PHRDF

Vision

VISION
To be a centre of Excellence for Learning and Development
 
MISSION
To Deliver High Quality Competency Based Learning and Development programmes and interventions that will lead to improved Employee and Organisational Performance
 
 
STRATEGIC GOALS
  • Facilitate, Coordinate, monitor and evaluate the implementationof and full compliance to skills development legislation and national human resource development strategies, policies and programmes
  • Facilitate and coordinate the development of Provincial human resource development strategies, frameworks, policies, programmes and sharing of best practices to support the transformation and development of a dedicated, responsive and productive Public Service
  • Facilitate and coordinate the capacitation of Public Servants through competency based generic, functional, leadership, management development and adult education and training programmes                                       
  • Facilitate and coordinate the management and implementation of strategic skills development projects aimed at improving the alignment and supply of skills

Facilitate and coordinate the programed and activities of the KZN Human Resource Development Council

 
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Mandates of the Chief Directorate

   Provincial Public Service Training Academy
   1.Training and Development
facilitate and coordinate the provision of generic and transversal training programmes       Constitution of the Republic  of South Africa, 1996       Section 195 of the Constitution provides amongst others that Good human-resource management and career-development practices, to maximise human potential, must be cultivated. (relevant to all the functions in the Academy) 
      Skills Development Amendment Act, 2008 (Act No. 37 of 2008)        
  • The purpose is to develop the skills of the South African Workforce, to encourage workers to participate in learning programmes, to encourage employees to use the workplace as a learning environment, ensure quality of learning in the workplace and improve employment prospects.
  • Chapter 5 : Skills Programmes
  •  Chapter 7 : Financing of Skills Development (Budget for Training by Public Service Employers)
      Skills Development Levies Act, 1999 (Act No. 9 of 1999)       This Act regulates a compulsory levy to fund Education and Training in the workplace
      National Qualifications Framework, 2008 (Act No. 67 of 2008).       To create an integrated national framework for learning achieved; facilitate access, mobility and progression in T&D; accelerate the redress of past unfair discrimination in E&T and employment; contribute to the full personal development of each learner.
      White Paper on and Training and Education in the Public Service       The White Paper positions Education and Training within the RDP and outlines new priorities, values and principles for Education and Training (Chapter 1)
      The Human Resource Development Strategic Framework for the Public Service Vision 2015       Pillar 1: Capacity development initiatives includes workplace training programmes
      Human Resource Development Strategy for South Africa         
  • Commitment 7 ( HRDSSA11)
We will ensure that Public Sector has the capacity to meet strategic priorities of the South African Developmental State
      National Skills Development Strategy  III        
  • Goal 7 (NSDS 111)
  • Increasing the Public Sector Capacity for improved service delivery and supporting the building of a developmental state
      National Cabinet memo no. 53 0f 2012: Directive on the utilisation of training budgets in the Public Service.       Directs on the utilisation of the skills levy in the Public Service as it relates to inter alia, the funding of training and development programmes and interventions.
      Directive on the implementation of the CIP in the Public Service. ( DPSA cm. HRD 1 of 2012 -31 October 2012)       New Recruits, who were appointed with effect from 1 July 2012, must undergo the CIP. Attend module 1 to have their probationary appointment confirmed and must complete all 5 modules to be eligible for pay progression. CIP is a unit standard based training programme
      National Development Plan       Chapter 13 – Building a capable developmental state.  The NDP givers direction on the approach and focus of training.
      Green Paper on Post School Education and Training       Chapter 5 : Deals with Workplace Based Learning
      Provincial Growth and Development Plan  2012/2030         Strategic Goal 6 : Governance  and policy Strategic Objective 6.2 Build Government Capacity
  facilitate and coordinate the provision of leadership and management development programmes  NB. THE LEGISLATION/POLICIES MENTIONED IN FUNCTION (A) ABOVE ALSO APPLY TO THIS FUNCTION (B)       The HRD Strategic Framework for the Public Service (Vision 2015)       Leadership development management strategies is one of the areas of the strategic interventions mentioned under Pillar 1: Capacity Development Initiatives of the HRD Strategic Framework for the Public Service (Vision 2015)
      Leadership Development Management Strategic Framework for the Senior Management Service       The aim of the framework is to provide a strategy for the development and management of SMS members at all performer levels as leaders responsible for the transformation of the public service to deliver a globally competitive service to citizens.
      Draft Leadership and Management Development Strategy for the Provincial Administration       The Strategy provides direction in developing a highly competent, dedicated, responsible and productive leadership cadre for the Provincial Administration.
      Draft HRD Strategy for the Provincial Administration       The Strategy provides for initiatives that need to be undertaken in order to develop, capacitate and support managers so that they can excel in leadership positions.
      Provincial Growth and Development Plan       Developing specific targets for verified skills levels and competence for all key levels in the provincial public service and developing a professional management support programme are some of the proposed interventions mentioned in Strategic Objective 6.2: Build Government Capacity.  Strategic Objective 6.2: Build Government Capacity.
  DPSA Directive on Compulsory Capacity Development, Mandatory Training Days and Minimum Entry Requirements for Members for the Senior Management Service       The Directive is aimed at instilling a culture of compulsory, continuous development amongst SMS members in order for them to keep abreast of relevant management practices and technical skills. It is imperative for them to undergo targeted training and development in order to ensure that they are competent to deliver on the mandate of their respective departments.
facilitate and coordinate the provision of Adult Education and Training (AET) in the work place         Adult Education and Training Act  No 52 of 2000        
  • Adult Education and Training Act, 2000
  • Provides for access to adult education and training in the workplace to persons who have been marginalised in the past
        Skills Development Amendment Act, 2008 (Act No. 37 of 2008), the Skills       The purpose is to develop the skills of the South African Workforce, to encourage workers to participate in learning programmes, to encourage employees to use the workplace as a learning environment, ensure quality of learning in the workplace and improve employment prospects
      Development Levies Act, 1999 (Act No. 9 of 1999), and the National        This Act regulates a compulsory levy to fund Education and Training in the workplace
      Provincial Growth and Development Plan, 2012-2030 Strategic Objective 2.3:       Enhance youth skills development and life-long learning, the skills level of youth and adults is enhanced
     

National Skills Development Strategy III, 2011-2016,

  • Goal 4.4
  • Goal 4.5
     
  • Seek to address  the low level of youth and adult language and numeracy skills to enable additional training
  • encourages better use of workplace-based skills development
     

Provincial Human Resource Development Strategy

  • Outcome 1
  • Outcome 2
     
  • Education and up skilling of out-of-school youth and adults.
  • enhanced workplace learning for employee development
      Qualifications Framework, 2008 (Act No. 67 of 2008). All of these are post 1994 national legislation.        To create an integrated national framework for learning achieved; facilitate access, mobility and progression in T&D; accelerate the redress of past unfair discrimination in E&T and employment; contribute to the full personal development of each learner
      Human Resource Development Strategic Framework Vision 2015 , Pillar 1:      
  • Capacity development initiatives
  • Strengthening system for workplace learning
  • To enhance the design, management and integration of workplace learning  and integrated AET Framework   
      Human Resource Development Strategy for South Africa (HRDS – SA) 2010 – 2030 : Strategic Priority Ten        Ensure that all adults in the labour market (unemployed and employed) have access to education and training opportunities that will enable them to acquire a minimum qualification at Level 4 of the NQF.
facilitate and manage strategic partnerships with external and internal providers for the provision of training and development interventions       Constitution, Public Service Act and Regulations         
  • The constitution provides for the Premier to, among others
  • Head provincial government;
  • Implement and administer national legislation
  • Develop and implement Provincial Policy
  • Coordinate  functions of the provincial administration and its departments
  • The Public Service Act and Regulations provides for the Director-General to among others, to give strategic direction to the Provincial Administration with regard to employment, training and human resource management
Provide leadership, guidance and support on the provision of training interventions.       Constitution, Public Service Act and Regulations         
  • The constitution provides for the Premier to, among others
  • Head provincial government;
  • Implement and administer national legislation
  • Develop and implement Provincial Policy
  • Coordinating functions of the provincial administration and its departments
  • The Public Service Act and Regulations provides for the Director-General to among others, to give strategic direction to the Provincial Administration with regard to employment, training and human resource management
2. Skills Planning,  Curriculum and Materials Development , Quality Assurance and Knowledge Management and Library Services
(a)To Provide compliance,  monitoring and impact assessment on Training and Skills Development       Human Resource development Strategy for South Africa 2010-2030        
  • HRDSA
  • Commitment 7
  • Strategic Objective: To improve the performance within the public sector to determine service delivery training needs and to effectively procure training services.
  • Indicator: Development of relevant workplace skills plans that are linked to strategic plans.
  • Strategic Objective: To ensure HR planning and development decisions are based on systematic and relevant evidence maintained in an appropriate management information system
  •  Indicator: Management of Information System for the public sector HRD is developed and functional.
        2.National Skills Development Strategy  III        
  • NSDS III
  • Goal 4.1: Establish a credible institutional mechanisms for skill planning
  • Goal 4.2: Increase access to occupationally-directed programmes
  • Output 4.2.3.1: Sector Skill Plans identify the supply challenges in relation to scarce gaps  and set out strategies for addressing them
  • Output 4.2.4.1: Sector skills plans identify the focal areas for research, innovation and Development.
  • Goal 4.7: Increase public sector capacity for improved service delivery
  • Output 4.7.2.1: Sector Skills Plans set out the capacity needs of relevant departments
  • NSDS III
  •  Goal 4.5: Encourage better use of workplace-based skills development
  • Outcome: 4.5.1: Training of employed workers addresses critical skills, enabling improved productivity, economic growth, and the ability of the work force to adapt to change in the labour market.
      Human Resource development Strategy for South Africa 2010-2030        
  • HRDSA
  • Commitment 5
  • Strategic Priority 5.2: To leverage public and private sector programmes to create to create employment opportunities and work experience for new entrants into the labour market.
  • Strategic Objective: To expand the Public Sector Internship Programme opportunities to young and unemployed youth.
  • Indicator: Number of internship implemented for the unemployed graduates in the public sector per annum.
  • HRDSA
  • Commitment 8
  •  Strategic Priority: To improve the credibility, validity, and integrity of the various of  the various data and management information systems which are vital for successful planning and implementation of the HRDSA
      Public Service HRD Strategic Framework – Vision 2015        
  • Pillar 1: Capacity development initiatives
  • Building Block 1:Strengthening system for workplace learning
  • To enhance the design, management and integration of workplace learning     and capacity development interventions.
  • Building Block 5: Promoting Learnerships, internships and traineeships
  • To provide opportunities for learners to gain practical experience in the workplace and enhance their productivity potential.
       

Cabinet minute, December 2002 – item 3.3.8, item 7.1: Employment Strategy

      In 2002 Cabinet reached an agreement that the number of Learnerships and Internships in the Public Sector should be increased.  It was declared that each government department should enrol learners and appoint interns amounting to not less than 5% of its post establishment.
      Cabinet Memorandum No.53 of 2012 DIRECTIVE ON THE UTILISATION OF 1% PERSONNEL BUDGET        
  • The Directive provides for the setting aside of 1% of a department’s total annual personnel budget for training and development of its personnel and potential employees
  • Paragraph 5.2.3 of the Directive states that “twenty per cent (20%) of the 1% shall be set aside for the training and development of unemployed youth and the positioning of the public service to create and offer opportunities as a training and development space. 
       

Skills Development Amendment Act, 2008 (Act No. 37 of 2008), the Skills 

       
  • SDA Chapter 4:
  • Provides for the establishment of Learnerships, apprenticeships, internships and other skills programmes to address skills shortages and improve the economy of South Africa
  • Chapter 7
  •  Section 30 of chapter 7 of the SDA states that “each public service employer in the national and provincial spheres of government must budget for at least one per cent of its payroll for the training and education of their employees with effect from 1 April 2000”.
      Skills Development Levies Act, 1999 (Act No. 9 of 1999), and the National        Provides for the collection of levies to establish a National Skills Fund to fund skills development programmes
      National Skills Accord       Commitment 2: Make internship and placement opportunities available within workplaces
      Youth Employment Accord        
  • Youth Employment Accord
  • Commitment 2: work exposure 
 To facilitate and coordinate and monitor  implementation of strategic/special  skills development projects        
  • Skills Development Act  (Act 97 of 1998 as amended)
  • ADD : HRD STRATEGIC FRAMEWORK FOR THE PUBLIC SERVICE
      Provides for the establishment of learnerships, apprenticeships, internships and other skills programmes to address skills shortages and improve the economy of South Africa
       

Skills Development Levies Act of 1999

       
  • Skills Development Levies Act
  • Provides for the collection of levies to establish a National Skills Fund to fund skills development programmes.
     

Human Resource Development Strategy for South Africa (2010- 2030)

     
  • Human Resource Development Strategy
  • This strategy is a call to action. Its primary purpose is to mobilise multi-stakeholder participation, and to encourage individuals and organisations to take on the challenge of improving the human resource stock of our nation. HRD-SA seeks to overcome the shortages in the supply of people with priority skills needed for the successful implementation of current strategies to achieve accelerated economic growth and development of the country. The strategy makes provisions for 8 commitments
      National Skills Development Strategy      
  • National Skills Development Strategy III
  • The NSDS III is a subcomponent of the HRDSSA. It is an overarching strategic guide for skills development and provides direction to the sector skills planning and implementation. It provides a framework for the skills development levy resource utilisation of the SETAs and NSF, and sets out linkages with, and responsibilities of, other education and training stakeholders. The NSDS III seeks to encourage and actively support the integration of work training with theoretical learning, and to facilitate the journey individuals make from school, college or university or even periods of unemployment, to sustained employment and in work progress.  The Strategy ensures that there is increased access to training and skills development opportunities to achieve the fundamental transformation of inequalities linked to class, race, gender, geography, age, HIV/AIDS Pandemic and disability in our society. The strategy set 8 goals. 
      National Skills Accord      
  • National Skills Accord: Accord 1
  • Is the first outcome of the social dialogue on the New Growth Path. It mobilises private sector, organised labour, community and government in a strong partnership to expand skills in the country as a platform for creating jobs. It identifies 8 key areas of partnership and actions that other constituencies need to undertake in order to achieve the broad goals of the New Growth Path.  The following commitments of the Accord guide the unit;
  • COMMITMENT 1: Expanding level of training using existing facilities
  • COMMITMENT 2: Make internship and placement opportunities available within workplaces
  • COMMITMENT 3: To set guidelines of ratios of trainees
  • COMMITMENT 7: To align training to the new growth path and improve sector skills plans
  • COMMITEMENT 8: To improve the role and performance of FET Colleges
      Youth Employment Accord      
  • Youth Employment Accord
  • The Accord sets out joint commitment to prioritise youth employment and skills development with the signing parties to this Accord agreeing to implement a coordinated youth employment strategy from 2013, aimed at bringing significantly larger numbers of young people into employment, using a combination of measures.
  • The following elements of the Youth Employment Accord agreed for implementation as related to the unit are;
  • COMMITMENT 1: Education and Training
  • COMMITEMENT 2: Work Exposure
  • COMMITMENT 3: Public Sector Measures      
      Provincial Growth and Development Plan (PGDP)      
  • Provincial Growth and Development Strategy 2011 (Plan 2012 – 2030) 
  • The PGDS has set HRD at the centre of development in the Province by setting HRD as one of its goals. Goal two of the PGDS focuses on the development of Human resources.  The PGDP has further set three strategic objectives that need to be achieved to realise the developmental goals of the Province. has three strategic objectives two of which talk directly to the strategic skills development, namely:
  • SO 2: Skills alignment to Economic Growth
  •  SO 3: Youth Skills Development and Life Long Learning
( c ) To facilitate and coordinate learning and knowledge management       HRD Strategic Framework for Public Service vision 2015        
  • HRD Strategic Framework for the Public Service Vision 2015.
  • Pillar one Organisational Support initiatives provides for Knowledge management and information management
  • Pillar 3 Governance and Institutional Support Initiatives provides for Promoting HR Learning Networks
      Provincial Growth and Development Plan        PGDP 2011-2030: Strategic Objective 1.5: Develop the knowledge base to enhance the knowledge economy
(d)To provide library Services          Copyright Act 98 of 1978       Library as knowledge hub Copyright Act 98 of 1978 (2) 23 Infringements.  This act mandate library to prevent members not to reproduce completed work without owner’s permission.
        Legal deposit Act 54 of 1997       Ensures the preservation and cataloguing of, and access to, published documents emanating from, or adapted for, South Africa; to provide for access to government information.
      The Promotion of Access to Information Act (Act. No. 2 of 2000)        To give effect to the constitutional right of access to any information held by the State and any information that is held by another person and that is required for the exercise or protection of any rights; and to provide for matters connected therewith.
     

National Development Plan 2030

      NDP 2030 states that each has community have a library filled with wealth of knowledge.
     

Electronic Communications and Transactions Act, 2002

      The Act is aimed at ensuring that records created in or converted to electronic form are created, managed and stored in trustworthy electronic systems.
      KwaZulu-Natal Libraries Act (Act 80 of 1980)       The act shapes the organizational provision of Library and Information Services in this province
      National Council for Library and Information Services Act (Act 6 of 2001)      
  • NCLIS act 2 of 2001 (1) (a)To develop and coordinate library and information matters
  • NCLIS act 2 of 2001 (2) (c)To play an advocacy role in library and information services matters
(e) To develop and maintain the curriculum and material for the academy         Skills Development Amendment Act, 2008 (Act No. 37 of 2008)         
  • Skills Development Amendment Act, 2008 (Act No. 37 of 2008)
  • Section 26 G provides for the establishment of the Quality Council for Trades and Occupations, whose function is to  develop and implement policy and criteria;
  • for the development, registration and publication of qualifications; 
  • for assessment, recognition of prior learning and credit accumulation and transfer;
  • and  with regard to quality assurance within its sub-framework; develop and implement policy for quality assurance;  and ensure the integrity and credibility of quality assurance;
  • supporting the development of learning materials; improving the facilitation of learning; and  assisting in the conclusion of agreements for learning programmes, to the extent that it is required; 
  • Chapter 3 of the Skills Development Act outlines the functions of SETA’s. These are to promote learning programmes by;
  • In addition to these, perform any functions delegated to it by the QCTO. Currently SETA’s have been delegated the function of Quality Assurance through their respective Education, Training and Quality Assurance units.
       
  • The National Qualifications Framework Act, 2008 (Act No. 67 of 2008).
  • South African Qualifications Authority (SAQA) Criteria and Guidelines: 
  • Criteria and Guidelines for  Providers (2001)
  •  Criteria and Guidelines for short courses and skills programmes (2001)
  • Guidelines for Integrated Assessment (2005)
  • Developing Learning Programmes for NQF registered qualifications and unit standards (2005)
  • National Policy for the Implementation of the Recognition of Prior Learning (RPL) (2013)
  • South African Qualifications Authority (SAQA) Policy:
  •  National Policy & Criteria for Designing and Implementing Assessment (Draft, 2013)
       
  • The National Qualifications Framework Act, 2008 (Act No. 67 of 2008).
  • The act applies to learning programmes (training programmes) that lead to qualifications or part-qualifications that are offered by educational institutions and skills development providers.
      The Human Resource Development Strategic Framework for the Public Service Vision 2015        
  • The Human Resource Development Strategic Framework for the Public Service Vision 2015
  • Each of the pillars has an implication for the development of training programmes. Specifically, capacity development Initiatives such as e-Learning, leadership development , strengthening systems for workplace learning, performance management, systems for assessment and institutionalizing learning are supported
       

 

Green Paper on Post School Education and Training
       
  • Green Paper on Post School Education and Training
  • Chapter 5  of the Green Paper provides direction on Workplace-Based Learning.
  • The Green Paper states that employers need to take responsibility for developing their employees, both existing and potential and that the public service should be a training space.  Significant emphasis is place on workplace-based learning as well as on the promotion of work-integrated learning.
  • Section 9.4. of the Green Paper provides direction on  Quality Assurance, Assessment and the development of curricula for the post-school system. 
      National Policy on the Implementation of  RPL        
  • National Policy on the Implementation of  RPL
  • The objectives of this Policy is to provide for further development and implementation of RPL, including its resourcing, effective delivery and quality assurance
(f) To provide a quality assurance service to the Academy         
  • South African Qualifications Authority (SAQA) Criteria and Guidelines: 
  • Criteria and Guidelines for  Providers (2001)
  •  Criteria and Guidelines for short courses and skills programmes (2001)
  • Guidelines for Integrated Assessment (2005)
  •  Developing Learning Programmes for NQF registered qualifications and unit standards (2005)
       
  • National Policy for Designing and Implementing Assessment
  • The purpose of this policy is to set minimum criteria and provide guidance for effective, valid, reliable, consistent, fair, transparent and appropriate assessment in the context of the NQF.
  • South African Qualifications Authority (SAQA) Criteria and Guidelines: All criteria and guidelines as the name suggests, provides specific direction in each of the areas listed and are important documents that guide the development of training programmes as well as accreditation of providers and quality assurance.
   3. HRD Council Support 

To provide and coordinate Strategies  aimed at strengthening education, training and development in the Province Through the HRD Strategy and HRD Council

     

Human resource development    Strategy for South Africa

     
  • Human Resource Development Strategy
  • The Strategy states that “Human Resource Development is critically important in South Africa’s development agenda.  The importance of HRD demands a response that has a sense of urgency.  It demands a comprehensive and determined response from Government.  However, the scope and importance of the HRD project extends beyond Government:
  • It requires collective will and purposeful action from all stakeholders in society
  • It requires the determination, commitment and accountability of individuals to invest time and effort in their own development
  • It requires the commitment of all enterprises and organisations to invest time and resources in HRD toward the public good
  •  It is only through concerted efforts in HRD in the country as a whole that we can create suitable foundations for institutional and corporate missions.  The urgency of the challenges and priorities, and the importance of the outcomes we seek to achieve, obliges us as South Africans to forge a social compact which will promote demand-driven HRD in the country.”(HRDSSA)
      Provincial Growth and Development Plan      
  • In terms of the PGDP institutional framework the implementation of the PGDP will be driven through four social cluster partnerships, namely:KZN ECONOMIC COUNCIL : Which is focused on the objectives and interventions related to the economy and infrastructure
  • KZN HUMAN RESOURCE DEVELOPMENT COUNCIL : Which is focused on education, training and labour market matters
  • KZN SOCIAL DEVELOPMENT COUNCIL : Which is focused on the range of social development objectives and interventions of the plan
  •  KZN COUNCIL ON ENVIRONMENTAL SUSTAINABILITY : Which is focused on the objectives and strategies related to the environment and responses to climate change
      State of the Province Address 2012        The Office of the Premier is working in consultation with the Department of Higher Education and Training to create a Human Resource Development Council to guide skills development.  The membership will include representatives from various sectors and academic institutions and training colleges.  Only massive production of appropriated skills and ensuring access to apprenticeships or supervised training, is the way to go” (SOPA 2012). 
      Cabinet Resolution on KZN HRDC        Cabinet Minutes: Cabinet resolution No. 311 of 19 September 2012
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PHRDF

PHRDF Meeting 12 February 2009

• PHRDF Feedback Session Group 1
• PHRDF Feedback Session group 2
• PHRDF Feedback Session - Group 3
• PHRDF Breakaway GROUP 4
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Strategic Projects

Learnerships and Internships

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