1. SOUTH AFRICAN MANAGEMENT DEVELOPMENT INSTITUTE

2. PRESENTATION TO THE PORTFOLIO COMMITEE October 2002

3. Focus of the Presentation Presidential Strategic Leadership Development Programme Human Resource Management Training

4. SAMDI’S INTERVENTIONS Senior Managers Middle Managers Emerging Managers Frontline Staff Service Delivery Integrated Capacity Building Model PSLDP HRMT

5. PRESIDENTIAL STRATEGIC LEADERSHIP DEVELOPMENT PROGRAMME

6. Objective THE PROGRAMME IS AIMED AT : Recognising and relating Macro issues to the Public Service Taking account of local and global trends and integrating these into strategic plans Translating strategy into action Emboding and upholding public service values and ethics Providing skills to manage resources effectively to achieve the priorities of government Provide platform to create a shared vision amongst all employees of a learning organisation

7. Policy and Knowledge Management Service Delivery Modules Strategy into Action Communication Strategies Project Management Stand Alone Module (Integration) Human Resource Management Management and Leadership Skills Finance Management

8. Issues raised in past Portfolio Committee Presentations 51 Programmes booked January – March 2002 - 47 programmes were presented - 4 programmes postponed due to departments schedules Projections - 42 programmes - EC Funding not sufficient - focus on quality rather than quantity Increase in internal capacity - Unit increased from 3 to 5 staff members in May 2002

9. Progress to date

10. PSLDP Clients National departments 18/37 clients 685 persons trained 2455 person training days * (persons trained=1x8 modules) Provincial departments 9/9 clients 393 persons trained 1371 person training days January 2002 – September 2002

11. Highlights PSLDP Accredited - University of North West and Potchefstroom - Credits –128 (Honours Degree Equivalent) Stand alone module established More than a 100% growth in the PSLDP presented modules by the end of 2002 as projected Independent Impact assessment done

12. Impact Assessment Conducted (January – May 2001) - 151 delegates were assessed - 97% delegates could implement new skills in the workplace - 88% delegates will enroll for another SAMDI programme

13. Challenges Rate of growth of the programme – future need for more staff Department’s willingness to pay – Cost recovery External competitors, eg Tertiary Institutions offering same modules Continous intergration of local and global trends in the leadership development Distribution of gender in training

14. Challenges cont..

15. Key Focus Areas Marketing of the PSLDP Integrate continuous local and global trends in leadership development Cost recovery - Projects secured - R2,2 million for 2003

16. Way forward Continous Marketing of the programme locally and continentally Continuous research in terms of leadership development and best practices Adaptation of modules to keep abreast with changes - legislation, global trends

17. HUMAN RESOURCE MANAGEMENT TRAINING

18. Objective Ensure delivery of customised, competency based Human Resource Management-training programmes for Labour Relations Practitioners, HR Practitioners, Line and Senior Managers.

19. Training Interventions HRM TRAINING HR Planning Staffing Practices Performance Management HR M CERTIFICATE PROGRAMME Introduction to HRM Management Principles Strategic HRD LABOUR RELATIONS IR Skills Development Hearing Procedures Grievance Procedures Promotional of Addministration of Justice Act Domestic Violence Labour Relations

20. Training Interventions cont. TRANSFORMATIONAL ISSUES Diversity Management Disablility Management Mentorship Gender Equity and Equality JOB EVALUATION Initial Analyst and Follow Up Training Panel Member Training Compensation Training

21. Issues raised in past Portfolio Committee Presentations Take over (high profile) disciplinary and job evaluation training from DPSA Assessor Training (Staff) Development and Registration – Human Resources Certificate for Public Service - launched and accredited by University of Pretoria - each module equivalent to 20 credits - target: HR Practitioners and Managers Training on Equity issues

22. Progress ProgrammePeople Trained People Training Days Disability Management3691109 Diversity Management3801100 Job Evaluation8602853 Labour Relations13914791 Domestic Violence3661830 Gender Equity2550 HRM (Short courses)6622363 Certificate in HRM3001500 Mentorship176880 TOTAL452916476 January 2002 to October 2002

23. Highlights PROGRAMMES SUCCESSFULLY LAUNCHED IN 2002:-  Mentorship  HR Planning  Promotion of Administrative Justice Act  HRM Certified Programme  Domestic Violence  Compensation Management ONE ASSESSOR DECLARED COMPETENT

24. Challenges PROCUREMENT OF SERVICE PROVIDERS - Tendering CAPACITY – Full time trainers Job Evaluation Labour Relations Transformational Issues

25. The Way Forward Focus more on the following provinces Northern Cape Mpumalanga KwaZulu Natal Empower presiding officers in the management of high profile disciplinary cases during 2003 (Pilot in Eastern Cape) Enhance strategic partnership with South African Police Services : Domestic Violence Training Mentorship Arbitration Skills Gender and Equity

26. THANK YOU