Skills Shortages in South Africa: Case Studies of Key by Johan Erasmus, Mignonne Breier
By Johan Erasmus, Mignonne Breier
Opting for abilities shortages because the significant prevention of accomplishing certain financial progress premiums, this monograph explores 9 key professions and trades, demonstrating facts of shortage in so much fields. Culled from the services of students and experts all through South Africa, this reference offers very important insights into the explanations for those shortages and surpluses for either neighborhood and overseas markets. delivering perception into the complexities of the postapartheid South African exertions industry relating to talents, skills, and employment practices, this file is essential for planners, policymakers, economists, and sociologists.
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Additional info for Skills Shortages in South Africa: Case Studies of Key Professions
In the following sections of this chapter, each of these points will be discussed in turn in relation to South Africa’s situation. It should be noted that the first three indicators (vacancy rates, fill rates and wage fluctuation) are considered the most important means to identify skills shortages. As the discussion will show, South Africa does have the necessary information sources to monitor many occupations on an ongoing basis with regard to these indicators. Identify possible skills shortages The collection and analysis of vacancy information are widely used as means to provide insight into skills shortages (Clark & Phillips 2002; NZ DoL 2003).
This will enable technical users, particularly setas, to monitor the number of advertised vacancies in each (relevant) occupational category over time and to incorporate observed trends into their identification of scarce skills. Setas have to assert if and why fluctuations occur, find reasons for constant increases (or decreases) and determine if this up-/downward trend will be sustained. Users of vacancy data will need to be mindful of the fact that vacancy counts provide an indicator of relative job vacancies (either across time or between occupations), not of the absolute number of vacancies.
High fill rates for vacancies in a major occupational group may mask the fact that some occupations in a sub-major group or unit group may be regarded as being in shortage due to a low vacancy fill rate. A total of 112 828 vacancies were captured by the DoL for the three-year period and classified and coded according to the OFO system. There was a year-on-year increase in the total number of vacancies and for most of the major occupational groups. This had the effect that the share of vacancy adverts of the major occupational groups generally stayed the same across the three years.