White paper on science & technology : preparing for the 21st century.

  • South Africa. Department of Arts, Culture, Science, and Technology.
Date:
[1996]
Catalogue details

Licence: In copyright

Credit: White paper on science & technology : preparing for the 21st century. Source: Wellcome Collection.

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    9.1 Human Resources as a National Asset The Green Paper identified people as South Africa's most basic asset. This position was supported by the comments received in response to the Green Paper. The concepts of human resource development (HRD) and capacity building for the purpose of this White Paper are defined more closely below. In its most general usage HRD refers to the process whereby people, either individually or collectively, acquire the knowledge and skills necessary for specific occupational tasks as well as for other social, cultural, intellectual or political roles associated with a vibrant democratic society. It also refers to the ability to access and utilise information resources, and to give expression to theoretical concepts and their innovative application. HRD is dependent on a comprehensive strategy outlining coherent and integrated policies in a wide range of related areas, including economic, labour, education and training, and science and technology policy. Central to this approach is the belief that attempts at reforming an element of the system, for example, education and training, in isolation from developments in other policy areas and social institutions will not generate the desired outcomes. The concept of capacity building covers both institutional capacity and individual capacity. Institutional capacity building in South Africa would involve significant investments in infrastructure development. Such investment would focus on key resources and facilities needed to support the R&D environment, such as education infrastructure, science parks, museums and libraries, as well as on soft infrastructure, such as the facilitation of information flow, intellectual property issues and other crucial elements in the utilisation of R&D products. However, tending to these needs alone will not provide well- functioning institutions. Developing modern and flexible management systems which are geared to the mandate of the institution, and evolving strategic plans for the development of staff skills and competencies are just as important. Individual capacity involves the development of high- level skills, competencies, values and attitudes required for S&T development. Referred to as HRD, individual 38 capacity building addresses training, but also includes curricula and reward systems for a research career and fostering a supportive research culture. Science and technology performs a dual function in the process of HRD. On the one hand, it provides the knowledge and skills content of HRD programmes — S&T covers a spectrum of subject disciplines from basic numeracy to quantum mechanics. On the other hand, S&T also acts as the medium whereby know- ledge and skills are transferred — an example is the introduction of computer literacy, which has positive spin-offs for a whole range of other knowledge domains. 9.2 Links with the Growth and Development Strategy The Growth and Development Strategy is premised on six pillars. The first of these argues that growth and development must be based on investing in people as the productive and creative core of the economy. The Government intends to create the following outputs related to HRD through the GDS: @ A human resource development investment strategy which would be an integrated and affordable five- year HRD plan. M A training strategy which details sectoral investment programmes for the National Training Strategy, with the emphasis on immediate investment strategies. @ Restructuring education through improving the quality of education within the prevailing fiscal constraints, with the emphasis on skills for employment, growth and democracy and a plan for effective backlog elimination. @ Social partnerships in human resource develop- ment, with specific reference to partnerships with the private sector in respect of education, health and training. This also proposes a training investment target of 5% of the salary bill. DACST will be responsible for bringing the perspective of S&T to each of these programmes. As HRD is a developmental strategy which requires a