Training and Development

Sembcorp Silulumanzi placed a training and development fund, for the improvement of skills and knowledge for all employees. These trainings includes the knowledge, skills and expertise required to meet the technical, commercial, economic, administrative and social obligations of our company.

Frequent mentoring and training to cater for succession planning is given to employees to promote and maintain leadership, continuity and expertise in defined key positions. Talent is grown within the organisation through accelerated development interventions.

Training Policies

A number of policies and procedures to support the Training and Development Framework were developed.

These include:

A Training Policy

in which training is defined as the process of developing the knowledge, skills and attitudes (competence) of all our staff to meet the present needs of the organisation. Employees attended training programmes, ranging from Safety, Health, Environment and Quality (SHEQ) training, to computer training, fitting and turning, electrical and driving lessons.

An Assisted Education Policy

to provide employees with financial assistance to improve their knowledge and skills through study at external institutions. Employees’ future career development, the organisation’s business requirements and the sectoral skills needs are taken into account for employees’ study courses.

An Adult Education Policy

to inform the Adult Basic Education Programme, which provides literacy and numeracy development training courses. This programme utilises the Human Resource’s Training & Development Skills Fund. Currently there are ten (10) Sembcorp Silulumanzi employees participating in this programme.

Learnership Programmes Policy

40 employees & 10 learners external stipends are registered for the NQF leanership programmes below:

  • Plant Process Controller NQF 2- NQF 4
  • Water and Waste Water Reticulation Service NQF 2 – NQF 4
  • Sanitation Project Management NQF 5

Sembcorp Silulumanzi is an accredited training service provider by the EWSETA and each learner is certified after completion of each learnership programme.

Training Initiatives

Employee training and development is a key factor in meeting the organisation’s strategic, business and operational goals. At Sembcorp Silulumanzi training and development contributes to delivering on the organisation’s commitment to individual growth and to our country’s growth.

All training will take place as a result of identified training needs derived from and related to immediate and long-term strategic organisational objectives.

Every staff member has a right of access to training opportunities to fully develop his/her potential to the best advantage of him/her and the organisation.

The overall responsibility for training lies with every line official who has one or more employee reporting to him/her. He/she is responsible for the optional and mandatory development and utilization of such employees.

Sembcorp Silulumanzi Bursary Scheme

Sembcorp Silulumanzi has launched a bursary fund to assist students from disadvantaged backgrounds, who are intent on pursuing further studies at tertiary institutions looking to pursue careers in the water sector. The decision to launch the fund was taken by Sembcorp Silulumanzi’s management, partly as a result of the dire need highlighted by the university student protests that rocked many university campuses across South Africa in 2015.

One of the conditions of the bursary is that the students will work for Sembcorp Silulumanzi after their graduation if suitable positions are available in the company.

How to Apply for Bursaries

Bursaries are subject to funds availability and are advertised in local newspapers. However students are encouraged to send their applications in writing (application letter, CV and academic record).

Induction and Orientation Programme

What is the purpose of Induction and Orientation Programme?

The purpose of induction and orientation is to ensure effective integration of staff into or across the organisation for the benefit of both employee and Sembcorp Silulumanzi.

Objectives of Induction

The induction Process has important Several Important Objectives:

  • Communicating Sembcorp Silulumanzi’s culture, values and policies;
  • Clarifying Sembcorp Silulumanzi’s objectives, structure and working arrangements;
  • Acquainting new employees with the new environment and job procedures;
  • Establishing relations;
  • Ensuring that staff become effective as quickly as possible;
  • Encouraging commitment and motivation through a sense of belonging; and
  • Explaining to the new employee the changes that are taking place in the organisation.

All new staff, both permanent and non-permanent, graduate trainees, in-service trainees, senior and junior appointments should attend Sembcorp Silulumanzi’s Corporate Induction and orientation Programme.

Induction Programme

Presentations from Various Divisions & Plant Site Visits.

Divisions are requested to nominate one representative to present to the inductees the profile of their respective divisions. The content of the presentation include, but not limited to the following:

Division’s vision and mission (if applicable)

  • The organogram of the division (management and staff);
  • Services and products offered by the division;
  • Applicable policies and procedures; and
  • Relationship with the rest of the organisation.