Skills audit framework in the naissance of the Fourth Industrial Revolution: The case of the National Department of Human Settlement

Abstract

The problem that this study investigated was to present a Skills Audit Framework that guides the skills audit process in the National Department of Human Settlements (NDHS). This would ensure that accurate information for the different Core-Function job families within the NDHS are recorded and the workforce is equipped with the required skill sets to assist in implementing core functions to implement the mandate of the NDHS. The latter was necessary to develop a Skills Audit Framework for the NDHS, which was underpinned by a theoretical framework, and an alignment to a statutory legislative and regulatory framework that informed skills audit frameworks in the context of 4IR in the South African Public Service. Skills audits are utilised to establish the current available skills, identify skill gaps and to determine future required skills of the workforce within an institution. The South African Public Service remains challenged and faces challenges in identifying the current skills, skills gaps and future required skills of the workforce to deliver on their respective mandates. The NDHS is not exempt from this, which is further compounded by the incessant Fourth Industrial Revolution (4IR) and the future skills requirements thereof. The researcher made use of the qualitative method through a structured approach. Qualitative data was obtained by conducting semi-structured interviews and questionnaires with Chief Directors in the NDHS. During the research study, the researcher discovered that there are sufficient statutory, legislative and regulatory frameworks within the NDHS to implement its mandate. Moreover, there are legislation and regulations which support the implementation of skills development. What is lacking is legislation that governs the implementation of the necessitated skills development to implement the requirements of the 4IR. There is no accurate and reliable information about job descriptions for employees, hence the workforce is not equipped with the required current and future skill sets to implement their specific functions aligned to the mandate of the NDHS. The study contributes to the requirements demanded by the 4IR in the public service. The Skills Audit Framework would contribute in i) identifying the new skill requirements as demanded by the 4IR in the NSHS; ii) developing a skills audit framework for the institution which can be followed by the implementation of a skills audit process; iii) developing an integrated HR approach in the NDHS to assist in attracting, developing and retaining a skilled workforce; and iv) developing an institutional repository containing intellectual knowledge and experiences which could inform future policies and programmes.