N ov e m b e r 2 013

ISSUE 9: WORKING TOGETHER FOR A SKILLED TOMORROW

KZN FINANCIAL LITERACY -

Promoting careers in the insurance sector

COVER STORYCombining KZN Financial Literacy Talent with Study opportunities

INSIDERS NEWSWork integrated learning workshopNational Skills ConferenceCongratulations to Sabelo mkwae

DIVISIONAL INSIGHTSReflections from the Work-Integrated Learning WorkshopLetter to INSETA

INSIDERS CHOICEWork Skills Plan and Annual Training Reports WorkshopInseta hosts joint workshops for burial society membersTop achiever rewarded at Hollard Academy

The KwaZulu-Natal Financial Literacy Association (KZNFLA) recently partnered with the Insurance Sector Education and Training Authority (INSETA), the Financial Planning Institute of Southern Africa (FPI) and other affiliates, to promote financial literacy among youth in KwaZulu Natal (KZN). This joint partnership hosted a speech contest amongst high school learners.

Grade 11 learners in KZN were invited to take part in the financial literacy competition and were given the chance to develop their financial management skills and win a bursary for their tertiary studies. The purpose of the speech contest was to present and promote career opportunities in the insurance sector. This objective aligns with the INSETA’s bursary programme

for unemployed youth. The INSETA believes that financial literacy should be developed in young people, as the sooner youth become financially literate, the more likely they are to become financially independent. The project reached approximately 1 200 schools with the objective of informing pupils on the significance of financial literacy in everyday life. Emphasis was given to the importance of making informed decisions before purchasing any financial products. The INSETA has been involved with the KZN Competition on Finance for six years, and now, contributes towards the top prizes such as bursaries and sponsorships.

The final round of speeches and awards ceremony took place on 11 october 2013 at the Majuba Further Education and

Training College. The twelve finalists were assessed on their research, content and conclusion of their oral arguments. The winner this year was sixteen-year old, Bongumusa Nkwanyane from eshowe High School in the uThungulu District. He beat 11 other finalists to win first prize. Nkwanyane won a bursary to study a bachelor of Commerce in Financial Planning up to post-graduate level, which shall be funded by the FPI.

He also won a tablet and an LCD television set. Nkwanyane said the contest taught him how: to be more himself; to interact with people and to improve upon his public speaking. “Of course I am very interested in all things finance,” he said, adding that he would like to pass on the skills he learnt to fellow learners.

Combining KZN Financial Literacy Talent with Study opportunities

The runners-up in the competition were Angel Mchunu from buhlebuyeza Secondary School in the umzinyathi District and Hafsa Rajab from Orient Islamic School in the Umlazi District. Thanks to the INSETA and other sponsors, the runners-up were also awarded lap tops, a degree bursary from PC Training and business College and other bursaries. The finalists also won mini hi-fi sets, dvd players and other appliances for themselves and their schools.

The KZNFLA was established in 2011 by the KwaZulu Natal (KZN) Finance Member of Executive Council (MEC), Ms Ina Cronjé. The Association seeks to promote financial literacy in the province and now comprises of 100 entities. It co-ordinates and offers financial education to six focus groups: in-school youth; out-of-school youth; women and vulnerable groups; Small, Medium and Micro Enterprises (SMMEs) and co-operatives; government employees and traditional leaders. The FPI of Southern Africa is the leading independent professional body for financial planners. Mr Godfrey

Nti, the FPI’s chief executive officer, said, “The FPI’s mission is to advance the pre-eminence and status of financial planning professionals, while at all times acting in the interests of the society, whom the profession serves.”

The INSETA strives to develop the pool and quality of scarce and indispensable skills in the insurance sector, improving the sector and supporting South Africa’s transformation.

The Finance MEC and Champion of the KZNFLA, Ms Ina Cronjé, thanked the INSETA for their contribution towards the speech contest in a letter of appreciation, “The MEC for Finance in KwaZulu-Natal and the KwaZulu-Natal Financial Literacy Association would like to extend a heart-felt thank you for your [INSETA’s] generous sponsorship amount of R80, 000, as well as the 12-month bursaries for 2015 for some of the 2013 finalists. The sponsorship enabled us to make this event a success. Thank you very much for also availing mr Jaydath ramsunder to participate as an adjudicator.”

I N S I D E R S N E W S

Tsogo Sun’s Joyce Osborne shares with the workshop their strategy around work integrated learning (WIL) and what benefits they reap from partnerships with universities of technology. She also sits on the SASCE Board representing business. SASCE and ETDP SETA hosted a workshop on the implementation of WIL.

W o r K S H o PWORK INTEGRATED LEARNING

Photograph of Ms Adeline Singh and mr msiwa at the gala dinner for the National Skills Conference

National Skills Conference

CoNgratulatioNS

Congratulations to INSETAs procurement specialist Sabelo mkwae who got married in November. Sabelo is seen in the picture with his new bride. We wish them a long and happy marriage.

SASCE (Southern African Society for Cooperative Education)

hosted a work integrated learning workshop at ETDP SETA. The

primary purpose of the workshop is to develop a conceptual policy

framework for work-integrated learning (WIL). The main focus

areas are on work integrated learning in relation to lecturers and on

institutional arrangements. The emphasis at this workshop is not on

placing learners in industry although this is a component of WIL.

1. WHAT ARE THE 3 BROAD AREAS OF WORK INTEGRATED LEARNING?

The 3 areas of WIL embrace the following action areas:

1. Collaboration with post-school institutional officers/officials/

proponents of WIL ;

2. Development of a natural Framework;

3. Support the Department of Higher education and

Training(DHET), in developing a coherent voice for the education

and Training vis-à-vis Human Capital. The manner in which the

Education Training and Development Practices (ETDP) Seta has

implemented this practically, is through the placement of 50

project interns from Universities of Technology and Further

Education and Training (FET) Colleges.

2. WORK-INTEGRATED LEARNING AND ITS ACTION AREAS

There is a continuous improvement programme (CIP) for Further

Education and Training (FET) College personnel with respect to

Mathematics and Foundational Sciences.

In order to lead and manage the programme, senior Further

education and Training personnel have undertaken to expand

curriculum development.

one initiative undertaken by the eTDP Seta is the placement of 4

career guidance officers at 50 FET Colleges.

Other action areas include the following: the requirement for

Further Education and Training Colleges to gain exposure to industry,

specifically, integrated work-place exposure; delivery of vocational

technical programmes which is achieved through lecturers gaining

exposure to the latest technology in relation to classroom practice;

and a component which forms part of the Labour Intelligence

Management Project involves the personal development plans for

lecturers.

In conclusion, a major challenge arising from the above action areas is

for FeT College lecturers to achieve a balance between theory taught

in the classroom and lecturers and ultimately learners obtaining

exposure to industry – the so-called ‘recurriculating the curriculum’

by obtaining a balance between the above 2 primary elements.

A major challenge is to develop formal qualifications for work-

integrated learning.

3. WHAT DO THE COST DRIvERS OF WORK- INTEGRATED LEARNING INCLUDE?

The cost drivers include: personnel placements including placement of

Further Education and Training Lecturers and requests for transport.

Financial assistance for work-integrated learning expenditure can be

obtained through the ETDP Seta.

4. vARyING RESPONSIBILITIES

Formal agreements have to be entered into between industry, further

education and training colleges and the Seta – in particular, the ETDP

Seta, in this instance. Employer fee to be paid by employer for use of

learners.

5. RISK APPLICABLE TO WORK-INTEGRATED LEARNING?

A major risk is that Wil practitioners are not suitably qualified.

6. DURATION OF WORK-INTEGRATED LEARNING

This can vary in duration from 6-18 months. Over the course of these

programmes, institutional practitioners need to visit the companies.

DIVISIONALiNSigHtS

REFLECTIONS from the WORK-INTEGRATED LE ARNING WORKSHOP – From Promise to Practice By Ernest Kaplan

7. SCHEMATIC DEPICTION ABOUT WHAT NEEDS TO BE INCLUDED IN A WORK- INTEGRATED LEARNING FRAMEWORK

7.1 Work Preparation

Lay ground work for conducting work-integrated learning in the

workplace.

Development of a practical and valid curriculum.

7.2 Relations

- Partner with Setas

- Partner with Municipalities

- Partner with Companies

- Work with Global Partners – application of international

benchmarking standards.

- Organize business organization laboratory.

7.3 Assessment Evaluation Review

- Register continuous professional qualification (CPD) for lecturers

in the work-integrated learning area.

- Professionalization of Practice in work-integrated learning

currently a 3-day course.

- Although good lecturer may not be interacting at an optimal

level within industry because a different skills set is required –

listen attentively to signals from industry.

7.4 Placements

- Placement of Wil Learners

- Placement of lecturers and their acceptance by companies

7.5 Monitoring Visits

- Whose involved?

- Which institutions?

- Identify roles and responsibilities in the workplace.

- Comprehensive tracking and monitoring system – imperative not

to lose vital information.

7.6 Work Learning Programme

- Need to develop form and method of delivery, e.g. e-learning

- Post-graduate Higher Education and Training (PG HET), develop

module for servicing learners.

- WIL ethics must be included

- Need to connect part and full qualifications

- Design certificated professional qualification which is linked to

cooperative practice and provides opportunity for registration

with professional body.

The limits for the policy framework for work-integrated learning

as applicable to the above workshop, were explained here. It was

shown above that work-integrated learning encompasses various

broad areas ranging from post-school institutional collaboration to

developing a mouthpiece for work-integrated learning and human

capital. It was emphasized above that work-integrated learning

includes multiple action areas – these extend from upgrading

mathematics and Foundational Sciences training for FeT College

lecturers to creating personal development plans for these same

and other lecturers. A question addressed in this paper is: “Has

there been any development with regard to the development of

qualifications for work-integrated learning? It was also shown that

there must be a balance between classroom theory and the practical

elements of learning required in the workplace.

The various cost drivers of work-integrated learning were covered

in this paper. The varying role responsibilities of the various role

players was also discussed. One risk applicable to WIL, was discussed.

Another question examined was: “How long should the duration

of work-integrated learning be? A schematic representation of

some of the components which need to be included in a work-

integrated framework was provided. The following components were

discussed in depth in a circular fashion: Relations; work preparation,

assessment evaluation review, monitoring visits, work learning

programme and placements.

 

Relations    

Work  Preparation    

Assessment  Evaluation  Review      

Monitoring  Visits    

Work  Learning  Programme    

Placements    

“We recognise the role the burial society sector plays in mainly black

communities,” said Ms Sandra Dunn, Chief Executive Officer (CEO) of

the Insurance Sector Education and Training Authority (INSETA). “This

sector has the vast potential to create wealth for poorer households

and it is for this reason that we have prioritised the transfer of critical

skills to burial society members,” she continued.

INSETA’s purpose is to develop scarce skills in the insurance sector, and

by so doing, to support the country’s transformation. Ms Dunn further

explained, “Burial societies as mutuals are unique institutions and the

members come from different backgrounds and are often required

to perform highly skilled functions like risk management, governance,

investment management and bookkeeping. The training that was

provided at the October and November 2013 workshops, addressed

the skills deficiencies identified by burial societies. INSETA will partner

with them to ensure that the monies entrusted by consumers to burial

societies are managed in a skilled and sustainable manner.”

The joint training sessions were organised by INSETA, Imsimbi Training,

and Creative Minds. The courses covered were: Basic Financial Skills;

Governance; Secretarial skills and Basic Computer Literacy.

Trainees attended the basic Financial Skills course for burial society

co-operatives, which was held at Imsimbi Training in October and

November 2013. Imsimbi Training offers personal effectiveness and

leadership development training courses throughout South Africa. The

trainees enjoyed the learning process and said that they felt comfortable

enough to participate and interact in the course actively. The majority of

candidates who attended the workshop rated it as ‘excellent.’

During the session, some of the financial management weaknesses in

burial societies were discussed. The course focused on balance sheets,

income statements and cash flow statements. The group also conferred

about how the culture of burial societies influences their financial

management and governance practices. Emphasis was placed on how to

create a sound financial management framework. One of the candidates

commented, “I am very pleased to have been a part of this training.

I have learnt a lot and now I will be able to help our members by

teaching them about this course. I thank our facilitator, Mr Siya Ntutela.”

On the second day of training, Creative Minds trained the candidates

in Basic Computer Literacy. The workshop covered the fundamentals

of computer use and how to use the operating system, Windows. The

candidates thoroughly enjoyed the course and expressed a desire to

receive further training to take them beyond the introductory Level

One course to higher levels.

Most of the candidates excelled at their training. Creative Minds

expressed their gratitude to the INSETA, “We would like to thank

the INSETA for the opportunity of providing the training. We

appreciate the positive spirit in which this course was organised.”

Mr Zulu Ratswana, the general secretary of the Burial Society of South

Africa (BUSOSA), was amongst the participants at the workshop. He

addressed the group of burial society members after their session. He

said that different burial societies should come together and use their

unity as a bargaining tool. He also discussed some of the programmes

that are being implemented by BUSOSA, such as consumer education

for burial societies. INSETA plans to host more training workshops for

burial society members in the Eastern Cape and Western Cape.

INSIDERSCHoiCE

INSETA HOSTS JOINT WORKSHOPS FOR BURIAL SOCIETy MEMBERS

DIVISIONAL iNSigHtS

Dear INSETA, I was very honoured to attend the graduation of two of your young exceptionally talented employees - Lerato Marx and Bonginkosi Mthombeni. The BTEC Professional Diploma that they both completed is testament to their passion, drive and perseverance. This diploma was very challenging at times, but Bongi and Lerato never gave up. I am so proud of them and wanted to share a few pictures with you of the special day. I would also like to congratulate Lebogang Phalang on her achievement of graduating with Bongi and Lerato. Lebo was unfortunately not able to attend the graduation due to her writing an exam that day. Thank you for making it possible for your employees to further their education. you are an inspiration to us all. Sincerely, Karyn Pieterse

letter to iNSEta

In its fourth graduation ceremony since

its inception, the Hollard Academy

awarded its top achiever in insurance

studies to Mandla Machika in October.

The award was handed over by Adeline

Singh from Inseta and Hollard CEO,

Nic Kohler at a ceremony held for

175 graduates, who were receiving

recognition and acknowledgement of

successful completion of their studies in

various formal learning programmes and

qualifications.

This brings the total number of Hollardites

and partners who have graduated through

the Academy to over 600, a remarkable

64% of total staff. In the last year, 148

Hollardites have graduated in insurance

related studies and six are now fellows of

the Actuarial Society of South Africa. In

addition, 12 Hollardites have completed

various other degrees and diplomas. In

the last financial year, Hollard’s total

training spend was 4% of its payroll, which

exceeds that of industry requirements.

Says Alexia Shuenyane, Head of People

Development at Hollard: “Embarking on

part-time study is never easy. With our

busy lifestyles, we are constantly aspiring

to achieve work-life balance and the added

pressure of studying is an enormous

challenge for most.

“The increasing pace of change at Hollard

and the graduates’ work pressures did not

ease during their period of study and yet,

the Hollardites still maintained high levels

of performance. Hollard commends them

for their efforts and hard work and would

like to thank their managers and team

members who held the fort while they

were away from the office, either attending

lectures or on leave for exam preparation.

“Hollardites understand that the objective

of learning is to ‘stimulate change’ and

that what they learn needs to be applied

and demonstrated in real work situations,

where they will be supported, coached,

evaluated and measured.”

The value of in-house training is that it

ensures that the curriculum is aligned to

the group strategic business initiatives

and organisational strategy. At Hollard,

we believe in the proactive development

of learning strategies that support our

business unit objectives.

“The key to our success is our ability

to ensure consistent quality of learning,

provided in consultation with business, so

that we can develop capacity through skills

and competencies.”

The Hollard Academy equips people

with the relevant knowledge, skills and

behaviour to realise business objectives.

It provides learning in different forms,

modes and methodologies, allowing for

flexibility in the approach to learning.

Hollardites and partners are developed to

meet the demands of a rapidly changing

and competitive global environment,

empowering them with the technical

expertise to ensure that we are the best

in what we do.

Says Ms Shuenyane: “In line with Hollard’s

aim to become a top 20 international

insurer by the year 2020, one of our

strategic aims is to win the war for talent

by attracting, developing and retaining the

best employees.

“We believe in doing business in a way

that contributes to growth in human

capital, to deliver against business

objectives, empower staff to take control

of careers and contribute to well-being of

our families and communities.

“To achieve this, we strive to entrench the

characteristics synonymous with a learning

organisation. Learning is deliberately

and consciously managed as part of our

everyday activities, through learning

that is self-managed. Every Hollardite is

encouraged to share knowledge and coach

others. Learning is available to everyone

who wants to, and needs to learn,

including our partners.

“Learning is not just about telling people

how, when and what to do, but much

more about empowering them to seek

their own solutions to problems and to

make decisions that result in continuous

improvement in the implementation of

tasks and knowledge appropriate to their

role.”

TOP ACHIEVER in insurance studies at HOLLARD ACADEMY REWARDED

INSIDERSCHoiCE

WORK SKILLS PLAN AND ANNUAL TRAINING rePorTS WorKSHoP

According to legislation “monies received by SETA’s and related

matters” employers are to submit the Work Skills Plan and Annual

Training reports by 30 April 2014 in order to claim back 20% of

their skills levies. INSETA has provided simplified forms for micro

employers ( employers with less than 9 employees) to be able

to submit the reports. Small business ( employers with up to 49

employees ) and Large businesses have a simplified form which

can be completed online before 30 April 2014.

The skills planning division is piloting a new system called Indicium

in which employers can submit the work skills plans and the

annual training reports. To ensure that employers are introduced

to the system the department held workshops in the following

regions and these were attended by just over 250 people.

The workshop also served as an opportunity to inform

stakeholders in the insurance sector about new programmes

that will be offered by INSETA in 2014 like the funding window

for skills programmes and bursaries. To find out more about this,

email the Skills Planning Manager Adeline Singh on adelines@

inseta.org.za.

Region Date of Workshop

Kwazulu-Natal - Durban 25 October 2013

Limpopo - Polokwane 30 october 2013

Free State - Bloemfontein 01 November 2013

Gauteng - Johannesburg 06 November 2013

Western Cape - Cape Town 08 November 2013

Total

Physical Address

Ground floor37 empire roadParktownJohannesburg

Postal Address

P.O. Box 32035braamfontein2017Johannesburg

Telephone: 011 544 2000

Fax: 011 484 0862

Call Center: 0861 130 013

Email: insetacallcentre@inseta.org.za

Website: www.inseta.org.za