Capital Equipment News December 2018

a trade test date. In the final six months they are often allowed to carry out work themselves so that they learn to take responsibility and it’s during this time that we get an indication of a person’s true capability,” explains Badenhorst. One of the most notable achievements of Bell Equipment’s skills development regime, which acknowledges the standard of its training, is that the Department of Transport in KwaZulu-Natal will be sending a second intake of 26 apprentices to Bell Equipment in 2019, and the company is in discussions with other provinces in this regard. “At least 60% of our apprentice intake is unemployed or from disadvantaged backgrounds. We see this as an achievement, to be able to take these people and give them a skill to uplift them so that they are employable and able to contribute to the economy. We are proud of our parts training programme, which we believe is an industry first, as well as our apprentice programme, which offers candidates broad exposure overseas,” says Badenhorst. 21 st century skills The skills challenge is likely to worsen in the coming years due to the Fourth Industrial Revolution, characterised by fast-paced technological progress, which will further transform the equipment industry. Minister Pandor concurs that there are several important challenges that South Africa should immediately find solutions for, and one of them is that 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,” she says. While government and business are pulling together to tackle the big elephant in the room – skills shortage – in order to reduce the scourge of youth unemployment, there is also need for a balance between honing attributes that have always been valued in the workplace and learning to breed the new skills the workforce need. According to Swanepoel, machinery is constantly becoming more and more technologically advanced over time, which means that operating and maintaining it requires more technical knowledge. “The best way to upskill the workforce with the required expertise is through correct training,” says Swanepoel.

Zimbabwe mining group training with Ashley Mayer of WearCheck.

Bell Equipment’s training regime Bell Equipment has a fully accredited in- house apprentice programme, which is a full department with a training centre. The Bell apprentice programme is in-depth and longer than required by MERSETA. After signing up an apprentice, they are taken to the Richards Bay factory within the first two to three months where they will receive 11 weeks of theory and practical training on basic hand tools skills and best practices in the earthmoving mechanic field. They then return to one of the Bell Customer Service Centres (CSC) around the country where they are based for on-the-job training, which takes about 18 months. “During that time, they work through on-the-job modules that the artisan or foreman signs off, for example draining engine oil and refilling engine oil. The apprentice then returns for Bell 2, which is another 11 weeks of theory and practical training in Richards Bay, which is more product specific and in-depth, this time covering advanced hydraulics and electronics, engine systems, fuel management systems, as well as differentials and power trains,” he says. After Bell 2, the apprentice returns to their respective CSC for more on-the- job training and naturally progresses from a workshop environment to a field service environment where the exposure is huge. “Every day throws a different challenge and they again work on on- the-job modules that need to be signed off by an artisan, but now they are much more advanced. After approximately 18 months, when we see that the apprentice is ready, we apply to MERSETA to book

Construction Equipment, Terex Trucks and SDLG. “Babcock also 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,” says Muthelo. Since 2016 Babcock’s apprentice training programmes have not only achieved a 100% pass rate but have also shown equal opportunity in a largely male-dominated environment by producing a number of qualified female diesel mechanics. Muthelo says that Babcock strongly supports diversity within its organisation and all the apprentice programmes are open to both male and female candidates. Babcock’s apprentice training programmes have shown equal opportunity in a largely male-dominated environment by producing a number of qualified female diesel mechanics, such as Charmaine Maraba.

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