Effective Education for Employment

The Importance Of Primary And Secondary Education

The importance of primary and secondary education cannot be underestimated when considering the success of professional education programmes (by which we are predominantly referring to higher, further or tertiary study). This is particularly true in a country with the socioeconomic history of South Africa. The level of basic skills, most notablyreading and writing, has to be addressed so tertiary education can concentrate on developing higher skills.

There are still significant problems with the quality and availability of basic education in South Africa. In the long term, this should be the first priority for the government to address. It is estimated that 70% of those currently leaving secondary education do not meet basic numeracy and literacy standards. There are many examples of good schools delivering quality education but standards vary widely between schools.

The Challenge Of Diversity

The celebrated diversity of South Africa's population presents some interesting challenges in terms of workplace integration. It is vital for employees to demonstrate an awareness of and sensitivity to other cultures and religions if business in South Africa is to flourish. New recruits are often considered to be lacking in this regard.

Some diversity issues relate to interaction with authority and hierarchies and the role of women. Managers and business leaders need to play an active role in demonstrating the importance of cross-cultural awareness and respect for hierarchy.

Developing Basic Workplace Etiquette

New recruits who are entering the job market for the first time often lack an understanding of how to behave in the workplace. While employers are often happy to take on the responsibility for up-skilling their workforce, they do expect some core etiquette from the start - for example, how to deal with customers, how to communicate with colleagues, how to answer the phone and personal presentation.

Improving Aspiration, Motivation And A Sense Of Responsibility

On one level, the challenge for education is simple: to provide individuals with the necessary knowledge and skills to perform adequately in a specific job. However, beneath this lies a more complex matrix of personal and social issues that impact on the ability of new recruits to flourish in work and fulfil their potential.

Many young people have no career ideas or plans for the next five years. In many cases it is simply enough to have a job. But, if being employed is the limit of one's ambition, we should perhaps question whether an individual will be motivated to do his or her job well. There is also the issue of self-worth and entitlement. Many entrants into the job market lack the confidence to take responsibility and to put themselves forward. Culturally, they do not have the impetus to develop a career or develop themselves professionally.

In part, this represents a negative legacy from the many years of apartheid rule. It also reflects cultural values some individuals bring from their upbringing into the workplace. Creative ways need to be found to address these issues so they dissolve over time.

Building Discipline And Trust

Employers have identified that traditional soft skills (such as communication, leadership and problem solving) are lacking. There is also the more profound issue of trust - specifically, that employees can be trusted to do the job, that they will take responsibility and deliver what they promise.

Trust is related closely to discipline. An individual who has self-discipline will become a trustworthy employee. If you have been schooled in a disciplined environment, for instance, you will carry this attitude into the workplace.

Improving Course Content And Quality

One of the key challenges for South Africa's education system and the business community concerns the design of its qualifications. Like other countries, South Africa is struggling to maintain the relevance of its course content so it keeps pace with the changing demands of business and industry.

Although the SETAs provide a mechanism to design and assess qualifications in a particular sector, there is the perception that business should play a more significant role in course development. Furthermore, there should be increased focus on developing skills for specific roles, over and above the need for generic content.

The relevance of course content connects to a wider issue: that of quality. There is a lack of belief in the value of many qualifications, and this is partly due to an ineffective system of quality assurance. Education and industry need to collaborate to raise the standard of course content and implement a more widely accepted system of quality assurance.

Revitalising The Infrastructure

The administrative institutions that were established in the 1990s to support and guide professional education have provided a strong basis for the future. But there is a need to revisit the role of these institutions and to refocus their work.

The structures are fundamentally in place. The SETAs, which are accredited by the SAQA, are viewed as valuable mechanisms by which each sector can identify its skills needs, develop and implement strategy and disburse funding. Some are seen as more effective than others but generally they are viewed as positive.

SAQA's NQF is considered to be a positive and important initiative but it needs to be improved and broadened as some people are losing faith in its effectiveness and relevance.

Overall, work in the 1990s has provided a solid foundation to support communication and engagement across each sector, and it has allowed business to contribute to the development and implementation of professional education strategy. There is no need to reinvent the wheel. By improving what is already there, South Africa will begin to reap the rewards.

Qualities Valued By Employers In South Africa

• A willingness to take ownership of a role
• A sense of responsibility for oneself and others
• An ability to use initiative
• Confidence in his or her abilities
• The capacity to integrate and operate in diverse environments
• A team worker
• The ability to learn from mistakes rather than be defeated by them
• Managers that understand and are sensitive to diversity
• Managers who are good communicators
• Knowledge that is applicable within the workplace
• Role-specific skills
• Problem-solving skills
• Critical thinking
• A leader who can also follow
• Willingness to take risks
• Solidity in the face of adversity
• Adaptability and flexibility
• A willingness to embrace technology
• Passion and enthusiasm
• 'I want to be here' rather than 'I have to be here'
• A strong work ethic - desire to progress and succeed