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Apprenticeships, internships crucial to automotive industry

PAUL SPEAR
Training and development should be an integral and proportionate part of the long-term strategy of all companies, regardless of their size

PAUL SPEAR Training and development should be an integral and proportionate part of the long-term strategy of all companies, regardless of their size

29th May 2015

By: Sashnee Moodley

Senior Deputy Editor Polity and Multimedia

  

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Investment in South African youth through apprenticeships and learnerships will not only result in direct benefits for businesses but will also contribute significantly to job creation and socioeconomic transformation in the country.

This is according to the Institute of the Motor Industry (IMI) return on investment manager Dr Paul Spear, who gave the keynote address at the yearly Automechanika Conference, held in Johannesburg earlier this month.

In a separate interview with Engineering News, Spear says motivated, skilled people are the engine of business, and appropriate training tailored for business needs improves productivity, efficiency and the customer experience.

He adds that training and development should be an integral and proportionate part of the long-term strategy of all companies, regardless of their size.

“As a developing country, South Africa has its own unique challenges, which are evident in the high unemployment rate, especially among the ‘not in employment, education or training’ youths. “By driving improvement in postsecondary vocational qualifications, companies can play their part with government by attracting the youth into apprenticeships and learnerships.”

Spear says the IMI hopes that, with the clear benefits of apprenticeships having been highlighted at the conference, the Retail Motor Industry (RMI) – in partnership with the IMI – the World Skills South Africa competition and the Manufacturing, Engineering and Related Services Sector Education and Training Authority (Merseta) will continue to encourage automotive businesses to overcome their reluctance and doubt about employing young apprentices.

Awareness and Career Promotion
Employers are becoming more aware of the benefits associated with apprenticeships and learnerships, subsequently resulting in an increasing demand for skills.

However, more information on the recruitment process needs to be made available to small employers, Spear says.

It is also important that businesses obtain Merseta approval prior to training and implement the curriculum-based modular training system correctly.

“Equally important is providing assistance in accessing the guide on learner agreements and in completing and submitting the IT180 declaration form to the South African Revenue Service (Sars) to claim the deduction (rebate) once the learnership agreement or contract of apprenticeship is secured,” Spear points out.

Encouraging more companies to use the Sars mechanism and rebate system to fund their apprenticeships is fundamental, he says, provided they are aware of the processes involved and that the processes are not burdensome.
Further, businesses are encouraged to capitalise on their broad-based black economic-empowerment rating by increasing the points achievable through the skills development scorecard.

Spear adds that persuading young people that a vocational career in the automotive industry is a good choice is challenging, especially when a negative perception of the industry is sometimes portrayed in, for example, the media.

He says it is crucial to improve the efforts of school-to-work transition using practical work-based learning that is linked to potential employment.

The automotive industry can help increase demand for apprenticeships and learnerships and make them more appealing by partnering with educational organisations such as SCI-BONO to inspire and encourage children to engage and develop an interest in science, technology, engineering and mathematics as early as possible.

Sufficient career information and guidance at schools and colleges, with industry ambassadors and improved local employer partnerships, should also be encouraged and adopted.

“We hope that the automotive skills agenda will be shaped with the help of the RMI, the Department for Higher Education and Training, Merseta and industry organisations, benchmarked to IMI global standards that will produce portable qualifications and accreditations for the South African labour market,” says Spear.

He points out that the IMI apprentice return on investment calculator, adapted to the South African automotive sector, could potentially open employer doors and demonstrate the real financial benefits of recruiting young apprentices.

Edited by Martin Zhuwakinyu
Creamer Media Senior Deputy Editor

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