The maths and science academy
This Powertech Battery Group project in Port Elizabeth involves 90 high school learners from previously disadvantaged communities, attending mathematics and science classes over a period of 10 weeks. The main focus of the project is to assist these learners with examination preparation in these subject areas. Project cost is R35 000 per annum. This project will continue and will link into a Graduate-in-Training programme.
Janica Nhlapo, a communications graduate from Bond University with a diploma in marketing from Vega, joined the Altron corporate communications department in January 2005 on a graduate internship programme. To date, she has been involved in research projects, corporate presentations and internal rebranding campaigns. Janica says, “Information and communications technology was a new sector for me, but I have learned that branding and marketing are key elements in any business, in any sector. The practical experience I have gained is invaluable.”
Skills training and development initiatives
In order to redress the country’s critical skills shortage and ensure that all employees have access to an integrated and outcomes-based learning system, Altron companies allocate between at least 1% to 2% of payroll annually, towards training and development, particularly for previously disadvantaged South Africans.
Throughout the group, initiatives are under way to accelerate progress towards our goals for skills development. These include bursary programmes, management trainee schemes, experiential learning projects, learnerships and educational assistance. In many companies, mentorship programmes are being implemented to add practical experience to academic knowledge and fully prepare candidates for the business world.
All Altron companies have based their skills development programmes on the National Qualifications Framework (NQF) and are working closely with their sector education and training authorities to ensure that learnerships have lifelong benefits for the individual concerned. Learnerships are in place in many group companies.
- At BTG, learnerships at different levels are benefiting some 200 students. During the year, BTG also introduced the first learnership for 40 disabled people in the information technology field in South Africa.
- In another first, Aberdare Cables introduced learnerships in the power cable industry, with five learners completing certificate courses during the year.
Experiential training programmes are also in place in several group support departments, including corporate communications and company secretariat. Through these programmes, young people augment their tertiary education with practical experience relevant to the world of business and, in several cases, experience not available through any institutional practical training programmes. Where possible, departments collaborate with the relevant SETA.
Tomorrow’s leaders
In addition to skills development initiatives throughout the group, there are also specific projects in place to develop the future leaders of our group. The first of these, the Young Presidents’ Club (YPC), was formed in 1990 as a vehicle to hone the full potential of promising managers in support of the growth of our group. This includes mentorship, developing strong networks and exposing these individuals to the full array of business issues that senior managers must be equipped to deal with. A similar forum was established in Powertech, namely the Powertech Leadership Process (PLP). The PLP has formed a partnership with the Gordon Institute of Business Science to deliver nine management development modules. The strategy behind home-grown talent is evident in our ability to promote internal appointments to senior positions, most recently the new chief executive officer of ABB Powertech Transformers, Leon Viljoen.
Worker participation
Altron encourages employees to develop their full potential in a participative environment. Consultative structures, established with trade unions and other employee representatives in our operating companies, handle issues that affect employees directly and significantly and support constructive dialogue, information sharing and conflict resolution. Cordial relations with organised labour were maintained during the review period and all matters brought to the table were concluded to the satisfaction of all parties.
Occupational health and safety
The future of our group’s operations depends on the good health and safety of our people. In addition to complying with the stipulations of South African legislation such as the Occupational Health and Safety Act, many Altron companies have, or are preparing for, international accreditation such as International Standards Organisation.
HIV/Aids policy
Altron has a well-defined policy relating to HIV/Aids and other life-threatening diseases, which provides guidelines on:
- managing these diseases in the workplace
- protecting employees’ legal rights
- treating staff with respect, dignity, fairness and equity
- creating awareness
- supporting appropriate behavioural changes
- complying with statutory and labour legislation.
The development and implementation of this policy, is the responsibility of management, together with human resources.
Numerous HIV/Aids policies exist throughout the group in different operating units. These are currently being reviewed with the objective being to consolidate them into one groupwide HIV/Aids policy.
Altron is, furthermore, planning to professionally assess the economic impact of HIV/Aids on the group through an accredited, independent agency. This will be done by determining the nature, mechanisms and determinants of the disease on the workforce which includes prevalence rates, workforce separations and the impact on workforce turnover.
A highlight of the year was the extensive HIV/Aids programme implemented by Altech NamITech, monitored and maintained by an external expert, and commencing with leadership training for management and roadshows at factory-floor level to communicate the intention and benefits of the programme. Altech NamITech staff elected 34 peer educators who then underwent an intensive training course and will continue HIV/Aids education within the company. Monthly coaching sessions monitor their progress and performance as peer educators. Voluntary counselling, testing and treatment is available from the Altech NamITech clinic and conducted by the occupational health nurse who has been trained on HIV/Aids counselling, testing and treatment. Free prophylactic treatment is provided to HIV+ employees in the early stages of the disease. Employees who are in the advanced stage of the disease are put onto the HIV programme provided by the group medical aid. A similar campaign is under way at Aberdare Cables to ensure that employees and management are informed about this disease and its impact on productivity. This programme includes education, counselling on status and treatment, influencing behavioural change through condom distribution and liaison with external doctors, medical-aid clinic coordinators and community resource centres.
In 2005, Aberdare Cables consolidated its activities into an HIV/Aids and wellness programme so that all the aspects of the disease and occupational activities can be managed holistically. Some 53% of the workforce underwent voluntary counselling and testing in November and December, revealing a low prevalence rate of 4%. Employees testing positive were treated with anti-retrovirals and regularly monitored. These employees have responded positively to treatment, with measurable improvements in key indicators such as CD4 cell counts, viral load and weight gain. The company has also contributed to the establishment of a day-care centre in Motherwell where some employees on disability are treated for opportunistic infections.
ABB Powertech Transformers embarked on a Knowledge Attitude and Practices (KAP) Study in 2000 which was a qualitative study. Arising therefrom, an HIV/Aids committee was formed and is chaired by the human resources officer with input from the on-site occupational health practitioner and the occupational medical health practitioner. Peer educators have also been appointed and trained and have been equipped with posters and a lecture plan to provide training in the various departments. An HIV/Aids awareness programme is ongoing through poster and pamphlet communication, free condoms, individual counselling and regular screening of educational videos. |
