Skills development in the
agricultural sector
A multiple case study approach
Jandré Jansen van Rensburg
Prof. Dr. Ronel du Preez
M.Comm. Industrial Psychology – University of Stellenbosch
Agenda
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Agenda
Introduction
Framework
Research Methods
Results
Application
Conclusion
Introduction
• Imperative of the study:
▫ As part of a research niche area;
▫ Exploring a neglected realm of knowledge;
▫ Developing and evaluating a framework of
variables; and
▫ Establish groundwork for future research
Introduction
Introduction
• Skills development is
needs driven:
▫ State
 PESTEL
▫ Employers
 Sustainable
Profitability
▫ Employees
 Livelihood
Introduction
Combined framework
Framework development
Multiple Case Study method
• Potential concerns with validity, reliability,
objectivity
• Case Selection
▫ Active skills development
▫ Larger employers (25+ permanent staff)
▫ Sound labour relations
Research methods
Results
Case overviews
• Case 1: Rooibos farm 1, Clanwilliam
▫ Close corporation
• R 2.5 million remuneration spend
▫ 40 permanent employees
▫ R 25,000 skills development levies; R 50,000 training budget
• Training focus:
▫ Functional / operational training focus
▫ Empowerment programme
Results
Case overviews
• Case 2: Rooibos farm 2, Clanwilliam
▫ Privately owned
• R 1.3 million remuneration spend
▫ 50 permanent employees
▫ R 13,000 skills development levies; R 26,000 training budget
• Training focus:
▫ Functional / operational training focus
▫ Social development training (e.g. HIV / AIDS workshops)
▫ Planned empowerment programme
Results
Case overviews
• Case 3: Fruit farm, Citrusdal
▫ Privately owned
• R 11.8 million remuneration spend
▫ 165 permanent employees
▫ R118,000 skills development levies; no fixed training budget
• Training focus:
▫ Functional / operational training focus
▫ Basic managerial skills training (when available)
▫ Empowerment trust
Results
Case overviews
• Case 4: Wine farm 1, Franschoek
▫ Private Company
• Unknown remuneration spend
▫ 123 permanent employees
▫ Unknown skills development levies; unknown training budget
• Training focus:
▫ Broad training and development focus
▫ Two empowerment trusts
▫ Social development focus
Results
Case overviews
• Case 5: Wine farm 2, Paarl
▫ Corporate owner
• Unknown remuneration spend
▫ 26 permanent employees
▫ Unknown skills development levies; unknown training budget
• Training focus:
▫ Functional / operational focus
▫ Social development training
Results
Case overviews
• Case 6: Wine farm 3, Paarl
▫ Corporate owner
• Unknown remuneration spend
▫ 61 permanent employees
▫ Unknown skills development levies; unknown training budget
• Training focus:
▫ Functional / operational focus
▫ Social development training
Results
Adapted framework
Results
Application
• Purpose of research: results are not prescriptive
▫ Inhibited by methods and lack of existing research
▫ Introductory study: complex framework
• Broad framework of variables established
▫ Organisational variables
▫ Individual variables
Application
Basic practical conclusions
Organisational Variables
• Strategy and planning
• Culture
• Labour relations
• Climate
• Systems
Application
Basic practical conclusions
Individual Variables
• Inherently complex individuals
▫ Ability
 Actual and Perceived
▫ Motivation
▫ Locus of control
▫ Attitude
Application
Conclusion
• Development is a South African imperative
• Agricultural sector is especially important
▫ Significant negative impact of past practices are
still prevalent and need urgent redress
▫ By considering the framework provided, it is
hoped that more can be done in this sector
Conclusion