Currently, South Africa is facing one of its toughest challenges, high youth unemployment. In May 2023, Statistics South Africa released its unemployment stats. South Africa, has a total of 4.9 million unemployed youth between the ages of 15-34 years old. An 11% increase from the previous year. Over 60% of young people between 15-25 years old are without jobs, impacting the nation’s social and economic structure.
South Africa’s overall unemployment rate stands at 32.9%, with youth unemployment rate at 62.1% for youth between 15-24 years old, and 40.7% for youth between the ages of 25-34 years old. Additionally, around 3.7 million, or 36.1%, of the 10.2 million young people aged 15-24 are neither employed nor engaged in education or training.
Factors like a preference for older workers, inflexible workplace structures, insufficient support for youth entrepreneurs, and lack of access to quality education, training and skills also impact youth unemployment. In addition to unemployment, South Africa also faces skill shortage. Addressing the skills gap is crucial for economic growth in South Africa. The large gap between the skilled and unskilled is one to take notice off as it affects productivity, innovation, and competitiveness, with long standing effects on the country’s economic development.
With unemployment at such dire straits in South Africa, as Human Resources (HR) personnel it lays on us to find solutions to this problem. HR personnel can assess current skill shortages and develop targeted training initiatives, such as internships, apprenticeships, and partnerships with educational institutions.
The following article highlights the country’s skills gap, factors affecting it and the role of HR personnel in bridging the gap.
Defining the Skills Gap
The skills gap in South Africa refers to the differences between the skills employers seek and those that job seekers, especially South African youth possess.
Factors such as an education system that doesn’t fully align with market needs, rapid technological changes, and insufficient vocational training, influence the skills gap. Several young South Africans are entering the job market without essential skills in jobs sectors like technology, engineering, and healthcare, resulting in a high quantity of unfilled job vacancies.
Factors Affecting the Skills Gap
Factors affecting South Africa’s skill gap include challenges within the educational system, rapid technological advancements, and industry-specific skill requirements. Understanding these factors is essential for developing effective strategies to bridge the gap and improve workforce readiness.
Educational Challenges
Several schools and tertiary institutes lack the resources and infrastructure to provide quality education and practical training, resulting in unprepared graduates in the open job market.
Statistics from the Centre for Development and Enterprise reveal South Africa’s startling educational shortcomings. Over 50% of Grade 1 learners do not know all the letters of the alphabet after a year of schooling. Grade 9 learners ranked second last in mathematics and last in science proficiency on a test designed for Grade 8 students among 39 countries. Additionally, nearly 80% of Grade 4 learners cannot read for meaning in any language.
Capitec’s CEO Gerrie Fourie stated in an interview on South Africa’s education crisis,” If we want to be a successful country, we need to invest in our education. We cannot have a 30% Matric pass rate.” The article goes on to further explain that people cannot rely totally on the Government to provide education and training. South Africa’s private sector needs to get involved to reduce our skill shortages.
To counter the education crisis, South Africa needs to conduct a curriculum revision. Several subjects are outdated, particularly in subjects like Science, Technology, Engineering and Mathematics (STEM). Improving educational standards and aligning curricula with industry needs are crucial steps in bridging the skills gap.
Adjusting to Technological Advancements
Technological and digital advancements make the world smaller and are changing the job and skills market. Youth have access to entertainment, education, etc. at their fingertips. Automation, artificial intelligence, and digitalization are creating new job roles while rendering some traditional jobs outdated.
South Africa is facing a significant IT skills shortage. The “Digital Skills in the South African Economy” report by the Department of Communications and Digital Technologies (2023) reported that over 70% of South African businesses face difficulties in finding candidates with essential digital skills. This shortage is across several sectors, including software development and cybersecurity, hindering growth and competitiveness. The outdated skill sets make it as challenging as navigating a maze with an obsolete map.
According to the World Bank, if South Africa addresses its IT skills shortage it could improve its GDP by 2.5% by the next decade. The National Digital Skills Development Strategy, is one initiative launched by the Department of Communications and Digital Technologies, to address the digital skills gap.
The Government can also reduce the technological skills shortage by introducing policies aimed at improving digital literacy, expanding access to quality education, and incentivizing technological infrastructure.
Like the education system, reducing the skill gap will take initiatives from the public and private sector to improve and promote IT education, and skills development. Mentorship programs and competitive salaries will attract and retain talent.
HR’s Role in Addressing South Africa’s Youth Skills Gap
As we’ve seen from research above, South Africa’s youth unemployment rate and skills gap are hindering its economic growth and progress. Human Resource professionals across all sectors can bridge this gap by implementing strategic initiatives that enhance workforce readiness and align with industry needs.
Outlined below are some strategies for HR professionals to improve South Africa’s youth skill gap:
Strategic Workforce Planning
HR can conduct comprehensive workforce planning to identify current and future skill needs within the organization. By analyzing job market trends and forecasting skills requirements, HR personnel develop targeted hiring and training strategies that ensure the organization remains competitive.
Implementing Effective Training Programs
HR’s primary responsibility in any organization is to design and implement training programs that address the skills gap, including on-the-job training, workshops, and e-learning platforms tailored to the specific needs of employees.
YC Consulting assists individuals, small business and other organisations to design and implement training programs industry specific. They can provide online workshops and e-learning to youth across South Africa.
By partnering with educational institutions, HR can facilitate internships and apprenticeships that provide practical experience to young job seekers.
Promoting a Culture of Continuous Learning
HR personnel can create a culture of continuous learning by encouraging or incentivizing employees to further their education and promote skills development. This includes providing access to online courses, certifications, and professional development opportunities. By investing in employees’ growth, HR ensures that the workforce remains adaptable and skilled.
Leveraging Technology for Skills Development
Undoubtedly, technology does improve and enhance youth training and development. E-learning platforms and data analytics can personalize learning experiences and track progress, ensuring employees acquire the necessary skills.
AI-driven tools, like the following can also help identify skill gaps and recommend targeted training solutions.
LinkedIn Learning with AI Insights
LinkedIn Learning uses AI to recommend personalized learning paths based on employees’ job roles, skills, and career goals. Its AI algorithms analyze data from users’ profiles and activity to suggest relevant courses, helping HR to identify skill gaps and provide targeted training.
Coursera for Business
Coursera for Business offers AI-driven analytics to track learning progress and identify skill gaps within an organization. The platform provides personalized course recommendations and detailed reports on employee learning outcomes, allowing HR to tailor training programs effectively.
Udacity for Business
Udacity for Business offers AI-driven skill assessments and personalized learning paths. The AI tools help identify skill gaps and provide employees with targeted training in areas like data science, AI, and machine learning, ensuring they stay up-to-date with industry demands.
Mentorship and Coaching Programs
Mentorship and coaching programs within any organization significantly bridges the skills gap and foster professional growth.
HR should start by identifying the goals and objectives of the program, including improving employee skills, job satisfaction, and increasing retention rates.
Second, they must identify and select skilled, experienced mentors who are willing to share their skills and knowledge with the youth. Pairing mentors and mentees based on their roles, skills, and career aspirations maximizes the program’s impact. Regular monitoring and evaluation of the mentorship relationships help in making necessary adjustments and ensuring continuous improvement.
Benefits of Mentorship and Coaching Programs
Mentorship and coaching programs have several benefits to the individual and business. Highlighted below are a few we’ve recognized that are beneficial to you.
Firstly, they provide personalized learning opportunities, allowing mentees to gain insights and skills tailored to their specific career paths. This hands-on assistance helps in the practical application of theoretical knowledge, bridging the gap between education and real-world job requirements.
Additionally, mentorship fosters a culture of continuous learning and development. The programs encourage mentees to seek out new challenges and expand their skill sets, promoting professional growth.
Mentorship also enhances soft skills such as communication, leadership, and problem-solving, which are crucial for career advancement and a bonus to many unemployed youth.
Mentors find the process of teaching and guiding others reinforces their own knowledge and skills making them effective industry leaders.
Overall, mentorship programs contribute to a more skilled, engaged, and motivated workforce, driving organizational success and competitiveness.
Career Pathing and Growth Opportunities
HR personnel play a significant role in mapping out youth development and progress. Career pathing or career mapping is planning out how an individual can progress in their career within a company, including what skills and experience they require at each stage.
By providing employees with clear career progression paths and encouraging exploration through lateral moves and cross-functional training, companies not only foster employee satisfaction and retention but also cultivate a skilled and adaptable workforce.
Providing Career Progression Paths
HR professionals work with young employees to create career maps that illustrate various pathways employees can follow to advance their careers. This transparency helps employees set realistic career goals and understand what’s required to achieve them. Regular performance reviews and development plans ensure employees stay on track and receive the necessary support and training.
HR Encourages Lateral Moves and Cross Training
Encouraging lateral moves and cross-functional training can significantly enhance an employee’s skill set and adaptability. Lateral moves allow employees to explore various roles within the organization, gaining a broader understanding of the business and developing diverse skills.
Cross-functional training enables employees to collaborate with various departments, fostering a more integrated and cohesive work environment, thus empowering youth to grow unilaterally.
HR can facilitate these opportunities by identifying roles and departments where cross-training would be beneficial and by creating structured programs that support these transitions. Encouraging lateral moves and cross-functional training not only keeps employees engaged and challenged but also builds a more versatile and resilient workforce.
Measuring Success and Making Improvement
Unless there’s a benchmark for measuring the success of youth development programs any program HR personnel develop will be loss-making. Measuring a training program’s success is crucial for HR in South Africa to assess their effectiveness in bridging the skills gap among youth.
By evaluating training outcomes, setting KPIs (Key Performance Indicators), and collecting participant feedback, HR can ensure continuous improvement and better prepare young individuals for the job market.
Evaluating Training Outcomes
HR must conduct thorough evaluations of training outcomes to determine their impact on skill development. This involves assessing whether participants have acquired the targeted skills and competencies outlined in the training objectives. Methods such as pre- and post-training assessments, skills tests, and performance reviews can provide valuable insights into the effectiveness of the programs.
YC Consulting assists organisations with developing training outcomes, like KPIs. In this way, organisations can judge the success of their programs, and adjust accordingly.
Setting KPIs and Metrics for Training Programs
Setting clear KPIs and metrics is essential for measuring the success of training initiatives. These metrics may include completion rates, competency improvements, job placement rates, and participant satisfaction levels. By defining specific goals and tracking progress against these benchmarks, HR can gauge the program’s overall effectiveness and identify areas for improvement.
Collecting Feedback from Participants
Collecting feedback from training participants is vital for understanding their experiences and perspectives. Surveys, focus groups, and one-on-one interviews can gather valuable insights into the relevance of the training content, quality of instruction, and practical applicability of skills learned. This feedback not only helps in refining future training programs but also enhances participant engagement and satisfaction.
Conclusion
Human Resources plays a significant role in addressing the skills gap and promoting economic growth. It can implement strategic initiatives such as mentorship programs, career pathing, and leveraging technology for skill development. HR not only enhances youth employability but also strengthens the overall workforce’s resilience and adaptability in a rapidly changing job market.
Through these proactive measures, HR contributes significantly to shaping a future where they can equip youth with the skills and knowledge they need to thrive and contribute meaningfully to society.
References
https://theconversation.com/south-africas-youth-speak-out-on-the-high-cost-of-finding-work-61024
https://www.undp.org/south-africa/blog/harnessing-employability-south-africas-youth
