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| South African Airways (SAA) |
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Client
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On the Web
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SAA
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www.flysaa.com
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Project |
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Shortcut to |
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Skills, Knowledge and Competencies Audit |
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The Company |
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Business Challenge |
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How we helped |
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Deliverables |
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Benefits delivered |
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Executive Summary |
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South African Airways is Africa's leading airline and also a major player in the global airline industry. SAA's challenge was to align its people, their competencies, learning, knowledge and skills to achieve its strategic objectives. It embarked on a process of "Perfecting the Basics" and an integral part thereof is a recommitment to staff development. SAA also needs to comply with legislative requirements (Skills Development Act, Employment Equity Act), which requires formulation of a Workplace Skills Plan. Nihilent implemented part of its MC3 framework with services including Competencies Assessment, Knowledge mapping and Roles definition across the organisation. Nihilent also automated the entire assessment process using a web-based tool. |
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The Company
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South African Airways (SAA) is Africa's leading airline and also a major player in the global airline industry. Its mission is to be the carrier of choice in the markets that it serves. One of the major thrusts of the airline's vision for the future is continued global expansion in conjunction with strategic airline partners.
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SAA has won a series of awards in the recent past. These include the Best Airline, the Best International Online Airline, the Best Airline to Africa, and the Best Airline in Africa as also the Best to fly Business Class to Africa.
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In 2001, SAA announced a new strategy for the airline - Getting the Basics Right, aimed at taking SAA to newer heights. It has adopted 4Cs - culture, customers, cost and competition - as its main pillars. The strategy focuses on training, rewarding performance, international levels of service delivery, customer orientation, cost reduction programmes optimising alliances, and better in-flight experience.
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Business Challenge
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SAA's challenge was to align its people, their competencies, learning, knowledge and skills to achieve its strategic objectives. It embarked on a process of "Perfecting the Basics" and an integral part thereof is a recommitment to staff development. The program as a whole is directly tied into this strategy, labeled as "Mvuselelo"
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SAA also needs to comply with legislative requirements (Skills Development Act, Employment Equity Act), which requires formulation of a Workplace Skills Plan.
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How we helped
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In our capacity as a strategic partner for the overall program and our domain expertise in Knowledge Management, Nihilent provided program management expertise, consulting services and customised technology solutions to achieve the objective.
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Nihilent helped SAA to focus on evaluating the existing skills/ competencies of its employees, in the context of the required competencies for the jobs they are assigned. The outcome of this assessment will be the identification of training needs for all employees. Our consultants helped to put some basic employee information such as job profiles & job scorecards in place.
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Deliverables
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The program consists of various projects/activities and deliverables, as listed below:
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Role Clusters: Defining clusters of roles, based on a logic for grouping similar roles, that have similar competency requirements.
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Cluster Competencies: Defining generic competencies that are required for each cluster
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Roles: Scientifically define roles for the organisation, based on a sound framework
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Jobs: Redefine the job titles at SAA, which are consistent, and at a uniform level of granularity
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Job Profiling: Articulate the job responsibilities and outputs for each job, in-sync with the reality at the workplace
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Job Scorecards: Define the performance metrics at the corporate level, business unit level, team level and at the job level, based on customer expectations and cascaded from the corporate strategy
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Functional Competencies: Determine functional competencies required for each job at SAA, that align with the job scorecard and the job profile
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Generic Competencies: Determine the generic competencies required for each job at SAA, revived from the cluster competencies
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Rollout of the skills audit: Deployment of the skills profiling application that allows employees and managers to assess self and subordinates on functional and generic skills and generate a workplace skills plan in an automated manner.
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Benefits Delivered
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The program results in the following key benefits for SAA
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Alignment of the entire workforce to the achievement of corporate strategy & goals
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Prioritisation of training interventions in line with job & performance requirements
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Integrated HR framework that transforms the way in which human capital is managed at SAA
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Recovery of skills levy - amounting to 0.7% of salaries
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