Page 13 - Logistics News June 2016

training

Reinvigoration

through transformation

By Charles Dey, www.charlesdey.blogspot.com

In a previous article (‘Why aren’t we more like the Germans?’) we discussed how the present,
pervasive culture in South African companies is one of compliance rather than performance
when it comes to transformation. Now we explore the benefits available to those who grasp

the opportunities represented by a huge untapped resource – young Black graduates.

THE MANY unemployed graduates out there requires involvement at strategic level and needs
represent a number of individuals who are not to be a C Level responsibility with objectively
reaching their full potential and, as a result, the verifiable milestone targets.
knowledge they acquired is not being turned into
marketable competencies. The table illustrates one process suggested as a
possible way forward. •
At the same time SA is losing position
on the World Competiveness Index, its GDP ANALYSIS PHASE
is being overtaken by increasing numbers
of African countries and its share of the Strategic definition
world market is decreasing. Whilst all this Defining an objective, one sentence statement of
is happening there is a general outcry from what needs to be achieved.
business over the lack of competent people
as the country develops from a commodity- Stakeholder analysis and involvement
to a knowledge- based economy. Identifying and characterising potential major
stakeholders, assessing their capacity and
A key symptom of this problem is the enlisting their support.
perception that academic institution
graduates are not perceived as being work Problem analysis
ready. It is suggested that this is attributable Identifying key problems, constraints and
(at least in part) to a lack of a SA corporate opportunities; determining cause and effect
mentoring culture. relationships.

How can companies turn this challenge into an Solutions development
opportunity? Some suggestions: Developing solutions from the identified
• Integrating relevant workplace experience with problems; identifying means to end relationships

academic studies. This means sitting down and Process analysis
agreeing with selected academic institutions Identifying different processes to achieve
the structure of workbased programmes, solutions; selecting most appropriate process.
where and how these need to be slotted into
each academic programme, the mentors and PLANNING PHASE
administrative people who will be responsible
for the management of each programme within Developing a strategic implementation matrix
the company Defining strategy structure, testing its internal logic
• Implementing a programme through which and risks, formulating measurable indicators of
senior executives with relevant experience are success
trained to succeed as educational and talent
development leaders, and through which those Process scheduling
who complete this training gain both meaningful Determining sequence and dependency of
recognition for their efforts as well as material activities; estimating duration, and assigning
benefits. Much thought needs to be given to the responsibility
enhancement of the status of these individuals
within the company and the industry Resource scheduling
• Ensuring that the strategies that are put in place From the activity schedule, developing resource
are robust, sustainable and dependable. This schedules and a budget

Are you interested in pursuing this topic? Join this discussion on www.charlesrdey.blogspot.com

June 2016 | Logistics News 11