A management framework for accelerated development and retention of young engineers : Eskom as a case study

Abstract

Eskom Holdings SOC Ltd was in need of a means to optimise their existing engineer training programme in order to accelerate the development of young engineers and improve the retention rate of young engineers in the organisation, thus retaining critical skills and receiving maximum return on the investment made (in the case of graduated bursars). This research sought to investigate the existence of a link between the quality of the training offered by the organisation and young engineer turnover. The research also sought to discover those factors that would increase the rate at which young engineers develop in terms of their ability to make technical decisions in situations characterised by high pressure and stress. To achieve optimisation of Eskom’s training program an experiment was conducted using quantitative data collection; this data collection took the form of two independent surveys issued to two predefined subsets of participants. The subsets, namely trainee engineers and appointed engineers, were further subdivided into those respondents employed by Eskom and those respondents employed by either Sasol, Transnet Pipelines, Transnet Freight rail or other non-Eskom affiliated entities. This was done in order to provide a basis for comparison, to find out the effects of the experiment on Eskom as opposed to non-Eskom employees. Each organisations’ training regime was analysed as a back drop. The statistical analysis (where applicable) used in this research was based on a 90% confidence level, with a confidence interval of 6%. The data collected from the experiment provided the basis upon which the proposed management framework was developed. The results of the experiment produced several key focal points which could be implemented to optimise Eskom’s existing engineer training programme which based upon collected data and validation methodology, will improve young engineer retentions rate, improve the young engineers’ readiness and sense of judgement in making technical decision under pressure, optimise the existing engineer training programme and propose changes in management approach that will foster an environment of improved development by applying statistically justified psychological factors that positively influence young engineer retention.