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Key Issues - Human Resource Development

Human Resource Development Strategy

In 2005 the SAPIA Board of Governors mandated the industry human resource executives to ensure the sustainability of skills in the industry and support the achievement of the Petroleum and Liquid Fuels Charter’s human resource transformation objectives. In response, the industry HR executives developed a five-year industry strategy to assist member companies in jointly addressing people development challenges identified in the Charter.

Strategy objectives

The HRD strategy integrates national and industry priorities for business growth and individual empowerment. It rests on four objectives intended for implementation as an integrated whole. These are to:

• identify and communicate all scarce and critical skills for sustainable growth, development and equity;
• increase the relevance and quality of occupationally directed qualifications for all employees across the industry value chain;
• assist designated groups, including new entrants, to participate in accredited work-based programmes to acquire scarce and critical skills; and
• promote and foster a supportive culture for human resource development transformation in the industry.

The strategy is implemented through five work streams, namely:

• communication;
• scarce and critical skills;
• leadership, management and other academic programmes;
• learnerships and work-based learning programmes; and
• supportive culture and change management.

By the end of 2010, our vision is to have further embedded a supportive culture for industry transformation; increased supply of petroleum industry interventions that addresses scarce and critical skills; to develop our employees, especially designated groups on industry programmes; and ultimately increase our workforce diversity at all occupational levels.

Visit the Resources section to read more about the HRD strategy.