CREATING TRAINING OPTIONS FOR EMPLOYEES

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Ibis
Nason

In all my previous articles in the Automotive Refinisher magazine I emphasised the
role that Human Capital Development plays in a successful business.
I am of the opinion that the Mibco Collective Main Agreement’s Grading System,
and the job-descriptions for each grade of worker in the body shop, should be the
starting-point of all Skills Development being undertaken in the Automotive Body
Repair Industry.

From the office of the Minister of Higher Education and Training the purpose of the
National Skills Development Plan 2030 clearly states that “training options are
needed for employed workers to improve the career progress of participants.”
The question may now be asked: “How is my body shop going to create training
options for my employees?”

In the Automotive Body Repair Industry there are currently just 1444 qualified
panelbeaters and 863 qualified spray painters employed (Micro Statistics 21 May
2019). “Improving training options” by means of Occupationally-based Skills Training
in the ABR Industry, present the possibility to increase the number of qualified
Artisans.
From the Mibco Statistics the 2014 Body Shop Assistants (already performing
tasks of either panelbeating or spray painting), may after completing an
Occupationally based Skills Training Programme, apply for the Artisans Recognition
of Prior Learning (ARPL) at a Trade Test Centre.

Then 151 B/A Journeyman are also employed in the ABR Industry. They perform
the tasks of a Journeyman with the approval of Mibco. They should be encouraged
by their employers to apply for the ARPL-Process to get qualified. I am of the opinion
“it would be a walk in the park for these candidates when they are assessed at a
Trade Test Centre.” Imagine yourself with only 50% success rate/pass rate between

Body Shop Assistants and B/A Journeyman another 1 082 Qualified Journeyman will
be accommodated in the ABR Industry.
Skills Development undertaken by the body shop, that will be recognised and is
measurable against the B-BBEE Learning Programme Matrix, may then be planned
in a Skills Training Programme as:
Work Integrated Learning Cat: E
Informal Training (Occupationally directed) Cat: F
Informal Training (Work based) Cat: G
An example for Skills Development Planning in the Body shop:
Each job-description of the General Worker Grade 2, Body Shop Assistant Grade
5 and B/A Journeyman Grade 7, forms the basis for the planned Skills Training
Programme as “Work Integrated Learning.”
While working as a Body Shop Assistant or B/A Journeyman, the employee
performs the tasks recognised by the Automotive Body Repair Industry. These tasks
per job-category, prepares the employee for the ARPL-process and after successful
completion of the assessment at an accredited Trade Test Centre, gets access to
the Trade Test.

Artisan Recognition of Prior Learning as the end-product of the Skills Programme
becomes the process through which prior knowledge and skills that a person gained
“in the world of work,” are made visible, mediated and assessed for the purposes of
alternative access and admission, recognition and certification or further learning and
development.

In my previous articles I have mentioned that the Section 26 assessment has been
replaced by the ARPL-process as from 1 September 2019 (see the Automotive
Refinisher of October-November 2019 edition). Please feel free to contact me if you
want to know more with regards to the ARPL-process.
If you have any specific questions about Skills Development (B-BBEE Training
Matrix), please drop me an e-mail: info@it-c.co.za, invite me to visit your company or
call us on +27 (0)12 379 8684 or +27 (0)82 414 5557.
Groetnis, Oom Frik.