. These words, which are so true, are often quoted, and have been attributed to several different people: if you think training is expensive, try ignorance.”

Dennis Swanepoel, WearCheck’s Reliability Solutions Technician

“Babcock has various MERSETA-accredited workshops where practical tutorials are carried out while the trainers and tutors themselves are continually sent on technical training courses to keep up to date with the latest technology and equipment.”

Calvin Muthelo, training manager at Babcock

TALKING POINTS

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