Human Resource Development Council (HRDC) of South Africa

1. Human Resource Development Council (HRDC) of South Africa Bheki Ntshalintshali Deputy Chairperson of Human Resource Development Council of South Africa

2. HRDCSA Governance Structures Chaired by the Deputy President. Representatives include: Relevant Cabinet Ministers, senior leaders from organised business, organised labour, community, and research institutions HRDCSA HRD Technical Working Group HRD Secretariat Managed by DHET Consists of four programmes. Has 15 personnel Consists of representatives from government, organised business, organised labour, research institutions and relevant experts. Technical Task Teams HRD Provincial Forum

3. Mandate • Advise the Deputy President on the implementation of HRD policies and strategies; guide and shape the HRD agenda; • Medium for constant dialogue and consensus building on HRD; • Identify skills blockages and recommend solutions; • Promote knowledge management and benchmarking at enterprise and national level; • Monitoring and evaluation; and • Advocacy and communication. NB Role of Council not to implement the strategy, but to create a platform where social partners engage in coming up with solution to address bottlenecks in the development of human resources in South Africa

4. Objectives of the Strategy (HRDSA) • Increase responsiveness of training and education to social and economic development agenda; • Address quality issues in the education and skills development pipeline; • Address skills shortages in priority areas; 4. Establish institutional mechanism for Coordination, integration, coherence, accountability and reporting; and 5. Optimise efficacy and outcomes of HRD in respect of SA development agenda.

5. Five Point Work Plan

6. Achievements

7. Poverty; Inequality; Unemployment CHALLENGES Education’s decline as a share of the national budget High levels of unemployment Low provisioning for programmes such as ECD and AET Planning at HEI’s not linked to industry and economy needs Capping of higher education enrolments Low levels of teacher and lecturer expertise and development Lower than aspired enrolments in Further Education and Training Colleges Social impact on the schooling and tertiary system (nutrition, drugs, prostitution etc.) Inappropriate levels of industry development in rural areas Labour market opportunities of black Africans worse than other population groups Poor outputs of middle level skills, especially artisans Limited integration of science and technology in the education system Poor throughput rates at all levels, i.e. schools, colleges, university Unemployment of black African women; A declining matric pass rate; Education and training institutions not channelling young people from school into post school activities Slow growth in Science Engineering and Technology (SET) graduations No serious consideration of the Recognition of Prior Learning(RPL) Decline in the number of full-time researchers Poor employment absorption of young people Zero growth in patent registrations Inadequately resourced educational institutions High youth unemployment rate and a large pool of discouraged work seekers among this group Skills mismatch Increased number of young people between ages 15 and 24 who are not in any form of education or employment (NEET) Low number of people doing Master’s and Doctoral studies

8. CHALLENGES ECONOMIC GROWTH Education’s decline as a share of the national budget High levels of unemployment Low provisioning for programmes such as ECD and AET Planning at HEI’s not linked to industry and economy needs Capping of higher education enrolments Low levels of teacher and lecturer expertise and development Lower than aspired enrolments in Further Education and Training Colleges Social impact on the schooling and tertiary system (nutrition, drugs, prostitution etc.) Inappropriate levels of industry development in rural areas Labour market opportunities of black Africans worse than other population groups Poor outputs of middle level skills, especially artisans Limited integration of science and technology in the education system Poor throughput rates at all levels, i.e. schools, colleges, university Unemployment of black African women; A declining matric pass rate; Education and training institutions not channelling young people from school into post school activities Slow growth in Science Engineering and Technology (SET) graduations No serious consideration of the Recognition of Prior Learning(RPL) Decline in the number of full-time researchers Poor employment absorption of young people Zero growth in patent registrations Inadequately resourced educational institutions High youth unemployment rate and a large pool of discouraged work seekers among this group Skills mismatch Increased number of young people between ages 15 and 24 who are not in any form of education or employment (NEET) Low number of people doing Master’s and Doctoral studies

9. Challenges dealt with by Technical Task Teams

10. Principles

11. PRIORITY AREAS FOR NATIONAL HRD PLAN Foundation Schooling Post schooling Work place • Quality ECD • Practitioners • Facilities • Recognising the need • Development Quality Schooling ; Competence and capacity of school principals; Teacher Development Resourcing FET Colleges Universities Universities of Technology Education <–> Industry Partnerships; Higher Education enrollment & throughput Production of Academics Recognition of Prior Learning Career Development Career Progression Every work place a training place CROSS-CUTTING ISSUES Social issues Rural Development Information and Communications Technology Enterprise Development / Enabling Entrepreneurship

12. Conclusion • Investment in education and training is the main key to progress from one level of economic development to another • Societies need to gear themselves from now on to learning

13. The End • Together we can achieve more “To provide the best support to the HRDCSA” Ngiyabonga Thank You!