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Attendees can look forward to exploring cutting-edge machine tools, CNC machinery, 3D printing, robotics, components, systems, services, and more. Engage with experienced exhibitors and gain valuable insights from technical experts. CEO of Artisan Training Institute (ATI), Dr. Sean Jones, will share profound insights on future engineering training trends in South Africa and across Africa as an industry expert. Dr. Jones’ seminar is scheduled for May 23rd, 2024, at 10:00 am, promising invaluable knowledge. 

The exhibition offers a platform to discover the latest industry advancements and technologies, featuring live demonstrations of world-class innovations. To attend Dr. Jones’ seminar, register for free entry on the Machine Tools Africa website at https://www.machinetoolsafrica.co.za

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Part 1

Training institutes to match local welding quality with industry demand, says expert According to Sean Blake, executive director of the South African Institute for Welding (SAIW), South Africa continues to import foreign welding skills because of the inability to meet local demand. Blake says recent discussions with Eskom confirms that more than 70% of welders who are currently working on the Medupi and Kusile power stations are from foreign countries.

“Based on our experience over the years and the feedback we receive from industry, we do believe that South Africa currently lacks sufficient artisan skills to support growth and even more so when it comes to welding skills, which forms a critical part of most manufacturing processes,” he says. The importing of welding skills remains an industry hot potato. The issue surfaced five years ago when the SAIW red-flagged a lack of welding skills not only on Eskom’s power generation projects, but also on major construction and infrastructure developments such as Transnet’s pipelines and Sasol’s petrochemical plants.

The 2012 SAIW study, led by former executive director, Jim Guild, reported welding skills imports of 30 to 40% on operating power stations, and up to 80% on new power generations projects. Public statements by Eskom’s then-chief operating officer Dan Morokane confirmed these numbers. He stated that in order for Eskom to meet its construction deadlines, it had to employ 75% of welders from outside South Africa.

A study by René van Wyk from the Department of Industrial Psychology and People Management at the University of Johannesburg, highlighted that other construction and manufacturing industries were experiencing similar challenges. As stated in her case study, “large firms such as Grinaker-LTA and Sasol import welders from Malaysia, Ireland, India and Thailand to perform construction and maintenance work.” The problem forms part of the overall shortage of artisans in the country.

To respond to the shortage, South African training institutes have provided significant focus to the development of local welding expertise, and welding schools have mushroomed across the country. Sean Jones, managing director of the Artisan Training Institute (ATI) says although a skills injection into the South African welding trade is critical, training academies need to maintain the quality of training outcomes to meet demand.

He says the ATI has been actively focussing on addressing learners’ attitudes and welding competence to ensure that they perform on par with foreign labour. “Enhancing the competitiveness of our local welders require a mind shift from management, unions and artisans that embraces the common goal of growing the employability of local welders. We need to collectively match the quality of welding skills supply with that of industry’s demand, he concludes.

Part 2

Industry responds with conscientious effort to grow local welders The flipside of South Africa’s welding skills shortage, is the opportunities it presents. According to Sean Jones, managing director of the Artisan Training Institute (ATI), the shortage of welders in South Africa has opened a window of opportunity for local job creation.
The South African Institute of Welders (SAIW) agrees that the welding industry poses great employment prospects for people from all levels of education, ranging from grade 12’s to post-graduates. This is because of the complex nature of South Africa’s construction and manufacturing projects, which requires equally complex welding processes.

A 2012 study by the SAIW points to the general misconception of welding skills only being required at a “lower” level. Multiple processes are used to make welds, such as TIG root welding and manual metal arc (MMA) welding. Additionally, a wide range of materials are welded in the manufacturing space, including special high temperature grades of steel, which require ultra-careful control of the welding process. South Africa’s manufacturing plants generally fall in “high hazard” categories which imply that failure of these plants will not only have significant financial consequences, but also poses safety risks.

These are some of the reasons why South Africa needs to grow its local pool of lower level and high-end welding skills – from skilled welders, supervisors, inspectors and non-destructive testing technicians, to welding technologists and welding engineers. According to Sean Blake executive director of the SAIW the training industry has made inroads to grow local welders over the past five years. “We currently have 154 companies that are certified as compliant with the ISO 3834 welding regulations as part of the Manufacturer Certification Scheme.” Blake explains that this scheme has a positive impact on recognising the need for trained, qualified and competent personnel in the field of welding.

“QCTO has furthermore developed a new welder curriculum that is well aligned with the IIW International Welder Programme and which we believe is much better suited to the training skills required by industry,” says Blake. The DHET has contracted SAIW to assist with the implementation of this artisan curriculum in TVET colleges. “This is a major step in the right direction, but we do believe that much more dedicated and coordinated efforts by industry, training institutions and government will be required to ensure that our country produces sufficient artisans and welders to enable future growth,” Blake concludes.

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As of 18 December 2017, 86 South African mineworkers, most of them bread winners, died in the line of duty in 2017, up by 13 fatalities recorded by the industry in 2016.

A new book, authored by Dr Sizwe Phakathi, head of Safety and Sustainable Development at the South African Chamber of Mines, addresses a range of work related issues that affects underground safety.

The book, titled Production, safety and teamwork in a deep-level mining workplace – perspectives from the rock-face, is a rare journey to the deep, mysterious world of underground mining.

In the book Phakathi asks pertinent questions about how teams of mineworkers respond to productivity and safety enhancing initiatives; and how they go about their day-to-day work at the point of production.

The book is based on Phakathi’s completed PhD research, and introduces those who have not yet ventured down a 3000m deep mining shaft, to the rigours of toiling in one of the most unforgiving working environments on earth. But more importantly, it is a manual for each shift-overseer, mine captain, manager, executive and CEO. The book should become a reference for underground team leaders, general managers and workers. It is a must for academics and managers in the mining industry. In fact, it adds value to team leaders, supervisors, managers and executives across industries.

Phakathi used qualitative, ethnographic methodologies to complete his research, which means he immersed himself in the daily working lives of the production crews in an ultra-deep South African gold mine. He worked with the crews at the rock-face; ate, drank and watched soccer with them; and slept in the mine hostel for more than six months.

The result is a book that encapsulates, more than any other previous work, the challenges, struggles and day-to day hardships of deep-level gold mining.

In the book, Phakathi dissects the way underground mining crews operate to increase production, improve safety and to work together as a team. The research touches on the relationship between crew members and their supervisors, and shows how top management plays a critical role in ensuring that production crews have sufficient resources to meet daily targets.

He writes extensively about the changing nature of the workplace, and what role safety plays, and should play, in the everyday life of a miner. “I believe that the voice from the frontline is missing in boardroom discussions about organisational safety, production and people management. We can talk about zero harm every day, but if the voice of the worker at the rock-face is not heard, our discussions remain futile,” says Phakathi.

The book reflects on a number of discussion points currently raging in the mining industry. The drive to increase production, unyielding daily, monthly and yearly targets, and the related bonus system, are all factors that could compromise a mine’s safety record.

The carrot of a bigger bonus, if higher production figures are recorded, has resulted in workers employing innovative ways to advance a few extra metres, despite day to day constraints.

Mineworkers use the term Planisa (which is derived from the Afrikaans saying “‘n boer maak ‘n plan”, to make a plan) to describe their endeavours to do whatever they can to surpass their targets, and as a result, supplement their monthly incomes.

Although this often results in better ways of mining, it is a double edge sword, as miners will forsake their own safety in the urge to achieve, or improve their targets. “Planisa is not necessarily bad as it improvises both safety and production. It is a very innovative strategy (in most cases), but we need to eliminate the unsafe and unhealthy aspects of it,” says Phakathi.

Commenting on the book, Sean Jones, managing director of the Artisan Training Institute (ATI) and a student of Phakathi says the expert text helps the reader to understand the nuanced aspects of safety in underground mining. “Revealing these learnings, makes a strong practice contribution not only for understanding the connection between operational safety, production and work relations in underground mining, but also in other industries in general. This is a must read for any employer committed to understanding how policy, plus behavioural and cultural nuance impacts safe work practice,” he says.

Phakathi is not happy with the 2017 fatality rate. “It was the first time in ten years that the fatality figure actually increased, and that is a concern,” he says. “South Africa’s gold mines are ageing, and that brings increased risks of fall of ground and seismicity.

The Chamber of Mines is continuously working to ensure better safety and to improve technology. For example, they are focussing on the practice of mining with nets and bolts to counteract fall of ground, and on issues of underground transport, which remains one of the biggest causes of fatalities. The Chamber has made behavioural safety one of their primary concerns,” Phakathi concludes.

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Collaboration will benefit young people and meet the demand for qualified tradespeople

Johannesburg, South Africa, April 3, 2017 -- The MasterCard Foundation and Artisan Training Institute (ATI), a leading technical skills training organization, have partnered to launch a program that will bolster the capacity of Training, Vocational, and Educational Training institutions (TVETs) to provide quality education to young people in South Africa’s artisanal and skilled trades sectors.

During the year-long program, ATI will offer 180 training modules for Education, Training and Development Practitioners (ETDPs) from at least eight under-resourced TVETs. ATI will work individually with practitioners to strengthen and build upon their existing skill set, allowing them to return to their TVETs as better teachers. With an average of approximately 25 students in each classroom, ETDPs, in just one year, have the potential to impact thousands of learners and improve their opportunities for securing employment within the artisanal sector.

“The MasterCard Foundation and ATI partnership will provide technical training, and TVET lecturers will be immersed in the practical, structured training environment that prevails at ATI,” said Sean Jones, CEO, Artisan Training Institute.  “This partnership will support South African youth by producing competent artisans able to support the industry’s growing needs for technical excellence.”

Through this training program, TVETs, ETDPs and ATI will identify each practitioner’s skills gaps and customize modules for a six-week training course in one of the following trades: electric, diesel mechanics, boiler making, millwrighting, plating and welding, auto electrics, rigging and tractor mechanics. ETDPs will also take courses in basic business, presentation and life skills, as well as in coaching so they can provide their students with a more holistic education.

Recent headlines indicate that now, more than ever, countries require a focus on vocational skills to address youth unemployment. South Africa currently has a youth unemployment rate of approximately 54.2 percent. Despite efforts made by the Department of Higher Education and Training (DHET) – including a R2.5billion investment in 2014 – colleges remain under pressure to improve the quality of their training to meet developing industry requirements.

Currently, the competency levels of students graduating from these programs are poor. Technical staff are unable to adequately teach the skills young people require to find work, in part because the ETDPs themselves lack access to further education. Moreover, as a result of retirement, immigration, and better work opportunities abroad, there are fewer and fewer experienced artisans in South Africa. Collectively, these issues impact the employability of the youth graduates who lack the skills needed to be successful. This does not bode well for South Africa’s future competitiveness.

“The cascade effect of this project will have a broad impact on the artisanal sectors in South Africa,” said Jane Baldwin, Associate Program Manager at The MasterCard Foundation. “The ETDPs trained through this project will be better equipped to provide their students with quality technical skills and to support them in securing tangible jobs.

ATI has nine years of experience offering quality technical training for youth in South Africa and working together with the private sector.  The organization has already graduated 5,174 young learners from its demand-driven artisan programs and 90 percent of graduates have obtained employment by the end of their apprenticeships. While ATI has worked with youth learners and corporate technical staff, this project will be the first time that ATI has worked with public TVETS to improve quality training education methods of the artisan sector.

About The Artisan Training Institute (ATI)

The company was established in 1982 and rebranded as the Artisan Training Institute (ATI) in October 2012. ATI is committed to investing in engineering, proudly contributing to the development of skills in Southern Africa. Its mission is to provide the finest quality technical skills training, where ATI learners come to expect nothing but the best from themselves. In developing their skills, learners become more than employable; they become empowered with the ability to shape their own futures. ATI is the recognised technical skills training provider in the recently constituted Gauteng-Regional Centre of Expertise officially acknowledged by the United Nations University. Visit www.artisantraining.co.za

About The MasterCard Foundation

The MasterCard Foundation works with visionary organizations to provide greater access to education, skills training and financial services for people living in poverty, primarily in Africa. As one of the largest private foundations, its work is guided by its mission to advance learning and promote financial inclusion to create an inclusive and equitable world. Based in Toronto, Canada, its independence was established by Mastercard when the Foundation was created in 2006. For more information and to sign up for the Foundation’s newsletter, please visit www.mastercardfdn.org. Follow the Foundation at @MastercardFdn on Twitter.

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Cape Town – The majority of women in South Africa are still not gaining in terms of job placements in the economy, according to Sean Jones, CEO of the Artisan Training Institute (ATI), a black empowerment company.

He said, while legislation has been passed to push for more employment of women in the workplace, it appears SA is lagging when compared to its peers.

In his view, the benefits employers are experiencing in training more women artisans include a widening of the skills net and in his experience women perform well in the engineering trades.

“We are finding that more women are graduating as electricians, fitters and turners, and measurement, control and instrumentation technicians,” said Jones. He hopes this trend will expand to other artisan disciplines, such as diesel mechanics, boiler makers and auto electricians.

He pointed out that one of the primary objectives of the International Labour Organisation (ILO) is to see equal representation of women in traditionally segregated work environments from company boards, to the shop floor. Critically, this representation should include equal remuneration.

“We also need to promote women in the artisan industry. There will be a shortage in SA when the global economy emerges from the current doldrums – and training women could alleviate part of this worrying shortfall,” said Jones.

“Unfortunately, artisan training has seen a sharp decline over the last 24 months as a result of contractions in the mining, engineering and agricultural sectors due to companies experiencing cash flow and budget constraints.”

The SA government said in November last year it wants to address the engineering skills shortage by aiming to have at least 24 000 competent artisans by 2020.

Deputy President Cyril Ramaphosa said at the time that government wants to address the skills shortage among artisans, technicians, and engineers. A Joint Engineering Education Working Group between the Department of Higher Education and Training and the Engineering Council was established to ensure that engineering skills needs are addressed.

Earlier this year Jones asked for a mind shift in SA about artisans, both by educational institutions and the broader population. He would like to see the youth consider a career as an artisan, as it would offer, in his view, quicker access to full-time employment.

Article initially published on Fin24

Sean Jones, MD

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A perennial issue facing youth globally is what career to pursue, with many learners being misguided by their parents and teachers. This is according to Sean Jones, MD of black empowered artisan training company, Artisan Training Institute (ATI). “In South Africa there are huge efforts by NGO’s, industry and government to address not only the poor levels of basic education but also career guidance. There are many examples of programmes to uplift school facilities, teacher’s skills, and headmasters’ leadership abilities.” However, career guidance remains a poorly developed competence in our society. As a result, most young people want to rush head-long to enrol at university, unaware of the myriad of other possible career choices in, for example, sales, advertising, computer programming, web-site development, social media marketing, hospitality, banking, or vocational training as examples. Industry can play its part by engaging with progressive organisations such as Kagiso Trust, TISO Foundation, The Maths Centre, Protec or the Cyril Ramaphosa Foundation as examples, to develop scalable career guidance tools to assist youth in their decision making. “Small efforts like this,” said Jones, “would not only assist South African youth, but also potentially alleviate the pressure on universities. Many graduates struggle to find employment post degree completion, whereas, learners who followed a specific vocation, do much better at securing gainful employment coupled with valuable work experience.” The Artisan Training Institute (ATI) is leading this effort, currently preparing a career guidance video for the engineering trades that will be available on YouTube, their web-site, and distributed to organisations working with schools. Critically, young people need to enter careers they are passionate about. Studies have shown, that being in a career you are well suited to, promotes individual happiness, while ensuring longevity in that role.”

Sean Jones, MD

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Manana was speaking to more than 1 200 pupils from different schools at the Capricorn Technical, Vocational, Education and Training (Tvet) college in Seshego, as part of "Decade of the Artisan" campaign.

"If we don't have [an artisan qualification], the rate of unemployment will be higher. Some learners are pursuing a university degree which is not marketable and they end up joining the unemployed because of lack of career counselling," said Manana.

The deputy minister said the number of unemployed graduates in South Africa was at risk of increasing due to wrong career choices.

"We have 600 000 unemployed graduates in this country and if the number increase, it will cause chaos. When hunger strikes, they will come to your home and steal. When crime rises, we are in trouble.

"With the artisan programme, jobs are guaranteed. Government is not the employer, but the private sector is. The reason we have so many unemployed graduates is because of minimal career counselling."

He added that the shortage of artisans in the country was an obstacle to economic growth.

"We have 134 artisan trades [and] we have recruited more than 1 000 artisans from Thailand because we don't have enough in our country. There is a demand for artisans in SA, but there is no demand for lawyers.

"We must strengthen industrialisation. Eskom promised to take 100 artisans from the Capricorn Tvet College."

Manana said it was critical for pupils to choose careers in Grade 9.

He said an artisan was a person who had been certified as competent to perform a listed trade, in accordance with the Skills Development Act.

These included bricklayers, electricians, millwrights, boilermakers, plumbers, fitters and turners, plasterers, welders and pipe fitters.

"An important consideration... is to choose careers that are on the scarce and critical list, since they are the ones in short supply and highly needed in the industry sectors."

Manana said the requirements of becoming an artisan included a minimum of 40% in Mathematics (excluding mathematical literacy) at Grade 9 level or National Certificate (Vocational) Level 2.

He said in cases of civil, mechanical and electrical categories of trades, a minimum of 40% in the relevant N2 trade theory or the relevant vocational subjects of the National Certificate (Vocational) Level 2.

"The entire pathway ends with a trade test at a national trade test centre that is accredited by the Quality Council of Trades and Occupations. In order to call yourself a qualified artisan, you must pass the trade test," said Manana.

The slogan of the campaign is "It’s cool to be a 21st century artisan".

Published originally on News24

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He notes that the lack of skilled artisans in South Africa is evidence of the low quality of the country’s mathematics and science education, compared with global standards.

“There needs to be a focus on correctly training teachers, which is absolutely critical and should be a priority for government.”

Jones believes that constant changes to local education policies could be symptomatic of the low quality of basic education in South Africa, adding that many teachers, particularly from government schools, have expressed difficulty in trying to teach in line with national policy.

However, the problem of substandard teaching is not exclusive to basic education and is common in many of South Africa’s technical vocational education and training (TVET) colleges, says Jones.

He notes that ATI caters for corporate clients wanting to upskill their employees, many of whom have received prior qualification through TVET colleges, but lack the necessary practical knowledge to practise as an artisan.

Jones states that there is likely a lack of practical knowledge because TVET colleges tend to focus on helping students pass theoretical exams rather than imparting “a meaningful understanding of practical applications”. He reiterates that this highlights the problem of the industry’s focus on improving graduate numbers rather than education quality, adding that many teachers at TVET colleges lack the skill to teach the required practical capabilities.

Despite the quality worries facing TVET colleges, Jones remains optimistic, stating that the formation of the National Artisan Moderation Body and the Quality Council for Trades and Occupations in 2010 will result in the quality of artisanal training improving significantly in the next two years.

This is because individuals who want to take a trade test need to go through a recognition of prior learning (RPL) process to prove they have the necessary experience to operate machinery or a piece of equipment, or perform relevant tasks.

On completion of the RPL test, a gap analysis is performed by a training institution such as ATI. The gap analysis identifies areas of weakness that will require further training. Individuals are eligible to take a trade test only once they have demonstrated that they are sufficiently experienced and knowledgeable to operate the machinery or piece of equipment, or complete the relevant task proficiently, concludes Jones.

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