ETP2602
Assignment 2
Semester 2
2025
, ASSIGNMENT 2
SEMESTER 2
ASSIGNMENT 2
Question 1 - Workforce scenario & response (15 marks)
1.1 Identify the specific labour scenario (2 marks)
The City of Ekurhuleni’s Department of Water & Sanitation is experiencing a skills
shortage where labour demand exceeds internal labour supply specifically an
immediate shortfall of 10 qualified civil engineers and 5 project managers caused by an
ageing workforce and recent retirements; traditional recruitment has proven too slow in
a competitive market.
1.2 Response workforce plan - at least five actions (5 marks)
Below are five distinct, practical actions the Department should implement together as
an integrated workforce plan:
1. Targeted external recruitment + strategic headhunting (including selective
international recruitment / professional search firms) accelerate hiring for the 10
engineers and 5 project managers.
2. Use short-term contractors / external consultants to cover immediate project
leadership and technical delivery while permanent hires are found.
3. Develop university/TVET partnerships, apprenticeships and internship pipelines
(targeted bursaries and graduate placement schemes for civil engineering and
project management).
4. Upskill and redeploy internal staff (training, fast-track development, internal
mobility) create short intensive CPD tracks to move competent technicians or
junior engineers into the required roles.
1|Page
Assignment 2
Semester 2
2025
, ASSIGNMENT 2
SEMESTER 2
ASSIGNMENT 2
Question 1 - Workforce scenario & response (15 marks)
1.1 Identify the specific labour scenario (2 marks)
The City of Ekurhuleni’s Department of Water & Sanitation is experiencing a skills
shortage where labour demand exceeds internal labour supply specifically an
immediate shortfall of 10 qualified civil engineers and 5 project managers caused by an
ageing workforce and recent retirements; traditional recruitment has proven too slow in
a competitive market.
1.2 Response workforce plan - at least five actions (5 marks)
Below are five distinct, practical actions the Department should implement together as
an integrated workforce plan:
1. Targeted external recruitment + strategic headhunting (including selective
international recruitment / professional search firms) accelerate hiring for the 10
engineers and 5 project managers.
2. Use short-term contractors / external consultants to cover immediate project
leadership and technical delivery while permanent hires are found.
3. Develop university/TVET partnerships, apprenticeships and internship pipelines
(targeted bursaries and graduate placement schemes for civil engineering and
project management).
4. Upskill and redeploy internal staff (training, fast-track development, internal
mobility) create short intensive CPD tracks to move competent technicians or
junior engineers into the required roles.
1|Page
