‘It should be about transformation – not just compliance'

The amended Broad- Based Black Economic Empowerment (B-BBEE) Codes of Good Practice have been hailed as a “gamechanger” and freight industry training providers say this offers “great opportunities” for more formal and longterm training. “The biggest challenge around the amendment is that organisations are now required to spend the money stipulated by the new codes and they often do not have the cash flow to do so,” says Juliette Fourie, managing director at MetroMinds, adding that this also poses a problem with the equity spread of staff that companies are obligated to train. “Some companies simply do not have enough people to train,” she comments. She told FTW that maybe 20% of the industry had the capacity and the resources required to meet the new amendments stipulated in the new codes. “However, with improved planning, skills analysis and integration into talent management, this can be achieved,” she said. While the industry is quick to lament the lack of skills, Fourie believes this is the perfect opportunity for freight companies to create their own talent pool and work with long-term training partners to achieve this. “Training providers should work hand-in-hand with their clients to understand their targets and help them with their spend on this. It is crucial that this is not just another compliance process but rather a transformational one,” she says. The new codes have given industry training providers scope to develop their services. “Instead of just providing training on National Qualification Levels (NQF) 3, 4 and 5, it has become vital to take this education further. As a result, MetroMinds is working on establishing associations and collaborating with other industry partners to provide training services up to degree and masters levels,” says Fourie. She notes that initiatives such as learnerships, trainee programmes, graduate development programmes, apprenticeships and induction programmes have been a step in the right direction towards fulfilment of the Skills Development Act and will help with BEE spend. “My advice is for companies to find a preferred partner to work with them on skills planning and compliance targets and make sure they are equally passionate about growing a strong talent pool of skilled staff,” Fourie added. INSERT & CAPTION It is crucial that this is not just another compliance process but rather a transformational one. – Juliette Fourie