Abstract
M.Comm.
Due to frustration experienced in the development and implementation of affirmative
action programmes, a definite need was identified for a working tool or document that
would allow managers in the engineering industry to quantify and set reasonable
achievable targets or goals with respect to the same. The general perception existed
in industry that insufficient schooled manpower - like professional engineers - was
available in the market to reach the almost arbitrarily chosen affirmative action goals
(seemingly based on general group proportionality within the South African
society).Quota based systems introduced in especially the public sector and para-statal
organisations where it is required that up to 70 per cent previously disadvantaged
personnel (all blacks, Asians, coloureds and white women) have to be appointed to
management positions by the year 2000, motivated this perception.
Due to the engineering industry's unique management structure which largely consists
of technical staff climbing the corporate ladder, this proved to be an impossible
objective in most instances giving rise to spiralling employment costs due to normal
market forces and caused by demand far outstripping supply.
This study therefore focuses on the numerical quantification of the available resources
to allow affirmative action goals to be re-evaluated and adjusted according to the
actual availability of resources. In conclusion it may be said that the process of affirmative action is a reality, but that
the engineering industry should guard against accepting general yardsticks and
requirements. Managers should make a proper study of the fields of application and
their environment before setting any affirmative action goals.
The existing shortages in the manpower resources that meets both schooling- and
affirmative action requirements within the engineering industry, should be addressed
through well designed training programmes and not through the setting of ill defined
goals merely based on a general quota system.