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Possessing the necessary skills: Skilling for success of the Tourism economy.

Possessing the necessary skills: Skilling for success of the Tourism economy. Presentation by Darryn von Maltitz University of Johannesburg 16 October 2007. Skills in context. Complex issue because tourism as an economic sector is multi-faceted. 1990-1993.

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Possessing the necessary skills: Skilling for success of the Tourism economy.

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  1. Possessing the necessary skills: Skilling for success of the Tourism economy. Presentation by Darryn von Maltitz University of Johannesburg 16 October 2007

  2. Skills in context • Complex issue because tourism as an economic sector is multi-faceted 1990-1993 • The early 1990s was a period when tourism and sport was not a priority for the government in power 1994-1999 • South Africa’s first democratic elections heralded a change for the country’s tourism industry – the industry is set for growth • HITB drives skills development initiatives, industry contributes voluntarily. The groundwork is laid for skills development, but the lack of skills in the tourism sector is identified as dire 2000-2003 • Theta is established – combining tourism and sport for the first time, the Tourism Learnership Project is rolled out with mixed success, 2004-2007 • In 2004, the GCR identifies skills as an issue that may be a constraint to growth in the sector. • 2006, DEAT and THETA commission a national skills audit • 2007 – DTI national industrial policy includes finalisation of the tourism SSP in its action plan

  3. Challenges

  4. To undertake a Skills Audit and identify priority skills needs within the Sector which culminates in a strategic report that: Informs DEAT’s strategic planning for skills development in the sector Assists Theta in refining its Sector Skills Plan Provides insight for partners/ stakeholders to develop an implementation strategy to support skills development Project objectives The Sector Travel & Tourism Hospitality Conservation & Tourist Guiding Sport, Recreation and Fitness Gaming and Lotteries

  5. Methodology Review of Secondary Data Research conducted in March and April 2007 1 238 Employer Interviews • Structured in-depth questionnaires • Included Theta levy payers, Theta registered non-levy payers and non-Theta registered organisations • Randomly selected • Across 9 provinces • Across the sector • Statistically valid 65 Training Provider Interviews • Structured in-depth questionnaires • Randomly selected • Included Theta ETQA, FET and HET providers 49 High-level Interviews • Open-ended discussion • Purposefully selected • Included representatives of private sector, public sector, unions and associations 9 Focus Groups • Open-ended facilitated discussion • Included youth, persons with disabilities, co-operatives and community based organisations and unionised officials 2 Validation Workshops • Presentation of research findings • Discussion and debate • Included training providers and Theta stakeholders

  6. RESEARCH HIGHLIGHTS

  7. Stakeholders have conflicting opinions of each other • Unions, government and development agencies generally feel that employers in this sector: • Do not capacitate staff • Exhibit dubious employment practices and • Provide little recognition of the upliftment of black women and black staff • Employers and industry believe that: • Companies do invest significantly in training and capacitation, albeit that it is unaccredited and not ETQA aligned training • The current THETA/ SETA and SAQA requirements and structures discourage training and skills development

  8. Estimated size of the industry • Refers to only those organisations listed on one or more databases • Excludes an unknown number of ‘unlisted’ SMMEs • Hospitality is the largest sub-sector – with 67% of the employers and 77% of the employees

  9. SMME Dominance • SMME = organisation that employs less than 50 full-time employees • Many SMMEs are owner managed

  10. Employee profile and qualifications

  11. Source: Theta/ DoE Training provider profile Training Provider Universe • Accredited training providers are typically small (<50 employees) and located in Gauteng • There is limited training provision available outside the major cities • There are a large number of hospitality training providers (mainly located in the main cities) % Universities % FETs % THETA/SETA Universe=432 providers

  12. Constraints to effective training provision

  13. Future skill requirements (3 year period)

  14. Criteria for employee recruitment • Hospitality • Junior Staff – Experience • Mid-level staff – Experience • Senior staff - Experience Employers complain that graduates do not have experience • Conservation and Tourist Guiding • Junior Staff – Experience • Mid-level staff – Experience • Senior staff - Experience • Travel and Tourism • Junior Staff – Matric • Mid-level Staff – Matric • Senior Staff – Qualification/ diploma

  15. Recommendations

  16. Conclusion • Skills are not the only challenge facing the sector – there are many others – transportation, safety and security, enterprise development etc • We are a tourist destination at the tip of Africa, and we need to begin to ask ourselves whether skills is in fact a priority and just how important is it for us to get this right?

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