The previously disadvantaged initiatives within the group have been significant and have been attempts in addressing various levels of equality. At a group level the strategies revolve around people initiatives, business initiatives, community initiatives and legal initiatives.
Each of these initiatives has structured programs and delivery entities that are responsible for providing a real value to the areas that they are committed to.
A major difficulty is the orientation to the IT sector and this stems from the lack of focus in the formative education planning. The overall skills shortage within the IT sector makes it a considerable task to source, train and retain the employee who will always be headhunted due to the constant search for companies to enhance in-house Black Empowerment policies.
The question is where do we start and how do we address the inadequacies that exist in a manner that reflects sincerity in addressing the inequalities as faced by the previously disadvantaged communities.
Our response to this area was a slightly different strategy in terms of growing the skills within the IT sector. Our base justification for embarking on this strategy was the understanding that as a supply entity the knowledge transfer of concept, product and business practices was far more valuable in terms of bridging the gap and focussing on training within this sector. What this achieved was that employees had a different orientation to the world of information technology.
The next growth area focused on is development of technical skills. Whilst this is an important area, most companies have strategies that involve recruiting specialists in high-end technology solution areas. CHM Vuwani, however, have a program which ensures that employees are trained in the most basic technical skills and further developed according to their aptitude and at a pace that they feel comfortable developing at, e.g. Junior Management Programme.
To assist in the upliftment of the South African society, CHM Vuwani is committed to bridging the gap within the South African IT industry.
CHM Vuwani feels that a means to attain this is through;
Human Resource Development Programme
Affirmative Action Policy and Equity Composition
Education and Training
Social Responsibility Programmes
Procurement and supply from SMME’s
Joint ventures with other Black Empowerment companies
HUMAN RESOURCE DEVELOPMENT PROGRAM
CHM Vuwani believes that more than ever before, human resources need investment. We feel that training and developing the workforce to meet future challenges and demands is clearly a human resource function that needs serious attention and careful planning.
Today, training and developing the workforce in South Africa has an added dimension of correcting past racial imbalances. Education therefore needs to be addressed seriously allowing training and development programmes to recognise individual needs which will lead to career pathing.
CHM Vuwani feels that developments in this regard are vital for the future success of South African organisations and Government, and will only achieve success if explicitly written into their corporate strategic plan.
To deal with a rapidly changing and highly technical and competitive environment, clear planning that is reviewed on a regular basis and that constantly remains aligned with corporate strategy is essential.
AFFIRMATIVE ACTION POLICY AND EQUITY COMPOSITION
CHM Vuwani believe in promoting equal opportunity and fair treatment in employment through the elimination of unfair discrimination and have therefore implemented affirmative action measures to redress the disadvantages in employment. These measures have been implemented through leadership development initiatives and accelerated advancement initiatives. Preferential recruitment policies have been implemented at all levels and job categories. An explanation of the various affirmative action programs follows:
1. Leadership Development Initiatives
Certain previously disadvantaged individuals in CHM Vuwani have been identified and selected to enter into mentoring programmes with management from First Technology. This is made possible through the alliance with First Technology and along with various external and internal training programmes. These initiatives will ensure development in these potential leaders.
2. Accelerated Advancement Initiatives
The above-mentioned methods of training are not reserved purely for future managers but extend to all CHM Vuwani employees in all departments and across the whole spectrum of job categories.
This is implemented as follows: Department managers identify previously disadvantaged individuals for development and the development forum investigates possible internal and external programs for the employee to follow. Once a program has been identified, goals are set and the employees’ development is monitored and measured. If external training is selected, the employee undergoing the training is placed in the environment he/she will be working in and is mentored by somebody with experience in that field. The result is an employee with the academic knowledge as well as practical experience in the field in which he/she has been developed.
3. Preferential Recruitment Policy
CHM Vuwani practices a preferential recruitment policy in that we give preference to previously disadvantaged individuals. Previously disadvantaged individuals who have the same credentials as other applicants are given preference to any available career opportunities. The numerous resources invested in the appointed previously disadvantaged individuals ensure development for both the individual and the company as a whole.
4. Equity Composition
Total Number of Staff: 180
Total PDI Percentage: 76%
Total Female Percentage: 45%
EDUCATION AND TRAINING
CHM Vuwani supports the idea that the relative importance of training to enhance job performance appears to be increasing. There is a growing emphasis in all areas of work on operating more efficiently to enhance the overall quality of service.
CHM Vuwani therefore sees training as a process to enhance the degree of fit between job demands and human attributes.
The CHM Vuwani Training System was developed to assist in the implementation of training programmes.
The design of personnel training begins with an analysis of training needs. These needs are then evaluated and training objectives are determined. To meet these training objectives, a number of training programmes are selected. The various training programmes are then implemented to develop the knowledge and skills needed by employees to perform their tasks effectively and efficiently.
Each training programme is evaluated by various criteria to establish the value of the training, the value of the transfer and ultimately the value it has added to the organisation.
In today’s IT industry where change is a norm, training of employees has to be provided on a continual basis, to ensure they perform their duties successfully.
1. Computer Based Training
CHM Vuwani has made major investments into specialised form of computer-based training, * M-Skills. It is apt that an IT company makes use of the latest technology to educate and train its employees. The advantages of this training technique include individualised instruction, reduced training time and easy accessibility. The courses range from basic introduction to software through to advanced networking practices.
These courses offer simulated software, allowing the employees to schedule their training adequately. The employee’s progress is also constantly measured and monitored.
* Mskill is a leading online IT education provider. All courseware is designed with pre and post assessments allowing e-learning solutions to be delivered cost effectively and efficiently.
– There is a choice of over 250 course titles
– Self-paced courses can be accessed anywhere, anytime.
2. Audiovisual Training
CHM Vuwani has an onsite Computer Training Centre that is fitted out to facilitate audiovisual training. CHM Vuwani’s audiovisual material covers an array of training techniques such as slides, films and videotapes. It allows employees to see, as well as hear, and is good at capturing their interest. Both technical and sales skills are addressed in the audiovisual material provided. Once again employees can schedule their training requirements to suite their needs.
3. “Hands-on” Practical Training
“Hands-on” training allows the employees to apply what they learn in the classroom in the business field. Employees are coached both in our workshops and on the customer’s site. Trainee employees accompany qualified personnel into the field where they are mentored and coached through daily tasks.
4. In-House Tutoring
Through on-going meetings and workshops, management and senior personnel continually convene and train their staff.
CHM Vuwani has found this training technique to be of great value to both the organisation and the employee. It is especially a successful method of facilitating management development.
This method provides exposure and visibility for the employee, which assists in his/her career development.
External training is encouraged where the skills are non-existent in our company. External training is also encouraged where specialisation and accreditation training is required. CHM Vuwani will continue to sponsor external training for our employees, e.g.:
a. Technikon Diplomas
b. Product Accreditation
Where employees show potential and commitment, we will use tertiary education institutions to enhance their skills.
CHM Vuwani is also in a position to negotiate with our suppliers and customers to accommodate our employees to enhance their skills by seconding them to new environments and business processes.
Exclusive Joint Ventures
CHM Vuwani seek other Black Empowered companies who offer specialised services to partner with in terms of taking to the customer a comprehensive offering that addresses the total IT solution. To date, there has been major research and development in this area. CHM Vuwani has established partnerships with other Black Empowerment Companies. These include: