Search Results

Darren Parker | 6 February 2023 A complete overhaul and rebranding of broad-based black economic empowerment (BBBEE) is needed to undo and overwrite the damage done to the system by unscrupulous opportunists who have used corruption and State capture to enrich themselves through the abuse of empowerment policies, Centre for Economic Development and Transformation director Duma Gqubule has said. “We need to rebrand this thing. It might even involve a name change, because in the public, it has been discredited,” he said on February 6. Speaking at a seminar on BBBEE in Johannesburg, hosted by investment firm Kagiso Capital, Gqubule said the measurement of black ownership currently had zero credibility, stating that there was no relationship between actual black ownership and what was on the black economic empowerment (BEE) certificates of many companies. He said there were so many ways of representing the statistics, with so many creative ways to manipulate those statistics, that the result had been a “confusing maze of black ownership statistics”. For example, financial institution Nedbank quoted its black ownership at 37.6% in March 2017. However, in its year-end financial report for the same year, the actual figure included was only 1.7%. Moreover, reported BEE statistics differ dramatically between the JSE at 23% and the National Empowerment Fund at only 3%. He attributed the “voodoo BEE accounting system” to a series of policy concessions made when the BBBEE Act was first promulgated. Among these concessions he referred to was the flow-through principle, which allowed a 51% black-owned company to be counted once as 100% black-owned in an ownership chain. Other concessions he mentioned included the exclusion of mandated investments and State ownership, the continuing consequences principle, third-party ownership and the exclusion of non-South African assets. In an experiment, Gqubule said the application of these concessions using the “voodoo BEE accounting system” turned an actual 6% black ownership of a consortium into 26% black ownership on paper. He also decried the “once empowered, always empowered” principle applied to large companies, such as banks and mining companies, who have no incentive to enter into replacement BBBEE transactions. However, despite these issues undermining the success of BBBEE, Gqubule blamed the African National Congress- (ANC-) led government’s mismanagement of the South African economy for 27 years as the real reason that BBBEE is failing. He said there needed to be drastic changes made to the government’s failed macroeconomic policies. “The ANC government - you've been talking about structural reforms for a decade, but you cannot deliver growth, and you will not deliver growth. The only way is for the government to spend more on its people and its infrastructure to grow this economy,” he said. Gqubule added that there would need to be a significant revamping of the BEE policy framework to stimulate a third wave of transactions. Further, he called for a new BEE Commission to be instated. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.engineeringnews.co.za/article/negative-connotations-mean-bbbee-needs-to-be-completely-overhauledadvisor-suggests-2023-02-06/rep_id:4136

SA News | 6 February 2023 Picture - iStock Big plans to address vocational and artisan skills shortages. KwaZulu-Natal premier Nomusa Dube-Ncube has outlined the provincial government’s plans to convert schools with dwindling enrolment numbers into vocational skills centres. Dube-Ncube was speaking during school monitoring visits in Umbumbulu in the Umlazi district. Dwindling enrolment numbers Dube-Ncube is leading the provincial back-to-school monitoring programme to assess progress since the start of the 2023 academic calendar. The visits started on Wednesday and conclude today. During Wednesday’s visits, issues related to the viability of schools with dwindling enrolment numbers came into focus. Dube-Ncube, accompanied by members of the provincial legislature and officials from the education department, visited Ekudeyeni Primary School and Emadundube Primary School in Umbumbulu. They were armed with check lists to evaluate the schools’ enrolment capacity, attendance of pupils and teachers, school nutrition programme, delivery of pupils’ support material and the school governing bodies’ involvement. Dube-Ncube heard that there are approximately three million pupils enrolled in over 6 000 schools in the province for the 2023 academic year. Plans to address the skills shortage Dube-Ncube said the provincial government is discussing with the departments of education and higher learning and training the possibility of converting some of the schools with good infrastructure into vocational skills centres to address the shortage of technical skills. ‘Some of the schools that have good infrastructure but are unused or have been closed because of dwindling enrolment numbers must be converted into vocational skills centres to address the shortage of technical skills that we need as a country to develop. ‘The skills training required includes artisans, plumbers, electricians, construction and carpentry, so that the youth in townships and rural are as can be equipped with skills to start their own businesses,” Dube-Ncube said. Dube-Ncube also expressed concern over reports of theft and vandalism at schools and called on the community to protect school assets and buildings from vandalism, theft and destruction. ‘The safety and security of teachers, schoolchildren and property are the responsibility of communities who must work with law enforcement agencies to bring perpetrators to book. ‘We cannot afford to keep replacing vandalised infrastructure when we should be building libraries and laboratories, so that we equip [pupils] with the requisite skills for the digital economy,” Dube-Ncube said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.citizen.co.za/news/kzn-schools-become-skills-centres/

TMO Reporter | 8 February 2023 A new cohort of MTF students from Africa MultiChoice South Africa has stepped up its skills development and industry readiness programme with the launch of its MultiChoice Talent Factory Extended Cut programme. Designed to assist MultiChoice Talent Factory (MTFza) alumni, it assists those who want to start their own production companies after the 12-month internship programme. Now in its ninth year, MTFza is an industry readiness programme that affords South African film and TV graduates the opportunity to learn from some of the leading TV producers in the country, while acquiring valuable experience in directing, producing, cinematography, commissioning, art direction and many other skills. Speaking at MTF Day at the Joburg Film Festival, Tumi Masekela, Executive Head of Corporate Affairs South Africa at MultiChoice, said: “At MultiChoice, our purpose is to enrich lives and this programme is a culmination of many conversations and interactions with various stakeholders on how we can really help graduates from our prestigious MultiChoice Talent Factory internship programme to gain sustainable employment and make a meaningful contribution to the economy.” After ending their time at the academy, alumni are faced with two options: enter the industry as production professionals, often as freelancers, or establish their own production companies and pursue production opportunities. Understanding that more opportunities are needed in the film and television industry, MultiChoice will be giving further access and production opportunities within the Group, increasing the chances of filmmakers becoming sustainable. Under MultiChoice Talent Factory Extended Cut, promising and newly established productions houses will have access to free-to-use production facilities and equipment to increase profitability, business support services to boost sustainability, mentorship support from experienced professionals to enable skills transfer, and production accounting services to ensure compliance. These production houses will also be able to produce movies exclusively for the Mzansi Magic channel. To be eligible, production companies need to be partly or wholly owned by MTFza alumni, 51% black-owned and a preference will be given to those production houses owned by youth and women. “We truly see this as a win-win for both the alumni and the entertainment industry as we will now have a pipeline of fresh and diverse content from new entrants, increase job creation and a sustainable and complete model that provides market access to budding new black-owned production companies,” Masekele added. The programme will be overseen by a team of writers, directors, executive producers and production managers and will kick off on 01 March 2023. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://themediaonline.co.za/2023/02/multichoice-talent-factory-extended-cut-to-boost-skills-transfer-and-open-access-to-employment-in-entertainment-industry/

Cape Business News | 6 February 2023 Today, businesses of all sizes, from roadside traders to large corporates, can no longer afford to not accept digital payments, says Zunaid Miya, Managing Director of local fintech Hello Pay. Mastercard’s New Payments Index 2022, published late last year, found that 95% of consumers in South Africa used at least one emerging digital payment method in the last year, with usage expected to increase further. The 2021 iteration of the same survey found that more than half (57%) of South African consumers would avoid businesses that do not accept electronic payments of any kind. An overwhelming 97% of those surveyed at the end of 2022 indicated that they are likely to use a digital payment method in the next 12 months, with account-to-account payments (86%), digital money transfer apps (81%), instant payment services (80%), and digital credit or debit cards (78%) topping the list. Yet many merchants, especially small or informal traders, still prefer or even rely on cash payments. There are many reasons. Some believe they need to be a certain size or have a certain level of income to qualify for a machine that can process digital transactions. Others are concerned about the costs of transacting on such a machine. And some are, quite simply, used to doing things a certain way and resistant to change. For now, they might still be keeping their heads above water. Most consumers today are highly banked and avoid carrying more than R300 in cash for safety reasons, but the fact remains that they do still carry some cash for small transactions. The bigger challenge is that these businesses are hampering their own growth. Not only are they likely to lose out on bigger transactions, but they’re not part of the formal economy – a system that gives them access to business funding, insurance, digital services, and online stock procurement. Furthermore, none of the reasons for avoiding digital payments are as challenging today as they were just a few years ago. There are options available to small merchants, and these options are easier to understand and use than ever before. By partnering with the right provider, small businesses can enhance their offering, offer safer payment options for customers and benefit from previously out-of-reach digital banking services. Hello Pay is one of few organisations servicing this important sector, allowing customers to buy a machine once-off, with the option to receive payments every day, including weekends and public holidays. Smaller merchants are beginning to see the value of being banked and being part of the formal economy, but there’s still a way to go. The biggest challenge remains the transactional fees charged by banks. Should these fees be reduced, even by a small margin, it would open up the sector and in turn help the economy flourish as these businesses grow. But waiting for banks to change their tune before joining the digital revolution is not an option. Consumers are demanding cashless transactions now, and merchants who refuse will lose out. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.cbn.co.za/industry-news/digital-transformation-information-technology/how-small-businesses-can-go-digital-and-why-they-have-no-choice/

Estudy | 6 February 2023 Imagine the typical intern. Young and keen to learn, they approach your business for work experience. You give them a holiday job so they can get a feel for how things work in the real world. If you're lucky, your intern has a knack for the job and adapts well to the workplace culture. New hire, 1. Recruitment fees, 0. Although the holiday job/volunteer-type internship still exists, the South African skills development landscape offers a more formal approach to this method of learning that holds real benefits for businesses. In fact, for many organisations, internships are a better choice than learnerships. Let’s explore why. Just like learnerships, internships are accredited The first myth we need to debunk is that internships are unaccredited. Although they’re not necessarily registered on the National Qualifications Framework (NQF), internships are accredited by statutory or professional bodies. Think for example of the legal profession. Here, a one- or two-year candidacy programme (or internship) at a law firm is required before you can register as an attorney. This internship is not a loose collection of ‘volunteer tasks’, it’s highly structured and is overseen by the Legal Practice Council – a professional body in the legal sector. Similarly, other professional bodies monitor the quality of internships in their sector – internships that are often required for professional registration or licensing. And all this is important because of BEE. Many internships fall in Category C of the Learning Programme Matrix, where they’re defined as: “Recognised or registered structured experiential learning in the workplace that is required after the achievement of a qualification – formally assessed by a statutory occupational or professional body.” Category C internships that are recognised by professional bodies, and that can lead to professional registration or licensing, are therefore ‘accredited’ (for internships the word is ‘endorsed’) insofar as BEE is concerned. Internships are equally relevant to new and experienced employees Unlike learnerships, which are linked to a specific qualification, internships are linked to the competencies identified by the relevant professional body. And this makes internships relevant to all your employees. Why? Let’s find out. A learnership is a work-based route to obtaining a qualification. On completion of the theoretical instruction (delivered by a training provider) and practical experience (delivered in the workplace), the learner obtains an NQF-registered qualification. In contrast, those who complete an internship do not gain credits on the NQF. Instead, they have mastered the competencies identified by the relevant professional body to succeed in this profession. For example, the South African Board for People Practices (SABPP) – the leading professional body in the HR sector – has identified five core competencies for HR professionals: Leadership and personal credibility Organisational capability Solution creation and implementation Interpersonal and communication Citizenship for the future: Innovation, technology and sustainability The SABPP only endorses internships that cover one or more of these competencies. On completion of an SABPP-endorsed internship, learners are able to register with the SABPP and apply for a professional designation such as HR Technician, HR Associate, HR Professional, etc. As you can imagine, registration with a professional body, and a professional designation to boot, opens up many doors for employees – both those who are new to the workplace and those who have been at it for many years. Internships can be customised to your business’s needs Since an internship is linked to competencies instead of a qualification, you have a wider range of options when it comes to customising the internship for your particular needs. Although most internships run between six and 12 months, there is no hard and fast rule when it comes to the duration. It all depends on how long your employees need to master the competencies covered in the internship. Furthermore, you can add your own content, examples, case studies, policies and procedures to the internship to really boost its benefits to your business. To use the SABPP example again, if you’re running an internship on ‘leadership and personal credibility’, you could include your business’s own leadership framework, practical activities set by leaders in the business, masterclasses presented by your C-suite, and even technical training offered by your favourite presenter. Internships enhance a culture of mentoring and knowledge-sharing Unlike learnerships, internships rely heavily on mentoring or coaching. After all, the idea is to master certain practical competencies and apply these in the real world of work. While members of your C-suite and executive management team can (and should) act as mentors, you can also use professional coaches and thought leaders outside your business. The focus on practical application and mentoring means that the internship will lead to more than just a framed certificate on the wall – there’s actually a real possibility that it’ll have a positive impact on your bottom line. Internships do not require time away from work Traditionally, learners on learnerships have needed to complete most (if not all) of their theoretical training on-site with the training provider. This is primarily due to the sheer mass of content that needs to be covered, as well as the SETAs’ stringent (dare we say outdated?) approach to learner assessment and verification. Absent employees are a luxury that few businesses can afford – especially when it comes to more senior employees. Luckily, most professional bodies have more trust in today’s digital tools. As long as the content is top-quality, and the assessments are matched to the required competencies, professional bodies are generally more than happy to endorse online internships. This means that learners can work through the material (and often even attend mentoring sessions) any time, and from anywhere. Internships improve your BEE Scorecard As we mentioned, many internships fall in Category C of the Learning Programme Matrix – which will win you BEE points – and spending on internships can be claimed back from your Skills Development Levy. Furthermore, regardless of whether your ‘interns’ are employed (existing employees) or unemployed (employed only for the duration of the internship), you can claim their salaries as part of your skills development target spend. Note on Category B internships Category C internships (which we’ve discussed in this article) are a great way to make sure that your business and employees benefit from current, relevant and industry-recognised training. However, these internships don’t necessarily qualify for discretionary grants from the SETA. To access these grants, you’ll need to jump through a few hoops. A Category B internship is similar to a learnership in that it’s based on an NQF qualification. There are a multitude of pre-approvals and rules you’ll need to navigate before implementing a Category B internship, so make sure you’re aware of these before you start the process. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/Article/196/536/235661.html

Nicola Daniels | 6 February 2023 B-BBEE commissioner Tshediso Matona. Picture: ANA Archives Cape Town - As the legacy of apartheid’s policies, which exclude the black majority from ownership of productive assets, still exists to this day, the Broad-Based Black Economic Empowerment (B-BBEE) Commission finds that efforts to turn things around are slow. In its report, titled “Determining the Effective Implementation of Enterprise and Supplier Development Funds”, the commission found there were significant funds available for Enterprise and Supplier Development (ESD) programmes, with reported budgets ranging from R101 000 –R999 999; R1 million – R5m; and R21m or more, the bulk being in the R1m to R5m range, and the overall total for 2021 being in the region of R26 billion. However, only 61% of the funds allocated to ESD were implemented, which was a continuing trend over the past five years (2017: 44%; 2018: 60%; 2019: 51%; 2020: 61%). The research study assessed the abilities of entities to implement the funds allocated for ESD, as required by B-BBEE Codes of Good Practice which set the targeted ESD spend of 3% Net Profit After Tax for ESD. B-BBEE commissioner Tshediso Matona said: “The study puts the spotlight on critical issues that require attention in the ongoing implementation of B-BBEE, and which should be on the policy agenda of government and on the compliance agenda of private and public sector entities. For example, the survey results show that only 62% of participating entities confirmed having ESD strategies, most of which operate in the property, construction and financial services sectors. This suggests the prevalence of ad hoc approaches to implementing ESD, which reduces the intended impact of ESD as B-BBEE lever.” The issues highlighted by the study range from the need of many measured entities for assistance to comply with B-BBEE legislation and to correctly implement the ESD element, to misalignment between their preference for one form of contribution to ESD, such as mainly financial support, like grants, early payment to suppliers, on one hand; and the requirements of beneficiary enterprises for support with operational effectiveness, market penetration and sustainability, on the other hand. Policy analyst Nkosikhulule Nyembezi said: “The slow progress in the uptake and utilisation of funds remains a great concern in an economy that is in dire need of investment. The absence of plausible explanations for the slow progress is also a concern, especially in this period when the economy is struggling to recover and reach pre-Covid levels. The government seems to be lacking in its role as a stimulator for the economy, largely due to corruption. It appears that politicians persist with wanting to award tenders to their connections. If not, nothing happens.” Among others, the commission recommended reinforcing the commitment and responsibility of the government to enterprise and supplier development and ongoing monitoring and tracking of beneficiaries to track the progress of ESD programmes. “The government must invest in strategies to broaden access to economic opportunities by empowering companies and individuals who are unfairly disqualified by the red tape and application of policies in a prejudicial manner,” Nyembezi said. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/capetimes/news/b-bbee-commission-says-that-progress-in-improving-things-is-slow-eb0e2ee1-cf8f-4550-86a1-c324e7aaf733

SA News | 5 February 2023 Enterprise and Supplier Development (ESD) funds can make an effective contribution to the sustainability of black-owned enterprises, if it is implemented more strategically. This was affirmed by a research report on how ESD funds can be implemented effectively for purposes of promoting the development and growth of black-owned businesses, which was released by Broad-Based Black Economic Empowerment Commission (B-BBEE Commission). The Commission is an entity of the Department of Trade, Industry and Competition (dtic). B-BBEE Commissioner, Tshediso Matona said the research study assessed the abilities of measured entities to implement the portion of funds allocated for ESD, as required by B-BBEE Codes of Good Practice which sets the targeted ESD spend of 3% Net Profit After Tax (NPAT) for ESD, as well as challenges and opportunities in this regard. Matona said the study also contained findings on the performance of measured entities on ESD spending, and recommended improvements which the B-BBEE Commission will take forward with the dtic and other stakeholders in government and the economy. “The research benchmarks South Africa with international experience, and on this basis validates government’s policy of promoting Small and Medium-sized Enterprises through targeted support, as well as ESD as a tool for this purpose. “It asserts that if ESD is more strategically implemented it can make an effective contribution to the sustainability of black-owned enterprises in particular, and to their skills and innovation capacity and creation of decent jobs,” Matona said. The study further revealed that the quantum of resources available for ESD is quite significant, with reported budget categories ranging from R101 000 – R999 999, R1 million – R5 million and R21 million or more, with the bulk being in the R1 million to R5 million range, and the overall total for 2021 being in the region of R26 billion. However, it found that in 2021, only 61% of the funds allocated to ESD were implemented, which is a continuing trend over the past five years (2017: 44%; 2018: 60%; 2019: 51%; 2020: 61%). Critical issues Matona said the study puts the spotlight on critical issues that require attention in the ongoing implementation of B-BBEE, and which should be on the policy agenda of government and on the compliance agenda of private and public sector entities. “For example, the survey results show that only 62% of participating entities confirmed to having ESD strategies, most of which operate in the property, construction and financial services sectors. This suggests the prevalence of ad-hoc approaches to implementing ESD, which reduces the intended impact of ESD as B-BBEE lever,” the Commissioner said. The issues highlighted by the study, range from the need of many measured entities for assistance to comply with B-BBEE legislation and to correctly implement the ESD element, to misalignment between their preference for one form of contribution to ESD, including financial support like grants and early payment to supplier. It also highlighted the requirements of beneficiary enterprises for support with operational effectiveness, market penetration and sustainability. The study further highlighted that sometimes beneficiaries are unready to scale up their businesses due to lack of strong financial management structures, sound business plans and governance structures, indicating the need for ESD strategies to provide additional support so that smaller companies can operate competitively, productively and sustainably. In addition to recommending that measured entities should develop a long-term approach to ESD and for senior managers to commit to its realisation, the study also recommended the reinforcement of government’s commitment to B-BBEE and the implementation of ESD. It also recommends the need for collaboration between measured entities and the B-BBEE Commission towards the empowerment of Exempted Micro-Enterprises (EMEs) and Qualifying Small Enterprises (QSEs) through improved implementation of ESD funds. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’ https://www.sanews.gov.za/south-africa/research-places-spotlight-enterprise-and-supplier-development-programmes

PNET | 6 February 2023 Owners of small to medium sized businesses must wear many hats... one of them being the ability to attract and retain quality talent. According to Stats SA, approximately 68% of South Africa's labour force falls within the Gen Y (millennials) and Gen Z age brackets. So how do SMEs find the best that our youth has to offer? The informal and SME sectors are driving many of the employment opportunities in our local labour market. However, SMEs don’t seem to be taking advantage of specialist online recruitment platforms when it comes to promoting these opportunities far and wide, which limits their chances of finding the right talent and making the unseen potential visible. Currently only 6% of advertised jobs on Pnet’s platform belong to SMEs, compared to 94% job adverts posted by corporates and recruitment agencies. Unsurprisingly, the youth are using online channels more than any other jobseeker segment. They are online-savvy, and mobile/apps are often their first port of call. According to a study from customer management firm Epsilon, Gen Zers are two times more likely to use online-only stores than any other generation. They thrive on self-serve options where they retain control. As such, SMEs are missing out when they don’t advertise their job vacancies on specialist recruitment platforms to access this market. Both Gen Z and millennials are 'immediate' consumers, in that they expect to access things quickly and easily – whether it’s access to transport through Uber, satiating food cravings through online food orders, or finding their next career opportunity using an online recruitment platform. If you’re looking for young and talented individuals to join your business, you need to be aware that UX and CX are important to them. As such, using ‘offline’ channels to try and reach them with job vacancies could result in you losing out to other brands who are leveraging the power of online recruitment platforms like that of Pnet. Leave recruitment to the experts and focus on your core business That said, posting your job ads on an online platform is only the first step in attracting quality candidates. Hiring the wrong employee can severely impact your business. The good news is that, with the right recruitment partner in place, you can save both time and money. 1. Start with an engaging job advert To attract the best Gen Y and Gen Z candidates, your job ads need to reflect more than a ‘laundry list’ of requirements. 'Purpose' is a powerful decider for South Africa’s youth. Their focus is on building careers and making money, but their careers and hobbies feed strongly into their sense of self. This leads them to be both discerning and highly critical. Your job adverts must be factual, succinct and inspirational. When it comes to creating an ideal online job advert, there are some important dos and don’ts to keep in mind, however your listing’s success will ultimately depend on the quality of a recruitment portal’s technology combined with its jobseeker database. “At the end of the day, posting a job advert is not just about making a job sound attractive to the candidate,” says Leigh-Anne Cullen, Pnet’s product manager. “The way the information is integrated into our platform is enabled by our smart matching technology, which focuses on automating screening, optimising selection and eliminating bias from the recruitment process. This is critical when it comes to matching the right candidates to the right roles and significantly affects how job adverts perform.” The sophistication of specialist online recruitment platforms ensures that the right candidates see your job adverts – not only allowing you to attract fresh talent, but also to find quality candidates who are actively looking to move. And, if you only require a once-off listing, there are e-commerce products that can be purchased online without a subscription. 2. Take the legwork out of discovering talent In the words of Richard Branson: “If you really want to grow as an entrepreneur, you've got to learn to delegate." In a small-to-medium enterprise, it’s even more critical than in larger organisations to outsource functions to experts so that you can get on with your core business. Making use of recruitment services like Pnet’s Response Handling solution can help to make the matching process a seamless one for you. As experts on the Pnet system, they know how to input your job description to get the best performance out of your job ad. The creation of suitable shortlists and management of the entire process will be done on your behalf, so that you can get on with your core business activities until you’re ready to review the shortlisted candidates and set up time to interview them. The process is simple. All you’ll need to do is provide a detailed job description, your shortlist criteria and a closing date. We will manage the rest. First, we’ll generate an advert with a link to a uniquely designed questionnaire, structured to your criteria, to rate and score applicants. Gen Y and Gen Z individuals tend to be 'job hoppers', so we streamline your background check strategy by selecting the best applicants first and then screening only the final candidates. Following this, we we will shortlist successful applicants and send out regret letters to unsuccessful applicants. Successful applicants will be shortlisted in a designated folder for you to review. 3. Tap into a bigger talent pool Online recruitment platforms provide SMEs with access to sizeable databases that make headhunting easier. For example, Pnet’s Direct Search functionality allows you to recruit proactively and headhunt the best candidates in a database of over three million jobseekers – reducing time-to-hire and allowing you to filter candidate profiles to a granular level to find an accurate match. However, it’s important to note that searching the database directly may be extremely time consuming and time – for SMEs especially – is money. In searching for candidates directly, you may also reach passive candidates who would need some convincing to change jobs. When you place a job advert, on the other hand, you’re more likely to connect with candidates who are actively looking for new career opportunities. Whether you opt to invest in a job advert or simply search for candidates using an existing database, specialist online recruitment platforms will usually enable you to communicate with candidates directly, comment on candidate profiles, and send bulk letters of regret. Jobseekers hate being left ‘hanging’ and closing the loop will put your SME in a good light with Gen Y and Gen Z candidates … even if they aren’t successful in securing the position, at least they will feel heard and seen. 4. Showcase your SME with employer branding Having the right employer branding in place is another great way to attract the Gen Y and Gen Z talent you’re looking for because these candidates tend to have a thirst for information and an eagerness to learn and grow. "We've seen clients who have an interesting, attractive and detailed Company Hubs page on the Pnet platform get better quality candidates and higher applications than those who don't”, says Leandré van der Merwe, customer success manager at Pnet. “In a competitive employment landscape, having the right employer branding in place enables you to set your SME business apart from the competition – even the seemingly ‘safe’ corporates! You can showcase your brand, your company values, growth opportunities, culture and available vacancies to attract the best candidates,” Van der Merwe concludes. Employer branding allows you to improve your brand presence, regardless of the size of your business. It creates a compelling connection to your services, benefits and culture. You can use employer branding to actively position your business, communicating the key features that make your offering unique, while showcasing benefits and services. From an SEO perspective, employer branding also contributes to your company ranking better on Google. Attracting the best of South Africa’s youth can be a daunting prospect for SMEs, yet hiring the right person for the job is critical to business success. As an SME owner, it is possible to enjoy a seamless recruitment process without having a dedicated HR or talent acquisition manager. Magic happens when specialist online recruitment platforms using world-class technology work with recruiters to attract the right job seekers to their vacancies. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.bizcommunity.com/Article/196/827/235622.html

Impala | 3 February 2023 Impala Rustenburg presented 55 students from their mine-communities and labour sending areas with the opportunity to pursue the career of their dreams and change the trajectory of their future. This investment by Impala represents more than double the number of bursaries awarded in 2022. With fields of study ranging from engineering to mining to nursing, teaching and HR, these young people will be helping to fill the gap in critical skills in the future and contribute towards the economic growth of the North West province and South Africa. Impala Rustenburg this month awarded more than double the number of student bursaries it awarded in 2022. A total of 34 matriculants from Impala Rustenburg’s mine communities will be taking the first step on their journey to the career of their dreams, courtesy of Impala’s multimillion-rand bursary programme. A further 21 bursaries were awarded to students from the greater Rustenburg area and Impala’s labour-sending areas. This brings the total number of bursaries awarded in 2023 to 55, representing Impala’s significant commitment to youth education. The 34 Class of 2022 matric students who secured the bursaries were selected from secondary schools in Boitekong, Chaneng, Freedom Park, Kanana, Luka, Maile, Meriting, Paardekraal, Phatsima, Phokeng, Seraleng, Sunrise View, Thekwane and Tsitsing. They will shortly begin their first year of study in a variety of disciplines, including Mechanical Engineering, Mining Engineering, Chemical Engineering, BSc Chemistry, Extractive Metallurgy, Electrical Engineering, BCom Accounting, Geology, Surveying, Teaching, Nursing and Human Resources. Said Mark Munroe, CE of Impala Rustenburg, “It is more important than ever for corporate South Africa to invest in developing the skills of our youth, ensuring they are employable and can contribute towards much-needed socio-economic growth in South Africa." "We take our responsibility to youth development very seriously and we provide several programmes to assist young people to further their careers." "These include the bursary programme, the cadet programme that develops critical mining skills among unemployed youth, far-reaching support for local schools, and a comprehensive enterprise and supplier development programme. We are committed to ensuring these opportunities benefit the immediate communities around our operation, with a key focus on providing equal opportunities to young women.” Of the bursaries awarded in 2023, more than half were awarded to women. The recipient of Impala’s third annual Future Women in Mining bursary is Lashia Khanda, a resident of Sunrise View from Sunrise View Secondary School, who will start her studies in Geomatics at the University of Cape Town. Lashia achieved five distinctions in her final matric examinations and her school, built and supported by Impala Rustenburg, achieved a 100% pass rate. Last year’s recipient of the Future Women in Mining bursary was Melissa Diale from John Orr Technical High School in Kanana, who is studying BEng Tech in Electrical Engineering at the University of Johannesburg. Echoing many of Impala Rustenburg’s past bursars, Diale says that without Impala’s support, she would not be where she is today. "My first year was quite the journey, but it made me realise that it is true when they say, ‘Nothing that’s worth it comes easy.’ I’m excited to continue this journey especially with the support I get from Impala." Munroe encouraged the new intake of bursars to focus on building strong and sustainable careers in years to come. “While Impala provides the opportunities for young people to pursue their dreams, it is up to the candidates to make the most of them. This is the spirit of togetherness we strive to foster in our relationships with our communities.” ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.careersportal.co.za/features/impala-rustenburg-awards-55-bursaries

Anita Nkonki | 6 February 2023 Johannesburg - Thato Moteka and Theodore Sibeko’s willingness to share their knowledge has been a saving grace for Soweto locals. Their journey began in a driveway, which later saw the establishment of the Information Literacy Arts Booth Foundation (iLab Foundation), a training centre that offers various courses to the community for free. The iLab Foundation started small with food and clothing packages for those in need, but soon matured into a small ICT hub aimed at upskilling youth and adults for free. Founded in 2019, Sibeko had the vision to improve the lives of South Africans and the desire to create a self-sustainable and self-reliant community. Sibeko explains that it all started in his grandmother’s driveway and later saw them graduate a considerable number of students. "We were offered my grandma's driveway, which we used to start upskilling students with our two personal laptops and a tablet; this saw us graduate 18 students from Diepkloof Zone 6 Hostel, a first for Soweto," says Sibeko. Their willpower also drove them to approach FUNDA CEO Motsumi Makhene for assistance in sourcing a space suitable for hosting more students. Makhene agreed to authorise the couple to use the FUNDA space, and once it had been cleaned up, they were ready to hit the ground running with their training initiatives. "We primarily use our space and tap into open-source programmes and free accredited course lessons in creativity and design, coding and robotics, and renewable energy. Also our technical courses: cellphone repair technician and digital terrestrial television technician. “We believe that people, especially from our community and other communities of similar backgrounds, have not been properly exposed to these types of courses because they are normally pricey. That's where we come in because we offer these courses for free," explains Sibeko. The ILAF has also hosted several events, such as the June 16 event, the Heritage Day Indigenous Games Festival, and the Don Mattera commemoration, and facilitated the Steve Biko seminar with Andile WamoAfrica. After graduating 42 young people in 2022, the pair have set themselves a target of 300 learners for 2023. ILAF is appealing for financial assistance to install solar power to mitigate the effects of load shedding and expand their ICT resources, as well as offer their staff some form of remuneration. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://www.iol.co.za/the-star/news/soweto-based-ilab-making-big-strides-in-boosting-community-empowerment-3e314fbb-fe62-4830-b8ea-741127eb459b

Partner | 1 February 2023 Training, skills development and changing lives are our purpose as a higher education institution. IIE Rosebank College, a brand of The Independent Institute of Education (The IIE), believes in changing the lives of the youth and lifelong learners in South Africa and abroad. IIE Rosebank College also invests in their staff through various training and development initiatives. We spent a few minutes with Tina Gustavo, Training Manager at IIE Rosebank College, to get her views on training and development for the 21st-century employee. Tina has recently joined IIE Rosebank College and is sure to make moves and empower the IIE Rosebank College family. Let us get to know some of Tina’s views. Why do you believe training is essential in an organisation? Training and upskilling staff in an organisation are essential to arm employees with the knowledge to do their jobs more effectively and efficiently. Training and upskilling of employees leads to enhanced performance, increased productivity, improved morale, and gives employees the confidence to do their job to the best of their abilities and improves employee growth aspects within an organisation. What soft skills are essential in today’s world of work? The following soft skills are vital in any role for employees to perform effectively: Time Management is essential to alleviate unnecessary stress and anxiety and empowers employees to plan, prioritise and manage their work. Written, verbal and visual communication enables employees to understand what is expected of them. Teamwork is another necessary skill, as team members must collaborate, problem-solve, and innovate. In today’s fast-paced world, the ability to innovate is essential to keeping afloat, improving customer service, and driving the business forward. Conflict resolution and negotiation skills are essential, as the workplace is diverse. These skills allow for cohesion between team members and business units and can even improve client relations. What three skills are essential for graduates in the modern workplace? Securing first-time employment can be challenging, and graduates need to find innovative ways of setting themselves apart. With these three skills, graduates can increase their chances of securing first-time employment. However, a good attitude, having a teachable spirit, being open to learning new things, and listening can either land you the job or not. Communication skills; the ability to communicate at all levels is essential. Adaptability and flexibility; ability to work alone or as part of a team. Analytical thinking, problem-solving, and creativity to innovate and improve business processes. What advice would you give a new graduate starting their first job? Set goals for yourself and hold yourself accountable. Put your hand up to assist wherever possible so that you can learn and absorb all aspects of the company you work for. Learn and absorb as much as possible, as this will become a good grounding for better career opportunities. When should you start upskilling yourself? Obtaining your qualification is only the beginning, as you will need to put the qualification into practice and start learning the ropes. Workplace dynamics can be challenging for graduates. It is essential to network and find individuals with similar roles to learn from their experience. It is never too early to start upskilling yourself; learning is how we grow and should be constant. In your first three months in a position, you should learn and absorb as much knowledge as possible. There is so much to learn in a new job that the upskilling starts from the first day. It would help if you got to know the people, how the job works and how the company operates. It is in your best interest to take advantage of every opportunity, even if it is not your job. It is as an opportunity to learn a new skill and influence your career growth. Most employers have learning and development divisions to upskill their staff and to create succession plans to ensure the business operates, no matter what. It is, however, your responsibility to communicate your career goals accordingly and hold yourself accountable. You can master and refine your skills; it is in your hands. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’ https://businesstech.co.za/news/industry-news/661013/training-and-developing-the-21st-century-employee/

IT-Online | 2 February 2023 Unemployment in South Africa, especially among the youth, is undoubtedly the most important socioeconomic challenge. By Smangele Nkosi, GM: South Africa at Cisco For the last two decades, the unemployment rate has exceeded 20%. At the end of 2021, it reached a record high of 35%, making South Africa one of the countries with the highest unemployment rate in the world. Recently, however, the Quarterly Labour Force Survey revealed that South Africa’s overall unemployment rate decreased to 32,9% and our youth unemployment rate decreased to 45,5% in the third quarter of 2022. This improvement, while marginal, gives cause for optimism. But continuing this upward trend will require us to consider the future of work. Technological innovation is leading to major disruptions in nearly every industry, while digital skills are in short supply. Concerns over mass job displacement are looming due to artificial intelligence and automation. The private and public sectors must accelerate efforts to prepare our workforce for this technological shift. The future of work In 2017, the World Economic Forum estimated that 15-million to 20-million increasingly well-educated young people are expected to join the African workforce every year for the next three decades. According to the report, sub-Saharan Africa only captures 55% of its human capital potential, compared to a global average of 65%. In the coming years, fully utilising this growing workforce will require providing quality jobs and the necessary skills to do them. The traditional view of employment opportunities is fast becoming outdated. Organisations are no longer looking for employees with tertiary qualifications and years of experience with legacy technologies. Certifications in and knowledge of newer digital technologies are more sought after. Businesses are pushing their digital transformation efforts to remain competitive in today’s digitally driven markets – and they need professionals with the right skills to fully leverage these technologies. The new business environment revolves around digital transformation-related technologies such as cloud architecture and data centres, cybersecurity, Internet of Things, and machine learning. Cybersecurity, for example, has become a priority for most organisations, but there is a massive shortage of cybersecurity professionals to meet this demand. And, considering that South Africa had the third most cybercrime victims worldwide in 2019 at a cost of R2,2-billion a year, filling this skills gap is not only crucial for creating job opportunities, but also for protecting the country’s public and private sectors. The need for digital skills With the emergence of disruptive technologies comes a dramatic change in the demand for skills related to those technologies. Africa’s defining challenge will be how to educate and upskill individuals in line with changing business and innovation demands. Otherwise, we risk exacerbating the continent’s existing digital divide. The Future of Jobs Report 2020 estimated that, on average, 15% of a company’s workforce is at risk of disruption and 6% of employees are expected to be displaced by 2025. Alarmingly, the World Bank’s Global Competitiveness Report 2020 found that South Africa experienced the second-largest decline in the perceived adequacy of graduate skills when compared to other G20 economies. South Africa was also among the five countries that showed the largest decline in the perceived relevance of digital skills. This highlights the urgent need for prioritising digital transformation and innovation in order to improve our employment figures. Those without relevant skills are less likely to find employment opportunities and are at the greatest risk of being replaced by automation. But, if we can provide them with opportunities to upskill or reskill themselves, we may see dramatic improvement to our unemployment rate. Digital skills are in high demand globally. There are 700,000 unfilled cybersecurity jobs around the world, all while South Africa sits at a critical junction regarding access to adequate cybersecurity talent and know-how. The last few years have seen critical infrastructure and public institutions, such as Transnet and the Department of Justice, suffer debilitating cyberattacks, highlighting how important it is that we improve these skills. Private sector investment Global organisations are realising the importance and value of investing in education and entrepreneurship. Various sectors of the South African economy can benefit from doing the same. The Cisco Networking Academy, for example, is one of the largest and longest running IT skills-to-jobs programmes in the world. To date, over 7,5-million learners across 190 countries have enrolled – at no cost – in courses to gain digital skills. Of these learners, more than 1,07-million come from sub-Saharan Africa, and 189 272 South Africans from underrepresented and underserved communities have received digital skills and training. The academy also facilitates hiring opportunities for students following their graduation, thanks to a database available to employers and Cisco partners globally. The efficacy of these programmes in addressing unemployment has been remarkable. 95% of students who have taken Cisco certification-aligned courses have attributed obtaining a job or education opportunity to the Cisco Networking Academy. Cisco also plans to expand the programme to provide training to 25-million learners globally over the next 10 years. Securing Africa’s future Providing tomorrow’s workforce and South Africa’s 4,6-million unemployed young job seekers with the skills and capabilities needed for the future of work is our only way forward. But efforts to do so cannot come from the public sector. At the United States-Africa Leaders Summit in Washington DC, which took place in December 2022, Cisco announced it would contribute around R3,4-billion towards resources and training facilities for digital skills in Africa, including schools, instructors, tools, and curricula. This contribution forms part of a commitment to train as many as 3-million Africans in digital and cybersecurity skills and improve the continent’s digital capabilities. Bridging the digital skills gap in Africa is a monumental task that will necessitate close collaboration between the private and public sectors. And, to make the connection between education and real business needs, private sector investment must go toward training, certifications, and e-learning programmes. If we wish to create sustainable employment opportunities for Africa’s workforce tomorrow, we need to upskill our workforce today. ‘Disclaimer - The views expressed here are not necessarily those of the BEE CHAMBER’. https://it-online.co.za/2023/02/02/how-do-we-create-opportunities-for-unemployed-youth/