Post on 26-Dec-2015
Skills development in the agricultural sector
Jandré Jansen van RensburgProf. Dr. Ronel du Preez
M.Comm. Industrial Psychology – University of Stellenbosch
A multiple case study approach
Agenda
•Introduction•Framework•Research Methods•Results•Application•Conclusion
Agenda
Introduction
•Imperative of the study:
▫As part of a research niche area;
▫Exploring a neglected realm of knowledge;
▫Developing and evaluating a framework of variables; and
▫Establish groundwork for future researchIntroduction
Introduction• Skills development
is needs driven:
▫State PESTEL
▫Employers Sustainable
Profitability
▫Employees Livelihood
Introduction
Combined framework
Framework development
Multiple Case Study method
•Potential concerns with validity, reliability, objectivity
•Case Selection▫Active skills development▫Larger employers (25+ permanent staff)▫Sound labour relations
Research methods
ResultsCase overviews
• Case 1: Rooibos farm 1, Clanwilliam▫ Close corporation
• R 2.5 million remuneration spend▫ 40 permanent employees▫ R 25,000 skills development levies; R 50,000 training
budget
• Training focus:▫ Functional / operational training focus▫ Empowerment programme
Results
Case overviews
• Case 2: Rooibos farm 2, Clanwilliam▫ Privately owned
• R 1.3 million remuneration spend▫ 50 permanent employees▫ R 13,000 skills development levies; R 26,000 training
budget
• Training focus:▫ Functional / operational training focus▫ Social development training (e.g. HIV / AIDS workshops)▫ Planned empowerment programme
Results
Case overviews
• Case 3: Fruit farm, Citrusdal▫ Privately owned
• R 11.8 million remuneration spend▫ 165 permanent employees▫ R118,000 skills development levies; no fixed training
budget
• Training focus:▫ Functional / operational training focus▫ Basic managerial skills training (when available)▫ Empowerment trust
Results
Case overviews
• Case 4: Wine farm 1, Franschoek▫ Private Company
• Unknown remuneration spend▫ 123 permanent employees▫ Unknown skills development levies; unknown training
budget
• Training focus:▫ Broad training and development focus▫ Two empowerment trusts▫ Social development focus
Results
Case overviews
• Case 5: Wine farm 2, Paarl▫ Corporate owner
• Unknown remuneration spend▫ 26 permanent employees▫ Unknown skills development levies; unknown training
budget
• Training focus:▫ Functional / operational focus▫ Social development training
Results
Case overviews
• Case 6: Wine farm 3, Paarl▫ Corporate owner
• Unknown remuneration spend▫ 61 permanent employees▫ Unknown skills development levies; unknown training
budget
• Training focus:▫ Functional / operational focus▫ Social development training
Results
Adapted framework
Results
Application
•Purpose of research: results are not prescriptive▫Inhibited by methods and lack of existing
research▫Introductory study: complex framework
•Broad framework of variables established▫Organisational variables▫Individual variables
Application
Basic practical conclusionsOrganisational Variables
•Strategy and planning
•Culture
•Labour relations
•Climate
•SystemsApplication
Basic practical conclusionsIndividual Variables
•Inherently complex individuals▫Ability
Actual and Perceived
▫Motivation
▫Locus of control
▫Attitude
Application
Conclusion
•Development is a South African imperative
•Agricultural sector is especially important▫Significant negative impact of past
practices are still prevalent and need urgent redress
▫By considering the framework provided, it is hoped that more can be done in this sectorConclusion