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The South African Breweries Limited TRAINING INSTITUTE Apprentice Development

The South African Breweries Limited TRAINING INSTITUTE Apprentice Development. Presented By: Tony Reddy 30 October 2008. Content Overview. Some background on SAB Our HR and HRD approach As is analysis To be analysis The Apprentice Development Programme

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The South African Breweries Limited TRAINING INSTITUTE Apprentice Development

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  1. The South African BreweriesLimitedTRAINING INSTITUTEApprentice Development Presented By: Tony Reddy 30 October 2008

  2. 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 Q&A

  3. 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.

  4. 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

  5. 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

  6. 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

  7. 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

  8. 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 Competent Artisan Ongoing Training Trade Test • Machine or • Process Specific • Training • Business process • Competency • Acquisition Process • (CAP / SDP)

  9. 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

  10. Example - Instrument Programme

  11. Career Opportunities? Linked to Learning Pathways

  12. 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

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

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

  15. 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

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