SKILLS IN THE POWER SECTOR

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6 Νοε 2013 (πριν από 3 χρόνια και 7 μήνες)

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BY AL EX AMI S S AH


GHANA GRI D COMPANY L T D. (
GRI DCO
)

HUMAN RESOURCES AND
DEVELOPMENT OF THE AFRICAN
SKILLS IN THE POWER SECTOR

SOUTH

SOUTH COOPERATION

OUTLINE


STRATEGIC DIRECTION


SKILLS DEVELOPMENT


INTERNATIONAL COOPERATION


HUMAN CAPITAL


RETENTION OF SKILLED MANPOWER


CONCLUSION


RECOMMENDATIONS


STRATEGIC DIRECTION


Need for over
-
arching and compelling shared
African vision


Vision of stake holders to tie into over
-
arching vision


African power sector blue print desirable for all
African power Companies to fit in.



-

UPDEA well positioned for such an African



agenda

SKILLS DEVELOPMENT


Difficulty in defining skills


Creation of considerable interest in recent years in
idea of competences


Learning and development critical success factors
for effective competition of organizations in
competitive markets

PROCESS FOR UPSKILLING AFRICAN
POWER SECTOR


Skills inventories and audits


Training and development



Needed


structured training plans for



Companies e.g. Scheme of service for
GRIDCo



-

examples of formal
devt
.
Innitiatives
:





training courses, induction, papers,



placement and
secondments
, job rotation etc.

PROCESS FOR UPSKILLING AFRICAN
POWER SECTOR (CONT.)


Centers of excellence



-

tasks and activities serving as learning



opportunities


-

Management Challenge: building learning



organizations where experimentation, risk



taking, application of current technology,



tolerance for mistakes, failure, knowledge



sharing is cherished.



-

Knowledge Management therefore significant



here


PROCESS FOR UPSKILLING AFRICAN
POWER SECTOR


Collaboration with educational institutions



-

Need for stakeholders to collaborate with



university and other tertiary institutions to



make recommendations with respect to



desirable skill sets and competences critical



for the power market


INTERNATIONAL CO
-
OPERATION


South


south



-

placements and
secondments

in sister



African power companies


-

learning languages of other developing



countries for ease of interaction


North


south


-

Need to benchmark top of the class power



companies in the world



-

Identification of best practices and adaptation to



African approach




REVIEW OF TRAINING


Need to evaluate training to determine its
effectiveness



Tracking carefully what is done and how it
contributes to goals and objectives of power



companies essential

HUMAN CAPITAL



The
collective value of the organization’s
intellectual capital (competencies, knowledge,
skills
).





Owned
by individuals who can walk out of the
door






RETENTION OF DEVELOPED AFRICAN
SKILLS



Needful to develop attractive reward systems



to attract and retain staff


Managements should institute reward schemes to
motivate staff to further improve their skills


you get
what you reward


Crafting of superior purposes

CONCLUSION



Development of African skills imperative


Needful however to derive strategies to retain the
enhanced human capital



RECOMMENDATIONS


W
ell
articulated Strategic Direction both at the
continental and intra organizational
levels needed
in African Power Sector.


Inventories
and audits of African skills should be
undertaken at all levels in the Power
sector


I
nternational
cooperation in the African continent

advocated, cooperation
with developed
world

desirable
in the light of current international trade
and globalization




RECOMMENDATIONS (CONT.)


Schemes of service (training plans) laying out well
outlined training programs for all stakeholders be
structured


Stakeholders should actually implement their
training programs and should tie
them
to their
reward systems


Training programs should be reviewed consistently
to determine their effectiveness in achieving set
goals and objectives


RECOMMENDATIONS (CONT.)



Knowledge
management should be given serious
thought in organizations/companies


Stakeholders should create
environment
for
Companies/organizations to function as centers of
excellence where all tasks or activities would be
opportunities for learning


END

THANK YOU!