1. Skills development in the agricultural sector Jandré Jansen van Rensburg Prof. Dr. Ronel du Preez M.Comm. Industrial Psychology – University of Stellenbosch A multiple case study approach

2. Agenda Introduction Framework Research Methods Results Application Conclusion Agenda

3. 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

4. Skills development is needs driven: ▫State  PESTEL ▫Employers  Sustainable Profitability ▫Employees  Livelihood Introduction

5. Combined framework Framework development

6. 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

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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

13. Adapted framework Results

14. 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

15. Basic practical conclusions Organisational Variables Strategy and planning Culture Labour relations Climate Systems Application

16. Basic practical conclusions Individual Variables Inherently complex individuals ▫Ability  Actual and Perceived ▫Motivation ▫Locus of control ▫Attitude Application

17. 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