People & Development
Management of Human Resources
Training and Development
Training and development is vital to the long-term sustainability of the business. The company sees the Skills Development Act as a guideline to required training and is committed to compliance with the act, but realises that, in many cases, training will fall outside the scope of its specific SETA.
The company's operational needs will underpin any training initiatives. Training and development will not be restricted to hard skills only, but will encompass the development of each individual. Training and development courses will be aimed at increasing the skills levels of employees. Interventions will focus on the development of competencies required to do the job.
Verref will give priority to training identified as necessary to further internal promotion and staff retention. When planning training, cognisance of succession planning needs will be taken into account.
Adult Education and Training (ABET) is offered at Verref's operations to facilitate literacy and numeracy and to offer employees a platform on which they can build in order to further their education. Participation is voluntary. When people have completed ABET Level 4 (equivalent of Grade 9 or Standard 7), they are deemed to be functionally literate and numerate. Currently, we have contracted Project Literacy, a section 21 company, as our ABET provider at Main Works, Rietfontein, Springs and Hammanskraal where they will provide the educators and material to employees. At Marico Chrome we have a full time ABET teacher employed for employees and we assist trough our SLP community forum where possible with the community ABET programme as well.
ABET enrolled levels per site:
|Operation||Level 1||Level 2||Level 3||Level 4|
Main Works Plant, Vereeniging
Rietfontein & Elgin Plants, Springs
Workplace skills development plans and annual training reports are submitted to the Construction Education and Training Authority (CETA) for the plant operations and to the Mining Qualifications Authority (MQA) for the mining operations each year and identify Verref's future skills needs and training requirements. As part of the HR Strategy for 2011 skills gap analysis will be conducted on all employees with training programmes implemented to eliminate the gaps. We have also invested in our leaders for tomorrow by having 38 leaders trained in the organization in 2010 with a further roll out to supervisor level in 2011.
In line with the South African Skills Development Act, Verref offers learnership / apprenticeship programmes to provide employees with the opportunity to improve their skills through a combination of studying and practical, on-the-job training. Learnerships / Apprenticeships play an important part in progressing employees' careers as they lead to recognised qualifications, approved by the Sector Education Training Authority and registered with the Department of Labour.
We currently have 9 apprentices enrolled of which 4 are in their final year and 5 in their second year of their apprenticeship. 3 are enrolled for Electrical, 1 for Boilermaking and 5 for Fitting & Turning.
At our mining operations we are also embarking on implementing Learnerships as part of our Social and Labour Plan commitments for employees and community members in 2011.
Bursaries and study assistance programmes
Verref believes that, together with other companies, it has a responsibility to ensure that new skills are developed to provide professional expertise to support the long-term survival and growth of the manufacturing and mining industries. Forming an integral part of the company's Employment Equity Plan, bursaries are offered to HDSA students studying at tertiary institutions in disciplines that are core to the manufacturing and mining industries. The number is guided by the company’s long term requirements and financial status.
The company also offers assistance to employees to study for courses that will develop their careers as per our company study assistance policy.
Internships offer HDSA graduates the opportunity to gain practical experience in both our manufacturing and mining environment. Provision is also made in our Social and Labour plans to assist graduates with internships.