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Possessing the necessary skills: Skilling for success of the Tourism economy. Presentation by Darryn von Maltitz University of Johannesburg 16 October 2007. Skills in context. Complex issue because tourism as an economic sector is multi-faceted. 1990-1993. - PowerPoint PPT Presentation
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Possessing the necessary skills:
Skilling for success of the Tourism economy.
Presentation by Darryn von MaltitzUniversity of Johannesburg16 October 2007
Skills in context
• Complex issue because tourism as an economic sector is multi-faceted
1990-1993
1994-1999
2000-2003
2004-2007
• The early 1990s was a period when tourism and sport was not a priority for the government in power
• South Africa’s first democratic elections heralded a change for the country’s tourism industry – the industry is set for growth
• HITB drives skills development initiatives, industry contributes voluntarily. The groundwork is laid for skills development, but the lack of skills in the tourism sector is identified as dire
• Theta is established – combining tourism and sport for the first time, the Tourism Learnership Project is rolled out with mixed success,
• In 2004, the GCR identifies skills as an issue that may be a constraint to growth in the sector.
• 2006, DEAT and THETA commission a national skills audit• 2007 – DTI national industrial policy includes finalisation of the tourism SSP in
its action plan
Challenges
4
To undertake a Skills Audit and identify priority skills needs within the Sector which culminates in a strategic report that:
• Informs DEAT’s strategic planning for skills development in the sector
• Assists Theta in refining its Sector Skills Plan
• Provides insight for partners/ stakeholders to develop an implementation strategy to support skills development
Travel & Tourism
Conservation & Tourist Guiding
Hospitality
Gaming and Lotteries
Sport, Recreation and Fitness
Project objectives
The Sector
5
Research conducted in March and April 2007
Review of Secondary Data
Methodology
• Structured in-depth questionnaires• Included Theta levy payers, Theta registered non-levy payers and non-
Theta registered organisations• Randomly selected • Across 9 provinces• Across the sector• Statistically valid
1 238 Employer Interviews
• Structured in-depth questionnaires• Randomly selected• Included Theta ETQA, FET and HET providers
65 Training Provider Interviews
• Open-ended discussion• Purposefully selected• Included representatives of private sector, public sector, unions and
associations
49 High-level Interviews
• Open-ended facilitated discussion• Included youth, persons with disabilities, co-operatives and community
based organisations and unionised officials9 Focus Groups
• Presentation of research findings• Discussion and debate• Included training providers and Theta stakeholders
2 Validation Workshops
RESEARCH HIGHLIGHTS
7
• Unions, government and development agencies generally feel that employers in this sector:– Do not capacitate staff – Exhibit dubious employment practices and – Provide little recognition of the upliftment of black women and
black staff • Employers and industry believe that:
– Companies do invest significantly in training and capacitation, albeit that it is unaccredited and not ETQA aligned training
– The current THETA/ SETA and SAQA requirements and structures discourage training and skills development
Stakeholders have conflicting opinions of each other
Estimated size of the industry
Sector Size
Sub-Sector Estimated Number of Employers
Estimated Number of Employees
Hospitality 28 000 290 000
Travel and Tourism 6 200 28 000
Gaming and Lotteries 740 10 000
Sport, Recreation and Fitness 3 300 20 000
Conservation and Tourist Guiding 3 500 30 000
TOTAL 41 740 378 000
• Refers to only those organisations listed on one or more databases• Excludes an unknown number of ‘unlisted’ SMMEs• Hospitality is the largest sub-sector – with 67% of the employers and 77% of the
employees
SMME Dominance
SMMEs
Sub-Sector Percentage SMMEs in the Sub-Sector
Hospitality 97%
Travel and Tourism 97%
Conservation and Tourist Guiding
89%
• SMME = organisation that employs less than 50 full-time employees• Many SMMEs are owner managed
Employee profile and qualifications
Sub-Sector % Black Employees[1]
% black senior managers
% < NQF 1 % NQF 2-4 % NQF 5-8
Hospitality 72% 40% 54% 28% 18%
Travel and Tourism
58% 45% 7% 18% 74%
Conservation and Tourist Guiding
74% 20% 28% 50% 22%
11Source: Theta/ DoE
• Accredited training providers are typically small (<50 employees) and located in Gauteng
• There is limited training provision available outside the major cities
• There are a large number of hospitality training providers (mainly located in the main cities)
Training provider profile
Training Provider Universe
7
28
65
Universities
FETs
THETA/SETA
Universe=432 providers
%
%
%
12
Constraints to effective training provision
Future skill requirements (3 year period)
HOSPITALITY
Cook, Chef 24 100
Waiter/ress 23 500
Cleaner 15 000
Reservations/Operations Director/ Manager/ Assistant Manager/ Supervisor
8 000
Cashier 7 800
Travel and Tourism
Travel Consultant/ Reservation Agent
3 150
Bookkeeper 900
Reservations/ Operations Director
800
Tour Operator 600
Supervisor 450
Criteria for employee recruitment
Hospitality• Junior Staff – Experience• Mid-level staff – Experience• Senior staff - Experience
Travel and Tourism• Junior Staff – Matric• Mid-level Staff – Matric• Senior Staff – Qualification/
diploma
Conservation and Tourist Guiding
• Junior Staff – Experience• Mid-level staff – Experience• Senior staff - Experience
Employers complain that graduates do not have experience
Recommendations
Conclusion
•Skills are not the only challenge facing the sector – there are many others – transportation, safety and security, enterprise development etc•We are a tourist destination at the tip of Africa, and we need to begin to ask ourselves whether skills is in fact a priority and just how important is it for us to get this right?