SOUTH AFRICAN MANAGEMENT DEVELOPMENT INSTITUTE

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SOUTH AFRICAN MANAGEMENT DEVELOPMENT INSTITUTE
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• PRESENTATION TO THE PORTFOLIO COMMITEE
• October 2002

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Focus of the Presentation
Presidential Strategic Leadership Development
Programme
Human Resource Management Training
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SAMDIS INTERVENTIONS
Senior Managers
PSLDP
Middle Managers
Integrated Capacity Building Model
HRMT
Emerging Managers
Frontline Staff
Service Delivery
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PRESIDENTIAL STRATEGIC LEADERSHIP DEVELOPMENT
PROGRAMME
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Objective

• THE PROGRAMME IS AIMED AT
• Recognising and relating Macro issues to the
  Public Service
• Taking account of local and global trends and
  integrating these into strategic plans
• Translating strategy into action
• Emboding and upholding public service values and
  ethics
• Providing skills to manage resources effectively
  to achieve the priorities of government
• Provide platform to create a shared vision
  amongst all employees of a learning organisation

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Modules
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Issues raised in past Portfolio Committee
Presentations

• 51 Programmes booked January March 2002
• - 47 programmes were presented
• - 4 programmes postponed due to departments
  schedules
• Projections - 42 programmes
• - EC Funding not sufficient
• - focus on quality rather than quantity
• Increase in internal capacity
• - Unit increased from 3 to 5 staff members in
• May 2002

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Progress to date
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PSLDP Clients

• National departments
• 18/37 clients
• 685 persons trained
• 2455 person training days
• (persons trained1x8 modules)

• Provincial departments
• 9/9 clients
• 393 persons trained
• 1371 person training days

January 2002 September 2002
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Highlights

• PSLDP Accredited
• - University of North West and Potchefstroom
• - Credits 128 (Honours Degree Equivalent)
• Stand alone module established
• More than a 100 growth in the PSLDP presented
  modules by the end of 2002 as projected
• Independent Impact assessment done

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Impact

• Assessment Conducted (January May 2001)
• - 151 delegates were assessed
• - 97 delegates could implement new skills in
  the workplace
• - 88 delegates will enroll for another SAMDI
  programme

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Challenges

• Rate of growth of the programme future need for
  more staff
• Departments willingness to pay Cost recovery
• External competitors, eg Tertiary Institutions
  offering same modules
• Continous intergration of local and global trends
  in the leadership development
• Distribution of gender in training

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Challenges cont..
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Key Focus Areas

• Marketing of the PSLDP
• Integrate continuous local and global trends in
  leadership development
• Cost recovery
• - Projects secured - R2,2 million for 2003

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Way forward

• Continous Marketing of the programme locally and
  continentally
• Continuous research in terms of leadership
  development and best practices
• Adaptation of modules to keep abreast with
  changes - legislation, global trends

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HUMAN RESOURCE MANAGEMENT TRAINING
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Objective

• Ensure delivery of customised, competency based
  Human Resource Management-training programmes for
  Labour Relations Practitioners, HR
  Practitioners, Line and Senior Managers.

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Training Interventions

• HRM TRAINING
• HR Planning
• Staffing Practices
• Performance Management
• HR M CERTIFICATE PROGRAMME
• Introduction to HRM
• Management Principles
• Strategic HRD
• LABOUR RELATIONS
• IR Skills Development
• Hearing Procedures
• Grievance Procedures
• Promotional of Addministration of Justice Act
• Domestic Violence
• Labour Relations

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Training Interventions cont.

• TRANSFORMATIONAL ISSUES
• Diversity Management
• Disablility Management
• Mentorship
• Gender Equity and Equality
• JOB EVALUATION
• Initial Analyst and Follow Up Training
• Panel Member Training
• Compensation Training

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Issues raised in past Portfolio Committee
Presentations

• Take over (high profile) disciplinary and job
  evaluation training from DPSA
• Assessor Training (Staff)
• Development and Registration Human Resources
  Certificate for Public Service
• - launched and accredited by University of
  Pretoria
• - each module equivalent to 20 credits
• - target HR Practitioners and Managers
• Training on Equity issues

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Progress
January 2002 to October 2002
Programme People Trained People Training Days
Disability Management 369 1109
Diversity Management 380 1100
Job Evaluation 860 2853
Labour Relations 1391 4791
Domestic Violence 366 1830
Gender Equity 25 50
HRM (Short courses) 662 2363
Certificate in HRM 300 1500
Mentorship 176 880
TOTAL 4529 16476
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Highlights

• PROGRAMMES SUCCESSFULLY LAUNCHED IN 2002-
• Mentorship
• HR Planning
• Promotion of Administrative Justice Act
• HRM Certified Programme
• Domestic Violence
• Compensation Management
• ONE ASSESSOR DECLARED COMPETENT

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Challenges

• PROCUREMENT OF SERVICE PROVIDERS - Tendering
• CAPACITY Full time trainers
• Job Evaluation
• Labour Relations
• Transformational Issues

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The Way Forward

• Focus more on the following provinces
• Northern Cape
• Mpumalanga
• KwaZulu Natal
• Empower presiding officers in the management of
  high profile
• disciplinary cases during 2003 (Pilot in Eastern
  Cape)
• Enhance strategic partnership with
• South African Police Services
• Domestic Violence Training
• Mentorship
• Arbitration Skills
• Gender and Equity

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THANK YOU