BANKSETA
We have
researched the
hindrances
to the
recruitment
and retention
of disabled
people in
banking,
and are now
implementing
the results.
BANKSETA Chief
Executive Officer
Max Makhubalo
the problem. Very few tertiary students enter further education and
training (FET) colleges or learnerships, which are also very difficult
to promote to top-achieving students.’
One of BANKSETA’s roles is to attract the necessary share of the
talent pool for the banking and micro-finance sector – not merely to
turn matrics from the bottom of the academic barrel into acceptable
and useful employees.
If the cost of training employees to the required level of skills
became too heavy, both the company spending that money, and
South Africa, would become uncompetitive, Makhubalo said.
The good news is that ‘learnerships’ – apprenticeships that allow
time off for instruction, while teaching on-the-job training – have
been identified as one of the best ways of building skills.
While an internship does not guarantee permanent
employment, between 75% and 85% of apprentices in the SETA’s
programmes have been ‘absorbed’, Makhubalo said.
BANKSETA has two training projects: Letsema, aimed at
matriculants, and Kuyasa, for those with a university degree
or a certificate. In the past seven years, the Letsema programme
has successfully trained about 6 000 youngsters – an average of
almost 860 apprentices annually.
During the training year, the interns are paid a monthly
stipend and given the opportunity to work in a bank.
‘We give them soft skills, like what it is to be a bank
employee,’ Makhubalo said. The interns also earn a certificate
in banking. ■
Edition 2
THE BANKER
49