Steel company ArcelorMittal South Africa (AMSA) has highlighted that the ArcelorMittal University South Africa is responsible for skills development at all AMSA operations and that, based on the skills needs of the business, the university produces qualified and fit-for-purpose artisans, production employees, technicians and engineers.

“As a company that relies heavily on technology and the technical expertise of our workforce to remain globally competitive, it is a great advantage to have the ArcelorMittal University South Africa, which ensures an appropriately trained skills pipeline,” says AMSA CEO Kobus Verster.

The company says its skills development strategy, needs and performance are reviewed and adjusted regularly in line with an internal training and skills development policy and the country’s Skills Development Act.

The ArcelorMittal University South Africa, which is accredited by the Manufacturing, Engineering and Related Services Sector Education and Training Authority, performs a skills audit and training needs analysis each year to highlight the skills gaps and this, in turn, is supported by a workforce analysis to identify the long-term skills pipeline and succession planning needs.

The results of these assessments inform a comprehensive workplace skills development plan, AMSA outlines.

On average, AMSA says it requires about 80 skilled artisans each year, but the pipeline intake is about 250 apprentices a year, which ensures a flow of skills into the broader South African steel and manufacturing industries.

“AMSA is represented in the various work groups that are implementing the Steel Master Plan, which allows us to understand the identified skills deficiencies within the broader steel sector and we will actively collaborate with stakeholders to provide support in the area of skills development, both upstream and downstream of our business,” notes Verster.

Uncertainty and the need for sustainable cost management resulting from the Covid-19 pandemic led to a more conservative approach to training and development for 2021 – albeit at higher levels than 2020.

This view was adjusted during 2021 year as a more positive business outlook began to emerge. Particularly, the focus on succession planning was enhanced and the pace of rebuilding the skills pipelines was accelerated.

AMSA has set aside R68-million for skills development in its 2022 budget, with this including elements such as bursaries allocated for 40 engineering students at university and 31 own employees furthering their studies; and an internship programme linked to professional registration status to prepare candidates for employment.

“Over and above the company’s renewed investment in skills development as a sustainability imperative, the entire pipeline programme is strictly aligned with our transformational goals, with a specific emphasis on progressing gender diversity, a particular challenge for companies in the manufacturing and heavy industrial sectors,” mentions Verster.