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