SSP Brochure:Layout 1 - INSETA

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OccupationPosts difficult to fillSpecialist managers: insurance 53Specialist managers: sales and marketing 32Managing director 18Specialist managers: technical 18Specialist managers: claims 14Specialist managers: customer service, relations, care 11Specialist managers: finance 9Specialist managers: policy & planning 9Specialist managers: auditing or forensic auditing 9Specialist managers: health related 9Specialist managers: corporate services 7Specialist managers: human resources 7Specialist managers: portfolio 7ICT managers: chief information officer 6Call or contact centre manager 5Project/contract manager 3ICT managers: projects 2Specialist managers: risk or underwriting 2Specialist managers: property 2Specialist managers: schemes or funds 2ICT managers: general 1Specialist managers: actuarial services 1According to the professional associations who participated in the study, a need for managerial staff with experience and qualifications exist.The sector experiences problems in replacing experienced junior and senior management skills. Although skills shortages on lower levelscould be addressed by the increased use of technology, the industry cannot prosper without the technical expertise, experience andstrategic leadership of skilled managers.4.1.2 Scarce skills: professionalsA total of 1 967 professional positions in the sector were identified as hard-to-fill positions. Among these positions, 43.3% (851) werepositions for insurance brokers and another 388 were for financial investment advisors. Other scarce skills that were identified weremarketing specialists (202) and underwriters (135). A need for information technology professionals (96) such as developer programmersand software engineers was also identified as well as skills from other disciplines such as medicine and law for niche markets in insurance.Table 4.3 Scarce skills: professional occupationsOccupation*Posts difficult to fill*Insurance broker 851Financial investment advisor 388Marketing specialist 202Underwriter 135Claims assessor 66Business analyst 48Software engineer 42Developer programmer 33Actuary 32Internal auditor 26Financial analyst or researcher 26Accountant 18Nurse 15Compliance officer or consultant 14Forensic auditor 9Pharmacist 9Software & applications programmer 9Risk analyst adviser or controller 7<strong>INSETA</strong> Sector Skills Plan - page 35
Occupation*Posts difficult to fill*Training and development professional 6Systems analyst 6Legal advisor 6ICT trainer 5Medical practitioner 5ICT support engineer 4Client relations or customer services specialist 3Database administrator 1Systems administrator 1The professional associations indicated that a need for well-equipped black professionals who can deal with clients professionally existedin the sector. A need for black brokers who understand the needs of new markets such as the “black diamonds” and who are familiar withthe culture and lifestyle of clients in these markets, was also expressed. The new FAIS regulations raised the entry requirements and madeit more difficult for newcomers to enter the sector.In the loss-adjusting subsector, organisations find it difficult to take new learners in because of limited scope for practical experience. Dueto cost factors, large organisations make less use of the services of loss adjusters by not contracting out cases where smaller amounts areinvolved.A lack of underwriting skills and the skills needed to develop custom made products for new markets was also indicated.4.1.3 Scarce skills: clerks and administrative workersClerical and administrative workers (back room staff) fulfil a supportive role and handle typical administrative work relating to client services,sales, claims and payouts. The survey revealed a need for administrative staff specifically dealing with prospective or existing clients such ascall centre operators and client services or relations administrators (Table 4-4).Table 4.4 Scarce skills: clerical and administrative occupationsOccupation*Posts difficult to fillCall/contact centre operator 219Client services or relations administrator 180Claims clerk 92Insurance clerk 54General clerks or administrator 41Receptionist 38Insurance administrator 30Personal assistant 12Bookkeeper 6Insurance loss adjustor 6Word processing operator 5Insurance investigator 4Financial clerk 3Legal executive 2Debt collector 1Human resources clerk 1TOTAL 694Representatives from professional associations indicated a lack of sufficiently skilled backroom (administrative) staff in the sector, especially in small brokerages.In many instances they are not broadly enough skilled to decrease the workload of the owner/broker.4.1.4 Scarce skills: sales workersA new trend in insurance is that insurance products are marketed and sold through call centres without direct personal contact withcustomers. Besides technical knowledge these call centre agents or marketers need to communicate effectively with clients. Table 4-6shows the need for insurance agents and telemarketers in the industry. A fifth (20.4%) of all positions in the industry that organisationshad difficulty in filling could be related to product selling either through insurance agents, call centres or telemarketing.<strong>INSETA</strong> Sector Skills Plan - page 36
Page 5 and 6: Table 4.4 Scarce skills: clerical a
Page 7: EXECUTIVE SUMMARYBackground and met
Page 10 and 11: How the INSETA addressed Scarce and
Page 12 and 13: 1 PROFILE OF THE SECTORThe insuranc
Page 14 and 15: Table 1.4 Other activities of organ
Page 16 and 17: A major problem in estimating the n
Page 18 and 19: • The fact that the industry has
Page 20 and 21: Figure 1-6 Trends in net premium in
Page 22 and 23: Figure 1-9 Trends in collective inv
Page 24 and 25: additional staff. The technology al
Page 26 and 27: 2 THE DEMAND FOR SKILLS IN THE SECT
Page 28 and 29: 2.3 Employment trends2.3.1 Changes
Page 30 and 31: Competition from other financial se
Page 32 and 33: 3 THE SUPPLY OF SKILLS TO THE SECTO
Page 34 and 35: Table 3.2 Population group distribu
Page 36 and 37: Figure 3-4 Senior Certificate passe
Page 38 and 39: Table 3.7 Qualifications awarded by
Page 40 and 41: 3.3.3 Further education and trainin
Page 42 and 43: Table 3.13 People to be trained in
Page 44 and 45: • The racial profile of graduates
Page 48 and 49: Table 4.5 Scarce skills: sales occu
Page 50 and 51: The scarce skills identified in the
Page 52 and 53: Small business opportunity Subsecto
Page 54 and 55: 5.7 ConclusionsThis last chapter ou
Page 56 and 57: ANNEXURE APROFESSIONAL BODIES INTER
Page 58 and 59: Core component of BEE Indicators Ta
Page 60 and 61: Senior managementBlackMaleTOTAL MAN
Page 62 and 63: ANNEXURE ESCARCE SKILLS IN THE INSU
Page 64 and 65: OCCUPATION level ss Specialisation/
Page 66 and 67: OCCUPATION level ss Specialisation/
Page 68 and 69: ANNEXURE FCRITICAL SKILLS NEEDED IN
Page 70 and 71: OCCUPATION level ss52 Personal Assi
Page 72 and 73: ANNEXURE GINSETA BUSINESS PLANINSET
Page 74: The DoL requires all Councils to un

SSP Brochure:Layout 1 - INSETA

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