National HRD in Finland, Russia, and South Africa

Finland

HRD practice in Finland is diverse as it is primarily the responsibility of the employer with some steering from government through legislation and government-led initiatives such as the Finnish Workplace Development Programme. The labour market in Finland is characterised by high levels of education. Since the mid-1990s adult education and training has become an increasingly important feature of national policy and is available in over 1000 institutions although the majority of adult learning takes place within organisations in the form of training provision or workplace learning. For young people who decide upon a vocational route after comprehensive school there are a wide range of training options to choose from: there are 75 initial vocational qualifications. This type of training is offered by education institutions and as apprenticeship schemes. Training is a mix of theoretical studies and practical sessions plus on-the-job training in actual workplaces. Higher education is studied at universities or polytechnics with the latter having a vocational orientation. Finland has been able to realise the benefits of a knowledge-based economy achieving excellent levels of productivity, innovation, and competitiveness. National VET has been heavily influenced by the EU commitment to the development of a learning society and competence -based training, particular in the public sector. SMEs in Finland demonstrate high levels of innovation which reflect the country's prioritisation of investing in research and development. This has also been reflected in the past in HRD practice in Finnish organisations which has been regarded as being quite innovative; drawing upon a wide range of HRD interventions including the implementation of new types of training course, the facilitation of workplace learning and the utilisation of organisational intranets.

Russia

Today Russia is no longer characterised by Soviet-era practices or a labour market that is under the direct control of central government. Instead, Russian enterprises are being forced to improve their ability to recruit and retain human capital. Since the early 1990s there has been a significant reduction in state-sponsored vocational training and a consequent increase in opportunities for private training and education companies, along with the setting up of their own training and development facilities by subsidiaries of foreign companies. The once world class higher education sector is now run down but still produces every year over 200000 science and technology graduates (there are some 3500 universities and research institutes in the country). However, access to a good education can often depend on parental connections and corruption is rife.

South Africa

The situation in South Africa has been deeply influenced by recent political, social, and economic developments and the legacy of apartheid. A significant proportion of the population is unemployed and has low skill levels. The country is also experiencing skills shortages at the high and intermediate levels. National government is committed to developing the country's human capital and has used legislation to promote vocational education and training. In 1995 the South African Qualifications Act was introduced with the aim of promoting national standards for training through transferrable qualification and the accreditation of prior learning. In 1998 the Skills Development Act was an attempt to make employers treat training more seriously and included the introduction of a training levy and a requirement that firms produce and submit an organisational skills development plan. Since the ending of apartheid the government has introduced measures to address racial imbalances in education, high levels of unemployment, and skills shortages in science and technology

Source: (Mankin, 2009)

 

QUESTION 1 (50)

Individuals and organisations are entering an era where adapting to a developing learning society and a knowledge economy forge the way for many organisations.

In the case above, Finland has realised the benefits of a knowledge-based economy. Bearing this in mind:

1.1 Critically discuss how effective HRD practices and an effective HRD strategy in the workplace can provide the levers of control for the future of a growing knowledge-economy in countries like South Africa, Russia and the country in which you reside. (30)

1.2 Discuss the impact of linking HRD to the key strategic drivers of an organisation's macro- and micro-environment in order to deliver the advantageous returns of HRD. (20)

QUESTION 2 (50)

In the case of South Africa, which is a developing African country, skills development legislation has fundamentally changed the face of education and training. In light of this statement:

2.1 Critically discuss the reconceptualisation and repositioning of HRD as a strategic partner in the context of South Africa as a developing African country.

(In your answer include a discussion on the significance of the Skills Development Act and the Skills Development Strategy) (25)

2.2 Considering the recent trends and developments in the field of HRD both nationally and internationally, as evidenced in the case study above, critically argue whether it would be justifiable to gain commitment towards developing a country's human capital, by making it a legal obligation for all employers to increase competency levels in the workforce, as in the case of South Africa.