South African Management Development Institute

SOUTH AFRICAN MANAGEMENT

DEVELOPMENT INSTITUTE (SAMDI)

South African Management Development Institute

TOWARDS A STRATEGY FOR MIDDLE AND

LOWER MANAGEMENT DEVELOPMENT

South African Management Development Institute

PRESENTATION TO PORTFOLIO COMMITTEE

03 OCTOBER 2001

South African Management Development Institute

Introduction

SAMDI has been requested by the Portfolio Committee to present its strategy on training for lower management.

This request is timely as Cabinet and FOSAD recently expressed concern regarding the effectiveness of this level.

South African Management Development Institute

Common Structural And Managerial Attributes of Organisations in Developing Countries

Low levels of functional specialisation

Many hierarchal levels

High levels of centralisation

Rigid stratification and silos

South African Management Development Institute

Hierarchal form of control

Paternalistic and authorisation leadership styles

Low morale and little co-operation among employees

Overworked top management

South African Management Development Institute

Top management reluctant to delegate – carry out mundane activities

Weak administrative and technical support

Middle management weak in terms of systems and controls

Middle management rarely shows initiative and innovativeness

South African Management Development Institute

Middle management exercises close supervision and do not delegate

Third, operational level inefficient and costly

Third level overstaffed, unproductive and underemployed

Third level salaries poor and no performance incentives

South African Management Development Institute

DG’s don’t seem to be spending sufficient time on strategic issues

Top management is overloaded

DG’s find that they have to manage at operational level

Issues Raised by July 2001 Cabinet Lekgotla and FOSAD Response

South African Management Development Institute

There is concern about the quality of management, especially at middle level.

This strategic and operational tension seems to be linked to the PFMA and PSA

Promotion up the ladder is rapidly fast-tracked. No depth of management experience is developed.

South African Management Development Institute

Management Classification

LEVEL DESIGNATION CATEGORY

16 Director-General SMS

15 Deputy Director-General SMS

14 Chief Director SMS

16 Director SMS

12 Deputy Director Middle

11 Deputy Director Middle

10 Assistant Director Middle

9 Assistant Director Middle

8 Senior Admin Officer Junior

7 Admin Officer Junior

Proposed strategy for levels 7-12. However, levels 11 and 12 are usually included with SMS for purposes of training and development.

South African Management Development Institute

Strategic Framework for Management

Development

G

O

V

T

S

T

R

A

T

E

G

Y

C

A

R

E

E

R

P

L

A

N

N

I

N

G

S

E

L

F

D

E

V

E

L

O

P

O

R

G/

D

E

P

T

D

E

V

E

L

O

P

M

A

N

A

G

E

M

E

N

T

D

E

V

SUCESSION PLANNING

GOVT NEEDSINDIVIDUAL NEEDS

DEPT. NEEDS

South African Management Development Institute

AIM OF SAMDI

The aim of the South African Management

Development Institute (SAMDI) is to provide

practical and customer-driven training and

organisation development interventions

that lead to improved performance and

service delivery in the public sector.

South African Management Development Institute

Strategic Objectives

The following strategic priorities were identified at our recent Strategic Planning Session (for purposes of the MTSF):

Develop and implement a cost recovery strategy To extend SAMDI’s services to Local GovernmentTo accelerate middle and junior management staff To provide leadership in and for Public Service:

–Leadership Development–Performance Consulting

South African Management Development Institute

Rationale for Middle & Lower Management

Training

• The rationale for a middle management training programmes is evident by the absence of any management training for this management level in the Public Service.

• Middle managers are the implementers of policy and a critical communication point between senior and junior managers – however often the most neglected group with regard to their own development.

• Middle managers often lack planning/ project management and financial management skills, which are critical to the implementation of policy.

South African Management Development Institute

Proposed Focus Area for Middle

Management Training:

Women

BACKGROUND• It is clear that women need to be given first preference

in all developmental programmes that are initiated and conducted within the Public Service.

• The march to equality between men and women has barely begun.

• Gender structures established so far are weak and under-resourced.

South African Management Development Institute

GOALS

• Develop strategies that ensure the integration of gender issues into policy and planning.

• Co-ordinate gender training and education for all Public Service staff.

• Explore the increasing representation and participation of women in government and how that can influence policy

• Explore how women’s participation in government will improve the lives of ordinary women

South African Management Development Institute

Programmes should lead to a certificate, which is in line with SAQA requirements.

A point of departure for further development of programmes will be the existing SAMDI Management Development Programme.

JUPMET conducted intensive research during 2000 on a proposal for leadership development for middle managers and came up with an integrated approach to management training and development as represented in the management training model set out under programmes.

Proposed Programmes

South African Management Development Institute

Middle & Lower Management Development Model

Higher Degree

Masters Degree

Degree

Associate Degree

SMS Programme

Middle Level Management

Junior/Middle Level Management Programme

Plus outstanding credits

Plus outstanding credits

Plus outstanding credits

If in possession of a 3 year post matric qualification

South African Management Development Institute

The following training and development programmes were identified as being crucial to SAMDI’s endeavour to enhance service delivery of middle managers

South African Management Development Institute

Human Resource Management Programme

The aim of this programme is to develop human resource management practitioners and managers to be skilled and competent in delivering quality services and advice.

South African Management Development Institute

Improving Service Delivery for

Operational Managers

This module is designed to equip managers with the necessary skills and tools to manage and implement service delivery according to the Batho White Paper. It is practical in nature and will be complemented with hands-on guidance and consultation at the workplace.

South African Management Development Institute

Certificate in Public

Management

This programme develops a holistic approach to planning, project management and financial management skills which are viewed as critical in the implementation of policy

South African Management Development Institute

Human Resource Development Course (Situational Needs

Analysis)

This programme empowers managers to identify and recognise organisational problems. It also enables them to identify appropriate interventions.

South African Management Development Institute

Human Resource Development for

Women

SAMDI can assist in HRD for women by developing strategies that ensure the integration of gender issues into policy and planning in order to attain government’s target of equity in senior management positions.

South African Management Development Institute

Progress on Middle Management Training and Projection until February

2002

5598

1562

PROGRESS

PROJECTEDTRAINING

South African Management Development Institute

Statistics of SAMDI’s Middle Management

Training (Feb – Aug 2001)

0

1000

2000

3000

4000

TOT HRMT SD

TOT - Training of Trainers - 398

HRMT - HRM Training - 1429

SD - Service Delivery - 3771

TOTAL - 5598