Addressing skills deficits in the economy and implementing intervention plans to develop human resources is essential to developing the South African economy and ensuring higher rates of employment.
The need for a robust HRD strategy is still as prevalent in South Africa today as it was at the beginning of our democracy in 1994 and current challenges facing human resources influence our policy framework.
A prevalent inefficiency that we face is “bottlenecks and logjams in the skills pipeline” which affects our goals around human resources development. Our framework is founded on broad-based and opportunity-specific HRD strategies that are aligned with South Africa’s present economic needs.
Our strategy has been aligned with increasing competition and the expansion of global production systems, as well as addressing equity and reducing poverty and inequality throughout South Africa.
Our priority is to accelerate development to match supply and demand for skilled workforce, and therefore our approach is diverse and includes both high and intermediate skill development. Our demand strategy aligns with a large-scale employment growth supported through skills training at lower levels.
We aim to impact all institutions, policies and processes both within and outside of governmental systems, including public and private entities and NGOs.
Key Government Line Departments
The HRDC has an obligation, as part of its mandate of monitoring the implementation of the HRD Strategy by key line departments and implementing agencies. In a similar way the following government line departments are obligated within the HRD Strategy to implement and report progress on specific commitments and strategic goals of the HRD Strategy:
Department of Basic Education is responsible for the implementation of commitment 3 of the HRD Strategy 2010-2030 which deals with ensuring delivery of quality basic education in the country as well as increasing access and improving the quality and quantity of matric results. The DBE is also responsible for delivering on Strategic Goal 1 and Programme 1 of the Revised HRD Strategy Towards 2030 which deals with the strengthening of STEM disciplines as well as Language and life skills
Department of Science and Technology is responsible for the implementation of commitment 6 of the HRD Strategy which deals with the improvement of the country’s science, technology and innovation capability as well as ensuring enough national research capacity. It is also responsible for delivering on Strategic Goal 3 and Programme 3 of the Revised HRDSA Towards 2030 which deals with research and technological outcomes.
Department of Public Service and Administration is responsible for the implementation of Commitment 7 which accounts for the capacitation of all public servants in order to ensure effective service delivery. It also has to deliver on strategic goal 5 and programme 5 of the Revised HRD Strategy towards 2030, which deals with a developmental/capable state. The DPSA is also responsible for implementation and monitoring of the Public Service Human Resource Development Strategy.
The Department of Higher Education and Training is responsible for all post schooling education and training in the country and for the implementation of 75% of the HRD Strategy commitments (commitments 1, 2, 4, 5, 6 & 8) as well as strategic goals 2, 3 and 4 and programmes 2, 3 and 4 of the revised strategy towards 2030 which deal with access and quality of post school education and training, higher education & training and Production of skilled people for the economy. The Department of Higher Education and Training also manages the HRDC Secretariat through the office of the responsible Minister.
Provincial Coordinating Forum
Established in July 2011, the HRD Provincial Coordinating Forum was established to ensure the coordination, alignment, integration, collaboration and communication of the HRD objectives with the Provincial Growth and Development Plans (PGDP). This forums main focus is on human resource and skills development as well as Local Economic Development Plans.
This Forum encouraged provinces to form their own HRD Councils with the intent to address human resource development at a unique provincial level.
Since its establishment, the HRD Secretariat has joined forces with provinces to understand their unique needs and challenges to gain a broader understanding into human resources as a whole for South Africa.
Provinces submit quarterly progress reports portraying successes and shortfalls of their provincial HRD objectives.