Building Capacity Building
Building Capacity Building
………… in Africa

Dirk Elzinga
ICCA Shanghai 2013
Are we fit for the future?
The agenda:

Africa
Staff

in perspective

Motivation and Retention

Generational
Exponenti...
Are we fit for the future?
Presentation based on an interactive
session about this subject during the
2013 annual conferen...
Are we fit for the future?
Africa in perspective












Fast growing population, blessing and curse?
In last 50 years from 230 million...
(Business) tourism opportunities









Tourism now already largest contributor to
economy in South Africa and othe...
Are we fit for the future?

Industry managers participating in
SAACI membership survey at 2013
annual conference:
Do HR issues sometimes give you sleepless
nights?

1. Never
12%

2. Only now and then
65%

3. Frequently
23%
How much of your effective work time do you
spend on HR issues (hiring, firing, training,
problem solving etc.)?

1. < 5%
...
What HR issues are your biggest concerns?
1. HR administrative matters
11.7%

2. Staff recruitment
21.5%

3. Training and ...
Is finding new, reasonably qualified staff for
your company:
1. Relatively easy
8%

2. Not so easy at all but we manage
35...
Do you think that unavailability of qualified
staff slows down the growth of our industry?

1. Yes
87%

2. No
13%
Are we fit for the future?


Are we ready to say good bye to the baby
boomers? (1946-1964; the 50+ generation)?




...
Are we fit for the future?




Are we ready to say good bye to the baby
boomers?
What do we expect from our future staff...
Are we fit for the future?






Are we ready to say good bye to the baby
boomers?
What do we expect from our future st...
Are we fit for the future?







Are we ready to say good bye to the baby
boomers?
What do we expect from our future ...
How do we keep them; motivate them?


Staff retention: different views



Staff motivation



Start with honest assessm...
CTICC’s training and skills transfer
Are we fit for the future?








Are we ready to say good bye to the baby
boomers?
What do we expect from our futur...
Characteristics of generations X, Y & Z


X (1965-1978, 35-49):




Y (1979-1994, 19-34):




Positive; impatient; go...
Are we fit for the future?










Are we ready to say good bye to the baby
boomers?
What do we expect from our fu...
Are we fit for the future?












Are we ready to say good bye to the baby
boomers?
What do we expect from our...
Are we fit for the future?












Are we ready to say good bye to the baby
boomers?
What do we expect from our...
Africa
Opportunities and Obligations











Global economic crisis is fading
Africa performs way below potentia...
Opportunities and Obligations (2)








Tourism is THE sector propelling the economy
Expectations are high
Enormou...
Job opportunities created by ICC’s
10 000+
Direct jobs

13 000+
Indirect jobs

International
Convention Centre
Durban

404...
Building Capacity in South Africa


New convention centres recently opened:






New centres on the drawing board:
...
Building Capacity in Africa


New centres (on the drawing board):










Colombar (2012)
Lilongwe (2013)
Dar-e...
Are we fit for the future?

Back to the SAACI delegates:
Do you have a pro-active staff retention
programme?

1. Yes
14%

2. Not yet, but we are working on it
52%

3. No, it has n...
Does your company organise in-house staff
training?

1. Yes
74%

2. Not yet
7%

3. No
19%
Are you frequently sending staff members to
external training programmes?

1. Yes
56%

2. Not yet
15%

3. No
29%
Are you hiring international staff members
because you can’t find the quality locally?
1. Yes
13.7%

2. Yes, but very seld...
Are you offering trainee opportunities to
industry-students?
1. No
32%

2. Yes, to South African students
46%

3. Yes, to ...
Do you think that there are sufficient formal training
opportunities in South Africa to prepare young people
for a career ...
How often (per year) are you as manager allocating
your time to participate in external training
programmes (as guest lect...
So, are we fit for the future?

The future does not come for free!

•Invest

in training, education, skills transfer
•Keep...
Thank you!
Se03   Staff education, motivation and retention - Dirk Elzinga
Se03   Staff education, motivation and retention - Dirk Elzinga
Se03   Staff education, motivation and retention - Dirk Elzinga
Upcoming SlideShare
Loading in...5
×

Se03 Staff education, motivation and retention - Dirk Elzinga

145

Published on

Published in: Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
145
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
15
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Se03 Staff education, motivation and retention - Dirk Elzinga

  1. 1. Building Capacity Building Building Capacity Building ………… in Africa Dirk Elzinga ICCA Shanghai 2013
  2. 2. Are we fit for the future? The agenda: Africa Staff in perspective Motivation and Retention Generational Exponential Differences Growing Demand for Skilled Meeting Industry Staff What our colleagues in Africa had to say
  3. 3. Are we fit for the future? Presentation based on an interactive session about this subject during the 2013 annual conference of SAACI , the Southern African Association for the Congress Industry
  4. 4. Are we fit for the future?
  5. 5. Africa in perspective           Fast growing population, blessing and curse? In last 50 years from 230 million to 1.1 billion 2025: 1.4 billion; 2050: 1.9 billion (UN) Africa only region with growth after 2100 Average life expectancy 57 now ->67 in 2050 ‘Median’ age 19; rest of the world 37 Working population (25-59) 2010: 353 million, in 2050 increased to 892 million Shift in global workforce; Africa replaces China 1 of every 4 workers in 2050 is African But …. will they actually be employed?
  6. 6. (Business) tourism opportunities      Tourism now already largest contributor to economy in South Africa and other African countries Business events still very young industry ICCA Statistics: Africa (15% global population) hosts only 3% of international meetings Many African countries are ‘waking up’ and see -more- opportunities (Zimbabwe, Kenya, Nigeria, Ethiopia, Namibia, Rwanda, South Africa) Are we ready for that future?
  7. 7. Are we fit for the future? Industry managers participating in SAACI membership survey at 2013 annual conference:
  8. 8. Do HR issues sometimes give you sleepless nights? 1. Never 12% 2. Only now and then 65% 3. Frequently 23%
  9. 9. How much of your effective work time do you spend on HR issues (hiring, firing, training, problem solving etc.)? 1. < 5% 27% 2. 5-10% 34% 3. 10-20% 25% 4. >20% 14%
  10. 10. What HR issues are your biggest concerns? 1. HR administrative matters 11.7% 2. Staff recruitment 21.5% 3. Training and skills transfer 27.8% 4. Staff retention 9.9% 5. Staff problems; conflict management 20.7% 6. Staff retrenchment 8.4%
  11. 11. Is finding new, reasonably qualified staff for your company: 1. Relatively easy 8% 2. Not so easy at all but we manage 35% 3. More and more difficult 41% 4. Almost impossible, so we sometimes have to accept lower standards 16%
  12. 12. Do you think that unavailability of qualified staff slows down the growth of our industry? 1. Yes 87% 2. No 13%
  13. 13. Are we fit for the future?  Are we ready to say good bye to the baby boomers? (1946-1964; the 50+ generation)?       Optimistic Team orientated; we, not I Uncomfortable with conflict situations Sensitive to feed back Looking at the bigger picture Not so respectful of titles
  14. 14. Are we fit for the future?   Are we ready to say good bye to the baby boomers? What do we expect from our future staff and managers?
  15. 15. Are we fit for the future?    Are we ready to say good bye to the baby boomers? What do we expect from our future staff and managers? Where do we find them?
  16. 16. Are we fit for the future?     Are we ready to say good bye to the baby boomers? What do we expect from our future staff and managers? Where do we find them? How do we keep them; motivate them?
  17. 17. How do we keep them; motivate them?  Staff retention: different views  Staff motivation  Start with honest assessment of the situation All about communication, recognition Involve everybody Try to understand the needs  Significant differences between generations     Case studies: CTICC’s Post Graduate Management Practice and Passport to Success
  18. 18. CTICC’s training and skills transfer
  19. 19. Are we fit for the future?      Are we ready to say good bye to the baby boomers? What do we expect from our future staff and managers? Where do we find them? How do we keep them; motivate them? Do the characteristics of generations Y and Z actually fit in our industry?
  20. 20. Characteristics of generations X, Y & Z  X (1965-1978, 35-49):   Y (1979-1994, 19-34):   Positive; impatient; goal orientated; multi tasking; global thinkers; like flex hours; balance in life; technology savvy More confident; more social; street wise; no skills to deal with difficult people; belief in collective action; multi tasking; need flex hours; technology savvy Z (1995-present, up to 19)  Highly connected; life long users of the web, mobile phones, instant messaging; ‘digital natives’; sharing everything on-line; lack of interpersonal skills * Abby Wright-Parkes Marketing, UK
  21. 21. Are we fit for the future?       Are we ready to say good bye to the baby boomers? What do we expect from our future staff and managers? Where do we find them? How do we keep them; motivate them? Do the characteristics of generations Y and Z fit in our industry? Where do they acquire their skills and build their experience?
  22. 22. Are we fit for the future?        Are we ready to say good bye to the baby boomers? What do we expect from our future staff and managers? Where do we find them? How do we keep them; motivate them? Do the characteristics of generations Y and Z fit in our industry? Where do they acquire their skills and build their experience? Is Africa ready to cope with exponential growth?
  23. 23. Are we fit for the future?        Are we ready to say good bye to the baby boomers? What do we expect from our future staff and managers? Where do we find them? How do we keep them; motivate them? Do the characteristics of generations Y and Z fit in our industry? Where do they acquire their skills and build their experience? Are we ready to cope with exponential growth?
  24. 24. Africa Opportunities and Obligations        Global economic crisis is fading Africa performs way below potential Africa built a good track record Africa’s promotion and client support became more professional International Associations include Africa in rotation International trade fair organisers expect their future success to come from developing economies, including Africa Incentives are coming back
  25. 25. Opportunities and Obligations (2)       Tourism is THE sector propelling the economy Expectations are high Enormous growth-potential Business Events High Returns on Investment Substantial Employment Opportunities So ….. Up to our industry to deliver! South Africa Tourism Sector Strategy: * To be a top 20 destination by 2020 * To grow tourism contribution to GDP with 164% * To create 220 000 new jobs!
  26. 26. Job opportunities created by ICC’s 10 000+ Direct jobs 13 000+ Indirect jobs International Convention Centre Durban 4046 5281 Sandton Convention Centre (estimates) 3000 4000 Cape Town International Convention Centre 3103 3979 2012
  27. 27. Building Capacity in South Africa  New convention centres recently opened:     New centres on the drawing board:     East London Kimberley Port Elizabeth Tshwane Bloemfontein Cape Town (extension) Discussions have started about centres in:     Richards Bay Polokwane Stellenbosch Nelspruit
  28. 28. Building Capacity in Africa  New centres (on the drawing board):         Colombar (2012) Lilongwe (2013) Dar-es-Salaam (2013) Kigali (2015) Kampala (2016) Abuja (2016) Swakopmund (2016) Discussions have started about new centres in:      Mombasa Addis Ababa Bulawayo Vic Falls Maseru
  29. 29. Are we fit for the future? Back to the SAACI delegates:
  30. 30. Do you have a pro-active staff retention programme? 1. Yes 14% 2. Not yet, but we are working on it 52% 3. No, it has not yet been necessary for our organisation 34%
  31. 31. Does your company organise in-house staff training? 1. Yes 74% 2. Not yet 7% 3. No 19%
  32. 32. Are you frequently sending staff members to external training programmes? 1. Yes 56% 2. Not yet 15% 3. No 29%
  33. 33. Are you hiring international staff members because you can’t find the quality locally? 1. Yes 13.7% 2. Yes, but very seldom 15.7% 3. No, but we are considering this if challenges continue 13.7% 4. No 56.9%
  34. 34. Are you offering trainee opportunities to industry-students? 1. No 32% 2. Yes, to South African students 46% 3. Yes, to international trainees 4% 4. Yes, to both South African as well as international students 18%
  35. 35. Do you think that there are sufficient formal training opportunities in South Africa to prepare young people for a career in the business events sector? 1. Yes 16.5% 2. Reasonably ok and it is getting 33.8% better 3. No, but we have hope 30.8% 4. No absolutely not; we’re far off 18.8% the mark!
  36. 36. How often (per year) are you as manager allocating your time to participate in external training programmes (as guest lecturer/speaker etc.) 1. Actually hardly ever 39.2% 2. 1-2 days per year 32.4% 3. 3-5 days per year 16.2% 4. 1-2 weeks per year 4.1% 5. More than 2 weeks per year 8.1%
  37. 37. So, are we fit for the future? The future does not come for free! •Invest in training, education, skills transfer •Keep an eye on the changing environment •Coordinate industry efforts
  38. 38. Thank you!
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×