The bakkie is dead
UP AND DOWN
Manufacturing moves ahead
The RMI at Automechanika
Vehicle Testing Association
The engine's hardest worker
VTA STANDS UP AGAINST FRAUD AND CORRUPTION
RMI UPDATE: G.U.D FILTER KIT RANGE GETS A BOOST; WORLDSKILLS TEAM www.automobil.co.za LEAVES FOR ABU DHABI; MOTORING MATTERS ON RADIO PULPIT; DERECK MATHEBULA EXCELS THANKS TO TRIPLE E; PARTINFORM VISITS NEWCASTLE
A Tool That Lets You "See" Heat...
Win One of Ten
Steak Knife Sets in our Online Draw
22 -NOVEMBER NOVEMBER 2014 2017
CONTENTS – NOVEMBER 2017 COLUMNS 5 Driver’s Seat: Jakkie Olivier, CEO of the RMI 7 Editor’s Letter: Reuben van Niekerk 9 Hot Stuff! New product showcase 26 Frequently Asked Questions: Answers from RMI experts 66 Tailpiece: Taking the legwork out of pedal power
12 News 30 VTA Stands up against Fraud and Corruption
Editor: Reuben van Niekerk email@example.com Sub-editor: Peggy Lendrum firstname.lastname@example.org Design and layout: Heinz Bawa email@example.com Reporters: Ryan de Smidt firstname.lastname@example.org
Future Publishing (Pty) Ltd 247 Jan Smuts Avenue, Dunkeld West, Johannesburg PO Box 3355, Rivonia, 2128 Tel: +27 (11) 803-2040 RMI Automobil’s Editorial Sub-Committee: Chairman: John Ellmore; Gary McCraw, Gideon de Klerk, Denice Grobler, Danelle Van Der Merwe, Wynter Murdoch, Greg Surgeon, Jakkie Olivier, Jan Schoeman and Reuben van Niekerk
G.U.D filter kit range gets a boost; WorldSkills team leaves for Abu Dhabi; Motoring Matters on Radio Pulpit; Dereck Mathebula excels thanks to Triple E; Partinform visits Newcastle
The RMI at Automechanika
Skills development and job creation was one of the RMI’s core priorities, aimed at stimulating business growth in South Africa’s automotive aftermarket sector
FEATURES 28 38
Automobil is available to purchase from the publishers at R25 a copy. Automobil is produced and published monthly by Future Publishing (Pty) Ltd for the Retail Motor Industry Organisation. The views and opinions expressed in the publication are not necessarily those of the publishers or the Retail Motor Industry Organistion. While precautions have been taken to ensure the accuracy of advice and information contained in editorial and advertisements, neither the publishers nor the Retail Motor Industry Organisation can accept responsibility for errors, misrepresentations or omissions, or for any effect or consequence arising therefrom. Permission to republish any article or image or part thereof must be obtained in writing from the publishers.
Automobil is the official journal of the Retail Motor Industry Organisation (RMI) which hosts 13 constituent associations: ACRA (component remanufacturers); ERA (engine re-builders and automotive engineers); MDA (motorcycle, scooter, quad and jet-ski/outboard engine dealers); MIMA (Motor Industry Manufacturers’ Association); MIWA (the full spectrum of workshop operators); MPEA (wholesale and retail part dealers); NADA (new and used car and truck dealers); VTA (vehicle testing); SADFIA (diesel pumproom operators); SAPRA (Fuel resellers, convenience store and car wash operators); SAMBRA (collision repairers and automotive refinishers); SAVABA (vehicle body builders) and TDAFA (tyre dealers and fitment centres).
© Future Publishing (Pty) Ltd
The RMI's Vehicle Testing Association (VTA) launches Anti-Fraud and Anti-Corruption Charter and a whistle-blowing mechanism
Publisher: Richard Lendrum email@example.com
Advertising Sales Executives: Enver Lawangi, Greg Surgeon, firstname.lastname@example.org email@example.com
Wynter Murdoch firstname.lastname@example.org
Production: Mabel Ramafoko email@example.com
The bakkie is dead
Long live the bakkie
Holding yourself accountable to your goals
It’s easy to set goals for yourself. Following through with them is a bit harder
Meet the engine’s hardest worker
Jake Venter focuses on the connecting rod
The regulation of employees’ working hours
At first glance, the BCEA’s regulations might appear to be rather apparent, yet there is considerably more to it than what is initially appreciated
Charging illegal fees
Be wary of joining the club
On the cusp of a revolution
The production of goods and provision of services will soon be supplied wherever and whenever they are needed
Bosch automotive training
Ensure a competitive advantage for yourself
Getting to grips with the skills shortage challenge
Unemployment can only be reduced by quality education
Retain staff with training
Ongoing training is vital, especially where staff turnovers are high
International Training Solutions
NOVEMBER 2017 -
BENEFITS OF BELONGING A short summary of the benefits of RMI membership
The RMI has represented the retail motor industry and its members for more than 100 years. With more than 7 500 member businesses, our unity is our strength. RMI representation at often volatile and disruptive centralised wage negotiations. Professional industrial relations advice by expert specialists, ensuring procedural and substantive fairness when disciplining staff. Industry labour relations seminars focused on the rules, agreements and industry-specific topics that affect retail motor industry businesses. Chairing of disciplinary hearings and AUTOMATIC entry and representation at the CCMA, DRC and Labour Court. Representation at various MIBCO and Industry-related Boards and committee structures.
Affiliation to reputable organisations recognised by Government, big business, consumers and relevant stakeholders like Business Unity SA (BUSA). Protection against one-sided legislative changes or new laws and regulations. Exceptional CPA support and member assistance during defence cases at the National Consumer Commission (NCC) and the Motor Industry Ombudsman of South Africa (MIOSA). Facilitation of a business-to-business complaint where both parties are RMI members, with a complaint resolution rate in excess of 95%. Quality and Standards function â€“ representing the retail industry at various South African Bureau of Standards (SABS) committees and working groups. Representation at the National Regulator for Compulsory Specifications (NRCS), defending our industry when compulsory specifications and standards are compromised.
The informative Automobil magazine and weekly web letters that facilitate two-way communication and create consumer and industry awareness. The RMI is regularly invited to comment on industry topics by both print and broadcast media, and participates in and hosts numerous conventions and shows. Associational accreditation ensures ongoing development and implementation of commercial value propositions specific to the association. Training needs and representation via merSETA and W&RSETA. We actively drive industry-wide training and apprenticeship issues through our position on the merSETA Board and our involvement with the Technica manuals. Representation at the Moto Health Care Fund, Industry Provident Funds and the Sick, Accident and Maternity Pay Fund. The RMI offers industry-specific products like RMI4BEE / RMI4LAW / RMI4OHS /RMI4SURE.
Need to get hold of the RMI? Turn to Page 8 of this issue for all the contact details
4 NOVEMBER 2017
e are happy to announce the imminent launch of the RMI’s new website, which has been redesigned to improve its user friendliness, navigation capabilities and overall appeal. In addition to the fresh design and layout of the pages, new functions have been added to this version, which means an improved experience for all the visitors. The new and updated website, with more information and tools available to the researcher and reader, brings to life this important channel of communication between the RMI and our loyal RMI members, business partners, consumers and the motoring public at large. That’s why we are so excited to invite all readers of the Automobil magazine to the RMI’s new online home – because it makes doing business with the RMI and its Associations even easier. The redesigned site offers quick and easy access to essential information (such as the latest on wages, labour news, legislative changes, new developments and trends, and RMI member contact details) while giving visitors insight into the RMI's value proposition and various other pieces of highly valuable content. The aim of the improved website is to offer both the RMI’s members and the public the latest news and developments in the automotive sector, and regular updates will effectively communicate to the motoring public that doing business with RMI members provides motoring peace of mind.
The RMI’s new online home The clean, uncluttered design and improved functionality focuses on the Organisation’s mission to provide total peace of mind to our members and to the public as a whole. The new website will go live during November 2017, and will be located at the same web address: www.rmi.org.za Some of the features include: - The design of the web pages and the structure of information have been changed to improve the overview and usability - right at your fingertips. - The website portrays the latest newsworthy stories that can be viewed at a glance. This will be continually updated, making the site current and keeping it interesting for our readers. - Easy access to the RMI’s social media platforms – our readers are encouraged to join our Facebook, Twitter and LinkedIn pages, too. - Names and contact details of the RMI Board and management have been listed, so feel free to talk to us about anything - The members’ listing can be viewed by consumers and RMI members through the “Find a member navigation” functionality, making it easy for visitors and consumers to find one of our trusted RMI members and to do business with them.
- Members’ contact detail update – RMI members will be able to update their own information, and this will increase visibility and make it easier for the public to search for RMI members. - The Automobil magazine’s front page will be embedded on the home page and act as an easy link to the latest digital version of Automobil. - Look out for the “RMI at a glance” button for a short overview of RMI. - More emphasis will be placed on the RMI Associations (in light of the New Thinking Model), with a clear description of what each Association entails. - Easy Associational links will directly go to the various Associational websites. Whether this is your first encounter with the RMI or whether you are a longstanding RMI member, we hope to see you online soon and that you will enjoy browsing through our new site! For any questions, comments or suggestions, please contact the RMI Communications Manager at firstname.lastname@example.org As always, for members “Belonging is Better Business”, and for consumers and the motoring public, “Our voice is your peace of mind”.
2 For information on the RMI and its workings, visit www.rmi.org.za or call 011 886 6300
NOVEMBER 2017 -
CONSTITUENT ASSOCIATIONS Who do they represent and what are their objectives?
he RMI is a proactive, relevant, retail and associated motor industry organisation recognised as the leading voice in South Africa’s automotive aftermarket, serving the daily needs of its members and playing a key role in enabling motor traders to deliver top class service to motoring consumers. Here are the associations which fall under its umbrella… ACRA (Automotive Component Remanufacturers’ Association) ACRA represents component remanufacturers involved in the remanufacture of safety-critical components and radiators, an ever-growing industry in which keeping abreast of change is crucial for business owners. ERA (Engine Remanufacturers’ Association) ERA represents motor engineers who re-machine, rebuild and remanufacture engines in South Africa. ERA members promote the reuse of engines, parts and components in a manner that is green and sustainable. ERA members create employment and skills development opportunities, directly in their own machine shops and indirectly through suppliers to the industry and component manufacturers. MDA (Motorcycle Dealers’ Association) MDA represents members who are motorcycle dealers – these members benefit from an extensive array of value-add services and products such as commercial insurance, labour legal assistance and representation, consumer dispute resolution, and a strong relationship with the Association of Motorcycle Importers and Distributors. MIMA (Motor Industry Manufacturers’ Association) MIMA members are Parts, Equipment and Component Manufacturers and suppliers to Original Equipment Manufacturers and the automotive aftermarket that exports into Africa and other countries in the world. MIWA (Motor Industry Workshop Association) MIWA, the largest association within the RMI, strives to keep its members informed about the ever-changing auto repair industry, thereby ensuring that vehicles are repaired to acceptable standards designed to make them perform better and safely on South African roads. MPEA (Motor Parts and Equipment Association) MPEA represents South Africa’s auto part traders, including wholesalers, retailers and independent operators in the replacement motor parts industry. Genuine replacement parts are available at accredited MPEA spares outlets at affordable prices, backed by the manufacturer’s warranty. NADA (National Automobile Dealers’ Association) NADA represents the interests of business people who own or operate new vehicle franchise dealerships and qualifying used vehicle outlets. NADA is committed to the image enhancement of the retail motor business, facilitating the interface between dealers and OEMs/distributors, building relationships between dealers and customers and bringing relevant industry issues to the attention of government.
6 - NOVEMBER 2017
Vehicle Testing Association
VTA (Vehicle Testing Association) The VTA represents private vehicle testing stations that are committed to operating within the law in accordance with the Road Traffic Act and the relevant SANS standards. In this highly regulated environment, the association represents the interests of its members at government working groups and is committed to enhancing the reputation of the industry in all the spheres. SADFIA (South African Diesel Fuel Injection Association) SADFIA members operate fully equipped pump rooms aimed at providing cost-effective service solutions for owners of diesel powered vehicles seeking fuel injection system testing, repair or replacement. SAMBRA (South African Motor Body Repairers’ Association) SAMBRA is an active leader in the motor body repair industry and consolidates, communicates and regulates repair standards in the motor body repair industry. SAMBRA ensures the provision of technical and business skills training that meets the demands of the industry and instils confidence in consumers and industry stakeholders. SAPRA (South African Petroleum Retailers’ Association) SAPRA represents and promotes the interests of petroleum retailers in South Africa and fosters strong relationships with the Department of Energy, oil companies, banks, financial institutions and other stakeholders that have an impact on the sustainability of the service station industry. SAVABA (South African Vehicle and Bodybuilders’ Association) SAVABA members are professional, certified and regulated vehicle body builders in South Africa who manufacture commercial vehicle body applications (tanker, coal, refrigerated trucks and trailers) and bus bodies (commuter and tourist type). Members manufacture using the latest equipment and highly trained staff to ensure strict compliance with SABS standards and other legal specifications. TDAFA (Tyre Dealers' and Fitment Association) The TDAFA is the only representative body for tyre dealers nationally. The association works on all issues relevant to tyres and the fitment industry. Strategically, the TDAFA is positioned as an intermediary between government, the tyre industry and consumers and is recognised by government and industry leaders as the legitimate voice representing tyre dealers. RMI contact details Head Office: 011-886-6300 | www.rmi.org.za Surrey Square Office Park, 330 Surrey Avenue, Ferndale, Randburg, 2194 Rmi Regional Offices: Highveld: Randburg: 011-886-6300; Northern: Pretoria: 012-348-9311; KwaZulu-Natal: Durban: 031-266-7031; Eastern Cape/Border: Port Elizabeth: 041-364-0070; Western Cape: Cape Town: 021-939-9440; Free State/Northern Cape: Bloemfontein: 051-430-3294
The importance of training
ith an unemployment rate of 27.7% in the second quarter of 2017, a rate that is the highest since 2003 there is no shortage of citizens who need work and who need to be trained to do these jobs. A big contributor to the problem is an education system that is characterised by a high drop-out rate of high-school learners , and a curriculum that does not deliver the knowledge and skills that young people need to enter the job market. The training feature in this edition of Automobil hopes to give business owners some guidance on what they can do to maximise the skills of the people that they employ. Jeánne Esterhuizen, President of the RMI, said at Automechanika that the organisation’s goals included the establishment of partnerships locally and internationally to support skills development and training.
For this reason, a number of the RMI’s 13 associations have initiated job creation and educational projects covering a wide range of roles within the industry. Business owners need to realise that the automotive industry is advancing at a rapid rate, and in order to be able to continually serve your customer in the best way possible, training needs to be done on a continual basis. Automotive manufacturers have also realised the importance of training in order to stay relevant in the South African economy. Volkswagen has recently extended its assistance to strategically align blackowned suppliers in the automotive sector, by launching the Ntinga Project. Ntinga is an isiXhosa word, which means to soar, and by offering business mentorship and training to up-andcoming suppliers, Volkswagen hopes
they will rise to great heights in the automotive sector and beyond. Ten finalists will be mentored and coached by existing VWSA suppliers over the next month. The end goal is that five winners will then embark on an 18-month intensive business-based mentoring and coaching programme that will equip them with a wide range of skills that will make them successful at the end of the 18 months. I trust that you will find this edition of Automobil insightful, and that it will inspire you to invest in your business’s most important asset - the people. Reuben van Niekerk Editor
CHRIS AUTO ELECTRICAL
212 Soutter Street, Pretoria West Tel : (012) 327 5404/6504 Fax : (012) 327 6211 NOVEMBER 2017 7 Email : email@example.com www.caelex.co.za
SPEAK TO US RMI EXECUTIVES
hief Executive Officer: C Jakkie Olivier firstname.lastname@example.org
RMI4Sure 0860-104-202 RMI4Law 0861-668-677 RMI4BEE 0861-764-233 RMI4OHS 012-998-7139
Chief Operations Officer: Jan Schoeman email@example.com Financial Director: Renee Coetsee firstname.lastname@example.org Company Secretary: Gary McCraw email@example.com
RMI BOARD MEMBERS
Jeánne Esterhuizen (President) Barry Canning (Vice-President) Ferose Oaten Jakkie Olivier Bruce Allen Lindsay Bouchier
DIRECTORS MIWA Pieter Niemand firstname.lastname@example.org NADA, MDA Gary McCraw email@example.com VTA Joy Oldale firstname.lastname@example.org SAMBRA, SAVABA Edwin Martin email@example.com
RMI REGIONAL OFFICES
Danelle van der Merwe Brand and Communication Manager firstname.lastname@example.org
Highveld: Randburg: 011-886-6300
Julian Pillay Regulatory Compliance Manager email@example.com 011-886-6300 | www.rmi.org.za Surrey Square Office Park 330 Surrey Avenue Ferndale Randburg 2194
8 - MAY 2015
TRAINING Louis van Huyssteen firstname.lastname@example.org SADFIA, ACRA, ERA Attie Serfontein email@example.com TRANSFORMATION Joy Oldale firstname.lastname@example.org
SAPRA Vishal Premlall email@example.com
RMI HEAD RMI HEADOFFICE OFFICE
Neo Bokaba HR Manager firstname.lastname@example.org
TDAFA, MPEA, MIMA Hedley Judd email@example.com
Northern: Pretoria: 012-348-9311 KwaZulu-Natal: Durban: 031-266-7031 Eastern Cape/Border: Port Elizabeth: 041-364-0070
Western Cape: Cape Town: 021-939-9440 Free State/Northern Cape: Bloemfontein: 051-430-3294
Vehicle Testing Association
HOT STUFF One button battery power Charging Systems Africa (CSAF) is powering up in South Africa by introducing a range of intelligent vehicle battery chargers for workshops, mechanics as well as the general consumer. This automotive accessory company recently announced the arrival of DEFA SmartCharge battery chargers, manufactured in Norway, to the local market. Guido Brouwers, Marketing Director of CSAF says, ‘The Workshop Charger will boost the company’s product line up which includes the consumer Smartcharge range, Italian Solbian flexible solar panels and Australia’s Projecta ICD25 DCDC chargers.’ The 7–step intelligent WorkshopCharger is a flexible battery charger with builtin power supply for demanding jobs on the garage floor. The unique display makes every function available with a single button – making the charging process easy to monitor. Available in 25A and 35A these chargers represent the latest technology. The 25A is suitable for battery sizes up to 500Ah and the 35A for up to 600Ah. The power supply function provides continuous current when you need stable voltage to avoid data being lost during ECU programming or battery change. The WorkshopCharger kit includes a 3metre cable (so that it can hang from the bonnet of the car), a wall bracket and a rubberised hook for both easy storage and use. The WorkshopCharger in brief • Intelligent charger: 7-step charging curve • Design: The chargers are highly efficient, built for the professional mechanic and made of lightweight modern materials • Status: By pushing one button you can see the charging status and have access to all functions of the charger • Compatibility: The DEFA is suitable for all types of 12V lead-acid batteries • Power supply: Access to 13.7 V power supply in just 5 seconds by pushing the ON button. Provides constant voltage for ECU programming • Safe and reliable: Protects vehicle electronics. Non-sparking reverse polarity protected and short-circuit proof • Maintenance free For more information on the DEFA range of battery chargers go to www.csaf.co.za
Vbox Africa – Made to measure VBOX Africa, a division of Automotive Technology Specialists (ATS), has been appointed the sole African distributor of VBOX dataloggers for the automotive and mining industries. In addition, ATS will continue to sell select VBOX products directly to motorsport customers, giving the company three separate channels to service. With 25 years of experience in the production of GPS-based datalogging systems, VBOX’s parent company – Racelogic – is a leader in the field of data acquisition and analysis. The VBOX brand has become a popular choice not only for racing teams but also OEMs of trucks and cars, tyre manufacturers and companies in transport, logistics, and mining. Their global client base makes for impressive reading. A VBOX enables users to record every move a vehicle makes and then examine this information, often with synchronised video and audio as well as information extracted from the vehicle’s CANBUS wiring system. With this multi-dimensional data to hand, the behaviour of the driver, vehicle and even Advanced Driver Assistance Systems (ADAS) like Adaptive Cruise Control can be assessed. The application is broad and it can be used for the braking performance of a bus, monitoring the pitch, roll and yaw of a truck moving a 250 tonne load of rock in an opencast mine, or improving a racer’s lap times. While racers rely on VBOX to find precious 10ths of seconds, in mining it is ultimately about improved productivity and costsaving and in the automotive industry often about compliance and verification. Local VBOX users already include the likes of AMG Academy, BMW South Africa, Ferodo and many individual motorsport competitors. Detailed information about the three divisions of VBOX Africa is available on the www.vboxafrica.co.za website.
NOVEMBER 2017 -
10 - SEPTEMBER 2017
OUR COLLECTIVE STRENGTH YOUR TAILORED SOLUTION
With an overall contribution increase across all options of only 8.5%, Moto Health Care still delivers the most affordable and appropriate health care solution for all those employed in the South African retail motor industry. View our 2018 benefits online or call us to arrange for a face-to-face at your workplace.
0861 000 300 www.motohealthcare.org.za
Our members are reminded to submit their Option Selection forms before 31 December 2017.
SEPTEMBER 2017 -
Glencore buys Chevron SA
lobal commodities trader Glencore has entered into an agreement to buy a 75% stake in Chevron South Africa and a 100% stake in Chevron Botswana. The acquisition was announced last month following reports that a deal involving the original preferred buyer, Stateowned Chinese petroleum company Sinopec, could be pre-empted. Chevron announced in March this year that Sinopec had clinched the sale of its Southern African assets in a $900-million (about R12,2-billion) transaction but Glencore – one of a number of entities which had originally expressed interest in buying the petroleum company’s Southern African interests – last month confirmed that it would pay $973-million (about R13,4billion) to acquire the business.
In a statement, a spokesman for the Swiss-based commodities giant said Glencore had entered into an agreement with Off The Shelf Investments Fifty Six (RF) Proprietary Limited (OTS) to buy its 75% stake in Chevron SA and the entire issued share capital of Chevron Botswana, subject to regulatory approval. The statement said OTS – which consists of a group of black minority investors – had exercised its preemptive right to acquire the Chevron group’s Southern African operations and, during the acquisition process, Glencore would support OTS as its technical and financial partner. The deal is understood to include Chevron’s 100 000 barrel-a-day Cape Town refinery, a lubricants plant in
Durban as well as more than 800 petrol stations, 200 convenience stores and other oil storage and distribution facilities across South Africa and Botswana. “Glencore believes that the assets provide an attractive downstream opportunity for its oil business. The acquisition includes undertakings as to retention of the local management team and workforce,” the statement said, adding that the company would make payment in cash. “Glencore intends to manage its overall oil asset portfolio to ensure that, including this transaction, net additional capital investment is limited to less than $500-million over the next 12 months.” The statement added that Glencore expected the deal to be finalised by the middle of next year.
FCA moves forward!
iat Group Automobiles South Africa and Chrysler South Africa have announced that the companies intend to fully integrate under the Fiat Chrysler Automobiles South Africa (FCASA) banner from early in 2018. Though the brands are served by a single management team, they have existed side-by-side in the South African market since 2012, operating as separate financial entities. To see the company forward, Robin van Rensburg was appointed CEO of FCA early this year. “My role so far at FCA has been very interesting and challenging and I am looking forward to taking FCA South Africa to new heights,” he says. According to Van Rensburg, 2017 has been a challenging year with FCA’s
12 - NOVEMBER 2017
brands not quite taking what he believes to be a deserving market share. However, a number of key new models have been introduced – encompassing Alfa Romeo’s Giulia and Fiat’s Tipo and Panda – with a view to helping to stimulating sales growth. “With 2017 drawing to a close, the FCA brands will not be slowing down,” Van Rensburg says. “Alfa Romeo will launch the Stelvio SUV, the first SUV from the marque, towards the end of the year. “Then, the all-new Jeep Compass is due to arrive in the first quarter, with the venerable Wrangler replacement making its debut later in the year. In between these models, the stonking Grand Cherokee Trackhawk – powered by a supercharged 527kW V8 engine – will be introduced in the performance
Robin van Rensburg
SUV segment. Numerous new model additions will also be added to the Italian brands to keep the line-ups fresh,” he says. On the downside, Chrysler and Dodge brands will no longer being available
Chevron announced in January 2016 that it planned to sell its holding in its South African business unit – which markets petroleum products under the Caltex, Delo and Havoline brand names. At the time it said that, in accordance with South African regulations, the remaining 25% stake in Chevron South Africa would continue to be held by local shareholders, among them the South African National Taxi Council and an employee’s trust. Market watchers believe the acquisition – together with a recent deal in Mexico to invest in fuel service stations and terminals – appears to have signaled a shift in Glencore’s strategy. Until now, the company has invested in upstream assets, such as oil fields, to complement its trading operation. After significant write downs in oil fields in countries including Chad, the company is now investing in downstream businesses such as refining and fuel service stations.
locally. “This unfortunate situation has arisen from our principals in the USA no longer building vehicles in right hand drive configuration,” Van Rensburg says. “We will, however, continue to support and service the existing Chrysler and Dodge vehicles through our franchised dealers.” He adds that new dealerships are planned for Sandton, Fourways, Menlyn and Durban, expanding FCA’s network to 42 outlets. Also on the cards is a move by head office to new premises in the second half of 2018. “The company has out-grown its current facilities and is looking to relaunch itself with a brighter and more modern corporate image,” Van Rensburg says. “FCA’s brands have succeeded in the past, and, will once again, become a force to be reckoned with in the local market. We look forward to travelling this road with our customers, dealers and partners.”
Mervin Knoesen from Nelson Mandela University’s Ford Engine Research Unit (left) receives the keys to the Ford Ranger from Ockert Berry, Vice President of Operations for Ford Middle East and Africa
Ford focuses on training
ord has donated a Ranger double cab bakkie to the Department of Mechanical Engineering at Nelson Mandela University in Port Elizabeth to foster research into engine development and testing. In conjunction with the university, Ford established the research unit – which boasts a sophisticated engine dynamometer – in 2012 to conduct independent quality and performance verification engine testing for the motor manufacturer’s Struandale Engine Plant. “We are extremely grateful to Ford for the donation of the Ranger,” said Gysbert Kleyn, Head of Department for Mechanical Engineering at Nelson
Mandela University. “It will provide a platform for demonstration and training purposes.” The Ranger XLT Double Cab was produced at Ford’s Silverton Assembly Plant in Pretoria, and is powered by a 2,2-litre, four-cylinder Duratorq TDCi engine built at Struandale. “We are delighted to provide Nelson Mandela University with the Ranger,” said Ockert Berry, Vice President of Operations for Ford Middle East and Africa. “The aim is to reinforce our partnership with the university and build on Ford’s commitment to developing engineering expertise in South Africa.”
Keeping cool into the future
lobal automotive systems suppliers MAHLE and Faurecia have agreed to collaborate on the development of interior thermal management technologies for future mobility solutions.
thermal management for cockpits of the future.
Faurecia will bring its unique expertise as a full interior system integrator. MAHLE will add its holistic thermal expertise for passenger comfort and energy efficiency.
The companies said in a statement that, with new occupant positions in autonomous cars and additional comfort features being added to interiors, innovative thermal management solutions would be required to ensure occupant comfort.
The two companies have already identified several potential collaboration fields addressing topics such as air distribution, air conditioning integration solutions for electric vehicles and the mutual development of personalised
In addition, the rapid increase in the number of full electric vehicle platforms would require the development of smart cabin thermal management solutions with optimised energy consumption and packaging.
Storm shuts Toyota plant
idespread flooding which followed a storm that last month lashed the KwaZuluNatal coast forced a two-day closure at Toyota’s motor manufacturing plant in Prospecton, south of Durban. Andrew Kirby, President and CEO of Toyota South Motors, confirmed that there was significant damage to the Prospecton facility including buildings, equipment as well as motor vehicles on the line.
“Our first priority was to ensure the safety of our employees and I’m pleased to report that there were no injuries resulting from the downpour. Production was halted to enable us to quantify the extent of the damage,” Kirby said. Toyota utilises the Prospecton plant to manufacture Corolla, Corolla Quest, Hilux, Fortuner and Quantum models as well as assemble selected Hino products.
Laser Fast partnership revealed
xxonMobil and its authorised distributor in South Africa, Centlube, have joined forces with Michelin Truck Service Centre (MTSC) and Laser Fast Truck & Trailer Wheel Alignment (Truck Stop), to add a new dimension to the existing truck stop concept. MTSC Laser Fast is a one stop service and repair centre that caters for heavy-duty vehicles. With the addition of Michelin, ExxonMobil and Centlube to its line-up, a range of premium products will be added to truck stop offerings. Henry Young, Managing Director of Laser Fast Truck & Trailer Wheel Alignment, says: “By combining the expertise of Michelin and ExxonMobil to expand our workshops, we can provide customers with some of the
14 - NOVEMBER 2017
world’s leading brands supported by unparalleled service.” The aim is to build an unrivalled offering in the wheel and tyre fitment arena, as well as in the lubricant market. “Our one-stop-shop concept focuses on the truck and bus industry, not only on tyre-related services but also diversifying into products and services that vehicles may need while they are off the road. That is why we couldn’t pass an opportunity to partner with ExxonMobil,” says Gaganjot Singh, Commercial Director, Michelin Tyre Company South Africa. “We are excited to partner with Laser Fast Truck and Trailer Alignment. Our goal is to ensure that we always meet our customers’ needs.”
Clint Nickall, CEO of Centlube, says: “Thanks to ExxonMobil’s worldwide reputation and technologically advanced products, we were first on Michelin’s list when they were looking for a partner to make this truck stop concept one of a kind.” Andreas Hadjidimitriadis, ExxonMobil’s field marketing adviser for Southern Africa and Nigeria, says the partnership adds to leadership advantage. “Together we aim to build an unrivalled offering in the lubricant market and strengthen our position as industry experts,” he says. Centlube is expecting its involvement in MTSC Laser Fast to have a significant impact on sales.
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NOVEMBER 2017 -
Top employer status for MBSA
or the second consecutive year, Mercedes-Benz South Africa (MBSA) has been certified by the Top Employers Institute as one of the country’s most exemplary employers. The Institute globally certifies excellence regarding employee conditions by recognising leading employers around the world. “This recognition serves as a benchmark. Receiving acknowledgement for the second time re-emphasises our commitment to ensuring that we continue to create a conducive and exceptional journey to all our employees,” says MBSA’s Executive Director for Human Resources, Abey Kgotle. Crucial to the Top Employers process is that participating companies must undergo a stringent auditing process
and meet required high standards in order to achieve certification. This year, MBSA’s overall score increased, showing that possible areas for improvement highlighted by the previous audit had been addressed. According to David Plink, CEO of the Top Employers Institute, optimal employee conditions ensure the development of staff members personally and professionally. “Our comprehensive research concluded that Mercedes-Benz South Africa provides an outstanding employment environment and offers a wide range of creative initiatives, from secondary benefits and working conditions to performance-management programmes that are well thought out and truly aligned with the culture of the company.”
In 2016, MBSA spent R87,1-million on various training programmes and initiatives for its employees. The company’s development curriculum includes leadership programmes, technical programmes, graduate programmes, disability learnerships and bursaries for high school learners and tertiary students. Kgotle concluded: “As a major role player in the South African economy, our employees remain the heart of our business. Their wellbeing and development are at the crux of our business mandate.”
Japanese triumvirate in co-op deal
azda, Denso Corporation and Toyota have established a company to develop basic structural technologies for electric vehicles. Called EV CA Spirit Company Limited, the entity has its headquarters at Nakamura, Japan, and is headed by Shigeki Terashi. Toyota owns 90% of the shares, with Mazda and Denso each holding five percent. About 40 people – mostly engineers employed by Toyota, Mazda or Denso – have already been relocated to Nakamura to begin work on initial projects. “As countries and regions around the world adopt increasingly stringent policies to help reduce greenhouse
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gases, new regulations that mandate a certain proportion of electric vehicle sales are beginning to emerge. “Complying with these environmental regulations, while ensuring the sustainable growth of our companies, requires the development of a wide range of powertrains and technologies. We regard electric vehicles (EVs) as a key technological field in this process alongside fuel cell vehicles,” says a statement released by EV CA Spirit.
With EVs yet to find widespread market acceptance, the large investments and time required to cover all markets and vehicle segments is a pressing issue for individual motor manufacturers when responding to the widely varying demand for vehicles around the world. Mazda, Denso, and Toyota have decided to jointly develop basic structural technologies for EVs capable of covering a wide variety of vehicle segments and types to ensure flexible and rapid response to market trends.
Datsun Go takes the honours as SA’s most affordable car
he annual Kinsey Report has – for the third time in a row – announced that Datsun GO has been named South Africa’s most affordable car. The Kinsey Report, which is regarded as the most comprehensive survey on everyday motoring, covers vehicles available locally. The report surveyed parts pricing of 69 vehicles across nine segments, and the prices were sourced during July 2017. The Kinsey Report focuses on the price of car parts which ultimately affects your insurance premium and repair costs on a vehicle. The report highlights the true cost of vehicle ownership, and has become the benchmark of independent parts pricing survey in the South African motoring industry. Under the category of City Cars – entry-level cars for first-time buyers, the Datsun GO has been named the best overall in the service, repair, and crash parts sections respectively. By scooping the title for the third consecutive year, it is testimony that Datsun is fulfilling its promise to bring quality, affordable motoring to South Africans. The affordability of parts, in conjunction with class-leading fuel consumption, makes the total cost of ownership (TCO) one of the best in South Africa.
BMW launches new X3
MW has launched the latest version of its X3, a model which, from next year, will be built at the company’s Rosslyn production plant near Pretoria as well as in China. Currently, the vehicle is assembled only in the USA, at the BMW plant in Spartanburg. At the launch of the model last month in Portugal, BMW’s spokesmen highlighted the fact that, since its introduction in 2003, the X3 had sold more than 1,5-million units globally across two model generations. “The new X3 is set to write the next chapter in this success story with an even more striking, dynamic design language, powerful yet also efficient drive systems and luxurious appointments. Like all members of the successful X family, it blends standout driving qualities on any terrain with unrestricted everyday usability,” said a statement.
The agreement covers a diverse range of commercial and passenger models and aims to innovate development processes by combining the strengths of each company, including Mazda’s bundled product planning and prowess in computer modeling-based development, Denso’s electronics technologies and Toyota’s New Global Architecture (TNGA) platform. The statement says an equal amount of development resources will be contributed by each of the companies, which will aim to create a business structure that will be open to participation by other automakers and suppliers.
Third generation models are powered by a choice of diesel and petrol engines, the latter ranging in output from 265kW (X3 M40i); 185kW (X3 xDrive30i) and 135kW (X3 20i), and the former offering 195kW (X3 xDrive 30d) and 140kW (X3 xDrive20d). All engines are coupled with eight-speed Steptronic transmission. To reduce weight, at least 50% of the body shells of all derivatives feature recycled aluminium. A host of driver assistance systems facilitate semiautomated driving, while connectivity includes new integrated digital concepts that utilise various touchpoints such as smartphones and smartwatches to integrate the car into the user’s digital life. The car is expected to be launched in South Africa this month with locally produced versions scheduled to go into showrooms from April next year.
units in 2016, with one-ton pick-ups representing an 18% share. PSA spokesman Patrice Lucas said the bakkie would be complimentary to a Peugeot pick-up that was launched recently in North Africa, and would be aimed at supporting the group’s comeback in a growing market segment.
Representatives of Changan Automobil and Groupe PSA at the signing ceremony to mark the agreement to co-develop a one-ton bakkie for global markets
PSA, Changan to co-develop one-ton bakkie
rench manufacturer Groupe PSA – owners of the Peugeot and Citroen brands – and Chinese automaker Changan Automobile have agreed to jointly develop a vehicle platform for a one-ton bakkie which will be sold around the world.
A statement released by the companies says the vehicle will be designed to meet global regulations. It will be sold in China and Groupe PSA overseas markets. The statement adds the light commercial vehicle sector accounted for 14-million
“The vehicle will contribute to achieving objectives set out in our Push to Pass plan, which targets a 30% increase in LCV volumes by 2018 and triple overseas volumes by 2021,” he said. Changan spokesman Mingxue Yuan said the bakkie represented a great opportunity for both companies to target markets in China and elsewhere. “It is a strong milestone in a long-term co-operation agreement between Groupe PSA and Changan,” he said.
Doc scores a Mustang
oc Khumalo, one of South Africa’s best-known soccer stars, has been appointed a brand ambassador for Ford – and will be drive a Mustang for the next 12 months. “Doc is a legendary South African football player, and we are delighted to have him sign up as a brand ambassador for Ford and drive our legendary Mustang,” said Neale Hill, director marketing, sales & service, Ford Motor Company SubSaharan Africa (SSA) region.
announced tie-up with Orlando Pirates Football Club as its official vehicle partner.” As a former South African Footballer of the Year, star midfielder for Kaizer Chiefs and key member of the national soccer team Bafana Bafana during the 1990s, Khumalo was recently appointed the technical director of the Baroka Football Club that competes in SA’s Premier Soccer League. This follows a 31-year stint with Kaizer Chiefs as a player and, more recently, assistant coach.
In his role as Ford brand ambassador, Khumalo will be turning heads behind the wheel of a Ford Mustang GT Cabriolet, powered by a 5,0-litre V8 engine – thus further raising the profile of one of the world’s most iconic automotive nameplates, and South Africa’s top-selling sports car range. “I am more than delighted to be part of the Ford family,” said Khumalo. “Driving in the Ford Mustang GT will not only be inspirational to me but also to those around me.”
Khumalo is extensively involved in CSI initiatives across Sub-Saharan Africa through soccer development projects to lift the profile of the sport and create opportunities for young players. “We look forward to linking up Doc with some of the projects our Ford dealers are doing locally, and in selected SSA markets too,” Hill added. “This further expands our involvement in soccer following our recently
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SEPTEMBER 2017 -
The RMI at Automechanika Skills development and job creation was one of the RMI’s core priorities, aimed at stimulating business growth in South Africa’s automotive aftermarket sector, as well as fostering sustainable competitiveness and transformation.
ddressing delegates last month at an Automechanika Johannesburg Skills Conference, Jeánne Esterhuizen, President of the RMI, said the organisation’s goals included the establishment of partnerships locally and internationally to support skills development and training. “The RMI believes highly skilled people add immense value to businesses, contributing not only to the well-being and growth of individuals, but also benefitting the country’s economic development,” she said. Esterhuizen said the effects of globalisation and rapidly changing technology had forced companies to continually reinvent themselves, in turn requiring constant reskilling of current and even future employees.
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“In our search for international training partners the RMI identified the UK-based Institute of the Motor Industry (IMI) as suitable. It is a non-profit organisation that works with governments, educationalists, OEMs and global training providers to promote vocational skills aimed at the automotive retail sector,” she said. One of the first projects which had been implemented as a result of the partnership – which also involved the merSETA – was the IMI’s apprentice calculator project, the aim of which was to demonstrate to employers of the benefits of providing training for apprentices. “Many businesses in our sector believe that apprenticeship training is onerous and expensive. The IMI’s ROI tool shows
that the opposite is true – apprenticeship training not only helps to provide vastly needed skills, it also provides a profitable return on investment. We have no doubt that implementation of the initiative will help to change old-fashioned perceptions,” Esterhuizen said. In addition, she said a number of the RMI’s 13 associations had initiated job creation and educational projects, among them a management qualification for service station owners; a pilot training programme for automotive machinists and engine fitters; an engine management and fuel injection systems qualification for mechanics; a vehicle damage quantifier qualification for the motor body repair and insurance industries; a skills programme for tyre dealers and fitment centres; a training programme for staff at motor part sales
outlets and an OEM aligned generic qualification for employees at motor dealerships. Addressing compliance issues, Esterhuizen said 85 separate pieces of legislation governed the way in which local businesses were forced to operate, and educating RMI members on Government policy remained a priority for the organisation. “One of the most common reasons for business closure, I believe, a lack of understanding of how to remain sustainable in a highly regulated environment. The cost of compliance to businesses operating in the aftermarket remains one of the biggest affordability challenges,” she said. Turning attention to the motor body repair sector, Esterhuizen – who owns a panel beating business in Bloemfontein – said a BBBEE toolkit was in the process of development with a view to ensuring that members of SAMBRA could consistently measure compliance in relation to the BBBEE Act. On the training side, she said the association had teamed up with False Bay College to focus on the preparation of skills development initiatives in the Western Cape. “Across subsectors of the RMI the need to have a skilled workforce is increasing rapidly. To remain competitive and sustainable, businesses no longer have a choice in working smarter and faster to create products in which consumers have complete confidence. “To grow the economy of South Africa, the RMI will provide the necessary leadership to ensure our members have access to initiatives that will expand their businesses to create jobs and a better South Africa to all its citizens,” she concluded.
MIWA conference Automechanika 2017: (From left) Gunther Schmitz, Vice Chairman of R2RSA, Vince Valette, representative from MAHLE, Pieter Niemand, Director of MIWA, and Jan Jooste, Director of Innovation Vaal University of Technology, at the MIWA conference
In a headline address, Steve Nash, Chief Executive of the IMI – which, as global skills and training partner to Automechanika, co-organised the conference in conjunction with the RMI – highlighted the importance of developing
Jakkie Olivier welcoming attendees at the MISA/RMI breakfast
Dr Raymond Patel, CEO of merSETA, Johan Crouse, Registrar at the Department of Labour and Piet de Wit, Chairperson QuadPara Association Gauteng South at the MISA/RMI breakfast
skills in an age where high technology vehicles and systems were becoming the norm. He said in the UK only about one percent of technicians had the qualifications to work safely on high-voltage technology, almost all of them working exclusively for franchised dealerships.
• “Much more needs to be done so that technicians gain the necessary skills. But we must start with the basics. The IMI is continuing its campaign for the introduction of a licensing scheme for those working on high voltage vehicles, and we've asked government to contribute to support the uptake of the necessary training. “In order to facilitate this and help clarify the competencies required for working on these vehicles, the IMI has launched a new Electric and Hybrid Vehicle qualification along with the appropriate support materials,” he said. Other speakers at the conference included: • Prof Peliwe Lolwana, Chairperson of the Quality Council for Trades and Occupations (QCTO), who addressed issues relating to the organisation’s role in shaping the qualifications landscape in trades and occupations in South Africa; • Nico Vermeulen, CEO of the National Association of Automobile Manufacturers of South Africa
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(NAAMSA), who highlighted the role the vehicle manufacturing sector in skills development and job creation; Jan Lotter, General Manager of the BMW Group South Africa who spoke about the potential for skills development and job creation in the hybrid and electric vehicle sector; Dr Raymond Patel, CEO of merSETA, who addressed the organisation’s successes in developing skills and training initiatives and Dr Paul Spear, Head of Research at the IMI, who explained the benefits of the Institute’s Return on Investment tool in the training of apprentices.
RMI/MISA BREAKFAST The RMI and the Motor Industry Staff Association (MISA) joined forces at a business breakfast to launch two important transformation initiatives aimed at positively impacting the retail motor industry. The organisations pledged strong commitment to create more job opportunities for people with disabilities and to achieve greater gender equality in what is still regarded as a predominantly male-dominated industry. Issues to be tackled included: • Inequalities of power in decisionmaking and representation; • Differences in legal status between genders;
Eradicating violence and discriminatory attitudes; Increasing participation of women in the labour market.
In a keynote address, Martlé Keyter, MISA’s CEO of Operations, said no one in the workplace should be subject to gender discrimination or harassment. Her sentiments were echoed by the CEO of the RMI, Jakkie Olivier, who said: “We are committed to investing more effort into ensuring that gender issues are addressed as well as promoting the equal treatment of all employees.” The RMI and MISA have joined forces with a number of industry employers and have also enlisted and trained a team of industry representatives to champion the two initiatives. Hermann Köstens, MISA’s CEO for Strategy and Development, said the motor retail industry could play a significant role in creating jobs for people living with disabilities, with a specific focus on young workers. “With 48 000 jobs lost in South Africa in the first quarter of this year we, as an industry, must step up and do whatever we can to stimulate job creation,” he said. “One way in which to do this is to create more opportunities for people with disabilities.”
have severe impact on the repair and maintenance sector, and South Africa would not be immune to its effects. According to Jooste, maintenance costs associated with electric motors were about 10% of those of internal combustion engines. “A conventional engine has 2 000 parts compared to an electric motor that has 20. As a result, major changes can be expected in the repair and maintenance sector as the swing toward electrically powered vehicles strengthens,” he said.
MIWA members with the motorcycle ridden by Joey Evans, the only SA biker to complete the Dakar Rally 2017, who shared his inspiring story with the conference delegates
Gunther Schmitz, Vice Chairman of Right to Repair SA, told delegates that the campaign revolved around fair competition and was aimed at stimulating broad-based economic growth, a more competitive industry and better interests for the consumer. He said studies had shown in the US and Europe – where Right to Repair had been implemented – that noncaptive parts prices had decreased by between six and 10%. Another benefit for consumers was improved quality of services.
MIW NEC members Gunther Schmitz, Leon Schmidt, Les Mc Master, Andrea Bogner, Pieter Niemand (Director of MIWA), Dewald Eugene Ranft, Jack Finn and Dhaya Naidoo.
Keyter agreed: “We would like to see employers make a mind-shift towards focusing on what people living with disabilities can contribute to the workplace, rather than focusing on what they cannot do,” she said. Olivier added: “We are strong campaigners that people with disabilities who want to work, must be given the opportunity to do so if they possess the inherent qualities the job requires.”
MIWA At the Motor Industry Workshop Association (MIWA) Conference, guest speaker Jan Jooste, Director of Innovation at Sebokeng Campus – part of the VUT Southern Gauteng Science and Technology Park – addressed delegates on the workshop of the future. He said the international swing away from internal combustion engines to hybrid or electric cars would
“Currently, authorised repairers are perceived as having premium status, despite the fact that surveys tend to show little difference with regards to the quality of services provided by the independent sector. In the end, those offering the best service will benefit,” he said. In his summation, Pieter Niemand, Director of MIWA, said there was no doubt that South Africa would see major advancements and changes in the motor industry in the not too distant future. “Independent repair workshops need to be aware and ready for the change,” he said. To encourage delegates to keep focused and to persevere in overcoming challenges, Niemand introduced the keynote speaker, Joey Evans – the only South African on a motorcycle to complete the 2017 Dakar Rally.
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COVER STORY Evans, who 10 years ago broke his back in a motorcycle accident, was given a 10% chance of walking. Following an operation in which his spine was fused, he regained use of his legs and again learnt to ride a bike. In spite of two more serious accidents, he managed to qualify for the Dakar, raising about R1,1-million to enter the event. “My philosophy is this: I didn’t come this far only to come this far,” he said. “I am a small business owner so I understand the stresses and responsibilities that come with the territory. It’s the business owners – who go through the night and never give up – who make it.” Delegates got to see first-hand the bike that Evans rode in the Dakar and were able to speak to him directly about the event. REMAN CLUSTER Another RMI conference, hosted by the organisation’s Reman Cluster – which includes ACRA, ERA and SADFIA – saw a strong turnout of more than 100 delegates. Chris Le Roux, SADFIA’s Executive Chairman, acted as programme director and introduced selection of speakers who addressed issues of interest to the engineering, pump room, automotive component and turbo sectors. Vincent Vallette, Export Manager at Mahle – one of the top 20 Tier One component and development suppliers to the global automotive industry – considered the future of the internal combustion engine. He said while electric power would take a share of some markets, production of internal combustion engines would continue to grow since the world’s vehicle parc was expected to rise to 123-million units by 2030, up from about 74-million units in 2010. For this reason, he said Mahle would
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Ferose Oaten, RMI board member, Kay Vittee, Global Executive Support Services and Mbuyiselo Botha, Commissioner at the Commission of gender equality in discussion at the MISA/RMI breakfast
continue to develop solutions to improve the efficiency of conventional engines while also developing electrification technologies. He said he believed there would soon be four distinct types of power units in global vehicle markets: downsized internal combustion engines; petrol or diesel/electric hybrids, some with a plug-in facility; and pure electric vehicles. The Mahle representative said that nowadays the challenge facing motor manufacturers was to cut CO2 emissions, with Euro 6 standards set for only 95gm/km by 2020. “It is difficult trying to get a clear picture of the way to go in the future, and there are many obstacles to change – all of which makes life in the automotive world both challenging and demanding,” he concluded. In his address, Adrian Velaers, Sasol’s Senior Technical Advisor, focused on Euro 6 exhaust emissions technology. He said the brand’s Turbodiesel ULS – a synthetically produced fuel – contained advanced detergent and lubricity additives that help to keep engines and fuel injection systems clean and well protected. “The fuel allows latest technology vehicles fitted with exhaust after treatment devices to operate freely. The development is a step forward in moving South Africa closer to cleaner fuel specifications in line with international standards,” he maintained. Velaers added that the clean-up effect of performance additives contained in Sasol-branded fuels helped to improve
Delegates at the MISA/RMI breakfast
economy even in older generation engines. “We’ve conducted tests which show how, over a period of time, the removal of deposit build-up allows engines to operate at optimum efficiency and sustain optimum fuel consumption,” he said. Other speakers included Cimat’s Blazej Krupa and Mellet’s Daniel Centeno, who addressed issues relating to turbocharger technology. For turbocharger businesses in South Africa an exciting time lies ahead in that a proposal has been presented to the RMI Board to form a Turbocharger Remanufacturers’ Association (TRA) which will, if implemented, fall under the umbrella of the organisation’s Reman Cluster. Gary Kaiser of Bosch concluded proceedings with a presentation on mobility solutions in which the company is involved and, following a lunch break, SADFIA held its AGM attended by members of the National Executive Committee. During the meeting, matters of relevance to various sectors in which the association was involved were tabled by members and collective approach to implementing solutions was decided upon. In his summation, Chairman Chris le Roux said SADFIA’s growth potential remained strong.
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FAQs With two months of petrol price hikes in succession – vehicle owners are looking carefully at ways of saving costs businesses wanting to stay afloat in a highly-competitive market. Keeping customers satisfied is essential to their business so more often than not they will go the extra mile to assist you,” adds Niemand. Q: How can I be more fuel efficient?
ith Gauteng vehicle owners now having to pay almost 60 cents more per litre for petrol, many are feeling the pressure of owning a vehicle. Pieter Niemand, Director of the Motor Industry Workshop Association (MIWA), says this month’s increase has come as a big shock for many motorists with some wondering how long they will be able to sustain the costs associated with their vehicles. “Every petrol price increase means more is paid towards petrol costs and less is available for the maintenance of the vehicle,” he says. Q: What are the effects of the continual petrol price hikes? A: While this could lead to more unroadworthy vehicles on the road, “this does not have to be the case,” says Niemand. He believes now is an opportune time for vehicle owners to review their vehicle costs and look at cost-saving alternatives that won’t compromise their vehicle or safety. “Regular maintenance of a vehicle is the only way to ensure it remains roadworthy but is also a money-saving exercise in the long run because major breakages on a vehicle
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are very expensive. Regular servicing can prevent that. It’s also the best way to ensure you keep your vehicle longer. A car in good condition will run longer and possibly be more fuel efficient,” he says. Q: How can I maintain my car for less? A: In terms of price savings when it comes to maintenance, Niemand says there are excellent, accredited workshops that realise the expenses customers are dealing with and will offer a top-class service at a reasonable price. “It’s important to speak to the mechanic and share your concerns about price. There may be a way to do staggered maintenance with staggered payments or another solution. Already by using an independent workshop you are saving as services through dealers are more costly.” “The key is finding a workshop that is accredited and affiliated to an association, such as MIWA. In this way you can be assured that the workmanship has a stamp of approval and should you be dissatisfied with the service, you have a channel to go through to lodge a complaint.” “Independent workshops are small
A: Niemand says that most modern vehicles are equipped with engine management systems which operate at the most fuel-efficient settings under most conditions. “But what must be kept in mind is that no computer-based system can control the actions of the driver.” He offers drivers the following tips: • Accelerate at an even pace in traffic. Short bursts of the accelerator will increase fuel consumption. • Drive in a lane which has the least traffic ahead to maintain a constant speed. The engine management system will adjust the most economical settings for the best fuel consumption. • The first startup after a lengthy stand is the one which has the richest fuel mixture, therefore one must prevent harsh acceleration whilst the engine is still cold as this will spike the consumption figure dramatically. Do not idle a cold engine to warm it up, as this will not improve the fuel consumption nor lengthen the life of the engine. • If you are in a heavy traffic situation and the waiting times are lengthy, do not be afraid to turn off the engine and restart once the traffic starts moving again. Modern engines are now being equipped with this function to aid fuel saving. However prevent continuous switch-offs as this will drain the battery..
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DEGREE CELSIUS IS THE MEASURE OF ALL THINGS.
he bakkie is dead! Long live the bakkie! Do you remember, a few years ago, when marketers were predicting the South African demise of the iconic pick-up? They said the vehicle had seen its best days and that its market share would steadily be picked apart by vans and sports utility vehicles (SUVs). I was reminded of the forecast recently when interviewing Jaco Oosthuizen, the new MD of Renault SA. Executives, some local, of the French brand, were among those who had said the SA market’s exposure to the full range of vehicles the rest of the world had to offer, was bound to change tastes. Plenty of other ‘experts’ said the same. True, they said, the bakkie could be used either as a versatile passenger vehicle or
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for commercial purposes, but why buy one if the market now offered custom-made, separate solutions for both needs? SA would go the way of the rest of the world and switch to vans and SUVs. Except it hasn’t. What were the two bestselling new vehicles of any description in SA in 2016? The Toyota Hilux bakkie and the Ford Ranger bakkie. And what will top the charts this year? Hilux and Ranger. But it’s not just these two. Nissan and General Motors both build bakkies in SA – though the latter will give way to Isuzu after the US multinational disinvests from SA at the end of 2017. What Isuzu won’t build, though, is the little Chevrolet Utility bakkie, which has been a huge hit in SA for many years. No one is
saying if the option was available, but Isuzu may come to rue not having a smaller vehicle. Jeff Nemeth, the Ford Southern Africa CEO who left this year after overseeing his company’s reinvention as a single-product manufacturer, often said his biggest regret was not continuing to build the pint-sized Bantam pick-up. Once Corsa goes, that will leave the field – worth tens of thousands of sales every year – to the Nissan NP200. At least, we assume it will. Nissan SA has become a master of procrastination in recent years over its product plans. But whether it builds the next-generation Hardbody, the Navara, or a combination of both, it’s hard to imagine the company giving up sole rights to the small-bakkie market.
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So why have South Africans defied the ‘experts’ and stuck with the bakkie. For one thing, it’s that icon I referred to earlier. It defines the local market. South Africans and bakkies are inseparable. Then there’s the fact that it’s so many things to so many people. Why buy a business van if you want a vehicle that will also take your family on holiday? And why buy an SUV if your vehicle might also carry ‘dirty’ goods. I recently bought a new double cab - my fourth bakkie in all, but the first for 15 years after owning two Subarus. Why a bakkie? Because I can drive it around town or to the bush with people on board. Under the canopy I can take rubbish bags or grass to the tip when Pikitup, as happens so often, fails to collect; or throw dogs in for trips to the park; or bicycles or camping gear for getaways. Ah, I hear you say, but you can throw all those things in the back of an SUV. Yes, you can, but afterwards you have to spray for ants, clear dog hair and check for damage. With the double-cab, all I do is hose down the inside. And when’s the last time you hauled building bricks and rubble in the luggage compartment of your SUV? I don’t think twice about that with the bakkie.
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Meanwhile Fiat and Volkswagen are among several companies that import the vehicle. Chinese manufacturer BAIC says they will be an important part of its portfolio once (if?) its Greenfields Eastern Cape assembly plant is up and running. And it’s not beyond the bounds of possibility that Mercedes-Benz could find a willing local market for its luxury new David Furlonger bakkie. is the industrial editor of The bakkie dead in Business Day SA? Don’t make me and Financial laugh. Mail
What was particularly interesting about my conversation with Jaco Oosthuisen was his admission that if Renault is to make a big improvement on its current SA market share, it will need to add a bakkie to the product lineup. There is one in the overseas family that could be brought here, and discussions about the possibility have taken place. Remember, this was the company that said the bakkie would die.
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ASSOCIATION OF THE MONTH
Standing Up against Fraud and Corruption at Vehicle Testing Stations The RMI's Vehicle Testing Association (VTA) launches Anti-Fraud and Anti-Corruption Charter and a whistle-blowing mechanism
TA 30 - NOVEMBER 2017
Vehicle Testing Association
s an industry, South Africa’s vehicle testing stations have earned an unfortunate reputation for irregular transactions or corrupt practices. While the reputation may be due to the activities of a small number of outlets, the majority of test stations – which have tried long and hard to ensure that roadworthy tests are done properly and with integrity – have been similarly affected.
Corruption Charter. The charter was launched during October at the Annual General Meetings of the VTA in KZN, Gauteng and Cape Town, and will be adopted nationally.
In an effort to set matters right the RMI has facilitated the commitment and undertaking by its VTA member testing stations of an Anti-Fraud and Anti-
The important development occured during National Transport Month – October – which the National Department of Transport uses to
In addition, the RMI has established an Anti-Fraud hotline / whistleblowing mechanism, where any person can report fraudulent activities – firstname.lastname@example.org.
raise awareness of the vital role that transport plays in South Africa’s economy, encouraging participation from civil society and business with regard to the provision of safe and more affordable, accessible and reliable transport. Follow the conversation at #OTM2017.
VTA members who signed the Anti-Fraud and Corruption Charter during the National road show
According to statistics released by the Road Traffic Management Corporation (RTMC), non-roadworthy vehicles are responsible for 8%¹ of South Africa’s road crashes. In 2014, 12 702² road users died in accidents. While testing stations play a critical role in advancing road safety, presently, roadworthy tests are required only for vehicles which change ownership or, where public service vehicles are concerned, on a six-month or annual basis. Therefore, out of more than 12-million cars, trucks, buses and motorcycles on the country’s roads, only about 21%³ are subject to roadworthy tests, with almost 80% of the vehicle population not legally required to be tested at all. While good maintenance of vehicles and roadworthiness remains the responsibility of owners, vehicles which don’t change hands have no reason to be tested, and hence comply with legal standards based only on their owners’ levels of commitment. Nevertheless, for the 21% of vehicles which do undergo assessment, the anti-fraud and anti-corruption initiative introduced by the industry demonstrates a genuine commitment to operate within the law and ensure that vehicles that are declared roadworthy are indeed roadworthy, having been properly tested in accordance with relevant legislation and standards.
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ASSOCIATION OF THE MONTH
Vehicle Testing Association
For a vehicle testing station to have the Anti-Fraud and Anti-Corruption Charter on public display will mean that all employees at that outlet are committed to comply with its undertakings, embodied in the following pledges: • I pledge and undertake that I will act within the boundaries of the law in all aspects of my job; • I pledge and undertake not to declare non-roadworthy vehicles roadworthy; • I pledge and undertake that I will uphold the principals of honour and promise-keeping; • I pledge and undertake that I will not to participate in – either directly or indirectly – activities which involve fraud and/or corruption. Neither will I condone such activity; • I pledge and undertake to report any fraudulent transaction of which I may
become aware during the course of my business or my job. • By virtue of my signature hereto, I pledge and undertake to, in general, lawfully do all things expected of me to ultimately support, promote and advance the objectives of the AntiCorruption and Anti-Fraud Charter as a whole. Jakkie Olivier, CEO of the RMI, says: • Should members of the public be aware of any fraudulent activity
at any testing station, please send an email to: email@example.com. The information will be treated confidentially, and the appropriate authorities will be engaged and action taken.
¹ Source: RTMC Crash Report 2009 ² Source: Thandi Moyo, at the Road Safety Conference November 2015 ³ Source: www.enatis.com For more information please contact: Joy Oldale 0824644009 firstname.lastname@example.org
“Abandoned Solutions offers a LEGAL, COST FREE solution TO ALL DEALERS/WORKSHOPS/PANELSHOPS” WHAT WE DO?
Abandoned Solutions (Pty) Ltd offers various Motor Vehicle Dealerships and Workshops the opportunity to sell their claims with regards to outstanding invoices and monies where the dealership has rendered services and invoiced for work already, quoted, finished or assessed, in their workshops and where the owner of the vehicle has simply: • Failed to pay, • Is uncontactable & uncooperative or willing to settle • Abandoned their respective Vehicles • Passing onerous risk on to the dealership forcing them to store various unwanted vehicles • Occupying valuable rented workshop space by leaving their unwanted vehicles on the Dealerships Premises. Abandoned Solutions simply buys the outstanding claim by negotiating an acceptable price from the dealership and removes the vehicle with immediate effect, whilst taking ownership of the outstanding claim or invoice.
HOW IT WORKS? • • • •
Both Parties, simply negotiate the price per claim that the dealership is willing to sell at (Willing buyer willing seller principal) Contract per claim is finalized and the monies are paid immediately (effecting the sale) The vehicles are collected immediately or by way of arrangement (Removed as promised) Abandoned Solutions is now rightfully the owner of the claim or outstanding invoice (Dealership is free of the liability and no longer the rightful Creditor of that particular claim rather that ownership has passed to Abandoned Solutions Pty ltd) Abandoned Solutions will trace the client at its own risk and have the claim - AUGUST 2017 settled in full (this is how we make money and bring value to the Dealership)
SOLUTION OFFERED •
We at Abandoned Solutions offer a quick, cost free solution to these problems.
We will: • A court order will be obtained within 4 – 6 weeks We will: • As an additional service, Abandoned Solutions can offer FREE temporary storage for abandoned vehicle should this be required during the clearing / salvage process.
Abandoned Solutions….…. we simply take care of your hassles……. And turn them into solutions……… Contact Robert Henderson on 011 450 0550 or 073 016 8424 Fax: E Mail: Address:
086 662 1148 email@example.com 72 Concorde Road East, Bedfordview, A3 (Head Office) www.automobil.co.za
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JULYGroup 2017 - 33 Limited
A Division of Imperial
G.U.D. filter kit range gets a boost For ease of reference, the new packaging illustrates the filter images of the products as well as the part numbers and vehicle applications.
.U.D. Filters have increased their premium filter kit offering by adding a further 13 filter kits for the top-selling passenger and LCV vehicles in the country. The filter kits comprise air, oil, and fuel or cabin filters, providing a one-stop filtration shop for workshops and mechanics. The much-anticipated filter kits FK5 (Toyota Yaris 1.3 & 1.8), FK6 (Toyota
Etios), FK7 (Opel Corsa Utility) and FK15 (Hyundai H100) will be available from mid-November 2017. Filters Kits 1-4, fitting popular vehicle applications, Toyota Quantam, Fortuner and Hilux, Ford Ranger and Mazda BT-50 II, were launched last year to meet customer demand. These filter kits have undergone a new look and feel with updated packaging.
“We decided to develop and introduce filter kits for passenger and light commercial vehicles to offer a premium filtration solution that eliminates the guesswork of identifying what filter fits the vehicle application during a service interval. It’s also a time and money-saving benefit for the customer. Customers can expect the same OEM approved quality standards of the filters in the filter kits as the rest of our extensive product range,” says Ian Law, Group Sales & Marketing Manager, G.U.D. Holdings. G.U.D. Filters’ reputation as the leading filter brand in sub-Saharan Africa remains entrenched for over 68 years through their innovation, premium quality, and excellent customer service.
WorldSkills team leaves for Abu Dhabi
Lee de Sousa, Training Academy Manager at Imperial, Christie Brill, Media and Events Co-Ordinator at Gondolier, and Danelle van der Merwe, RMI
34 NOVEMBER 2017
he South African WorldSkills team was treated to a send off at the Lakes Hotel, Benoni
The Deputy Director-General Skills Development, Mr ZC Mvalo was the programme director. The function consisted of a rendition of the national anthem, welcome by Director-General: Higher Education and Training Mr G Qonde, a video presentation on the history and background of WorldSkills, a motivational speech by Pater Veli Luvuyo, a message of support by Minister of Higher Education and Training Dr Blade Nzimande, the handover of an SA flag to Team SA, and toasting to the success of the Team SA by Deputy Director-General Skills Development ZC Mvalo.
Motoring Matters on Radio Pulpit
adio Pulpit 657 AM has been the daily companion to thousands of loyal listeners for more than 35 years. The quality of their radio programmes contributed towards them winning the MTN Community Station of the year award in 2015. They cater for a diverse audience and have perfected the art of uniting and blending different languages in one programme schedule. Radio Pulpit is an independent transcultural and trans-denominational media organisation with the aim to
proclaim the gospel message to South Africa and beyond, through the production and broadcasting of radio programmes. Their footprint is huge in the whole of Gauteng and the Western Cape, with over 300 000 listeners per day, including a DStv audio channel 882. They have recently introduced a Motoring insert every Wednesday at 17h15 during their high peak listenership Drive Time show. The insert
els c x e a l u b e h t a M Dereck E thanks to Triple
Kevin Hashatsi from Triple E with Luis (Dereck) Mathebula and Attie Serfontein, RMI
is named Motoring Matters, which offers valuable and informative content regarding motoring-related matters. Much of the content is provided by the spokesperson of the Automobile Association, Attie Serfontein from the RMI, and various other motoring specialists. Some of the informative and helpful Topics covered are: Preparing your vehicle for the Holiday Season (from Oct to Dec) 1. Pre-owned Motor Dealerships – what to look out for. 2. The importance of a Motor Warranty 3. Motor Insurance – Why? 4. Motoring Finance 5. Drive Safe 6. Parts and spares 7. Servicing your car – where to go 8. The Road Accident Fund 9. How to buy and sell a used car (consumer act law) 10. Motor Auctions – what to look for.
ince Dereck Mathebula began his journey with Triple E in order to create a better future for himself and improve his English proficiency in 2014, he has excelled in course material, class attendance, homework, class activities and workbook projects. Dereck will be concluding his Level 4 English soon, and deserves a pat on the back for his determination. The RMI notes that Dereck is as motivated as ever to continue his studies after concluding the English training. Furthermore, it is also apparent that Dereck carries himself more confidently when engaging in English, but more so, in overall engagement (which of course equips Dereck in a much bigger playing field – that of life). The RMI is so proud of his achievements, and will continue to support him going forward.
NOVEMBER 2017 -
Partinform visits Newcastle
he town of Newcastle in Kwa-Zulu Natal hosted the Partinform Trade show at the Pines Conference Village on the 11 October and was well attended by close to 80 visitors from the automotive aftermarket community in Newcastle. The members manning the stands were kept busy answering questions from the visitors about the brands on display which proved very useful when the quiz show was held and participants were questioned on the various brands. The winner of the evening quiz will be attending the go-karting event at the end of the year event hosted by MCP rental Karts. The participants of the quiz show all received prizes from the sponsors of the evening which included Sabat, SKF, ATE and PPC Turbochargers. As always there was great competition between the exhibitors for the â€œbest stand of the eveningâ€? and the award for this, after much deliberation, was given to the Monroe stand. The Partinform events which are held at venues around the country continue to promote good quality parts and brands and stress the importance of stocking and promoting quality automotive replacement parts. The RMI is proud to be associated with Partinform and its members and recognise the hard work and effort in promoting thes events. The next Partinform event will be held in Brits on the 8th of November and should be well supported by the local automotive community.
36 - NOVEMBER 2017
SEPTEMBER 2017 -
Holding Yourself Accountable to Your Goals
t’s easy to set goals for yourself. Following through with them is a bit harder. This is why gyms that are packed with people in early January are half-empty by early March. As it turns out, it’s much easier to say you want to lose 50 pounds than to actually do it. Having a goal is incredibly important, don’t get me wrong. Without a defined goal, there’s nothing to work towards and no motivation to get there. Problems only begin to arise when you come up with the idea of a goal, but you don’t have any real intention to get there. It’s one thing to say that you want to do something, but another thing entirely to actually do it. Without a defined goal, there’s nothing to work towards and no motivation to get there. Given how common it is to set a goal and not adhere to it, the best way to avoid being that person is to make yourself accountable. Saying you want to do something isn’t good enough. You need to be reminded of that goal, to be pushed and furthered to achieve it, even when you want to give up. That takes a little bit of extra work on your part, but the difference in success is night and day. The following methods are some of the most effective (and proven) methods of increasing your own accountability to your set goals.
your goals, you are putting into physical form that which you wish to achieve. People who write down their goals will often place their written plan in an area where they will regularly see it. This makes it so that they are routinely reminded of what it is that they set out to do; if they fail to work towards that goal, they will be reminded of that fact. 2) Map out a plan to make it happen Setting goals for yourself is only the first step. You need to know how you are going to achieve that idea, which is why writing out a step-by-step plan is so helpful. Not all goals are entirely realistic, while others might require more work and effort than you initially expected. If you are trying to achieve something that seems rather optimistic, it probably is. That’s not to say that you can’t meet that goal, but if you go in expecting the process to be easier than it is, you might find yourself getting discouraged very quickly.
need to have a concrete plan of action. Just ‘working harder’ is not going to make that happen. Lay down a piece of paper, identify the things you need to work on, and come up with a way of solving these problems. This will also have the effect of making you more invested in your goal; you’ll have sunk a fair amount of time and money into making it happen, which will make you want to see it through to the end that much more.
3) Do it together Holding yourself accountable on your own is really difficult. You never have somebody checking in on you, nor do you ever hear somebody validate your efforts or offer advice as to how to do it better. This is why sharing a goal with another person can be an incredibly powerful motivator. Instead of going to the gym by yourself, go with a group of people. Instead of setting time aside to study on your own, go with a couple of like-minded students. Having a supportive group of This is especially true if you are setting people who are all trying to achieve the goals in a business. If you want to increase same goal will both motivate you and help your yearly revenue by 50% next year, you keep you accountable.
1) Write it down As simple as this process is, the effect on both your memory and commitment from writing something down is significant. It is believed to help with memory retention, and by writing out Source – www.bradsugars.com
Pieter Scholtz is the Co-Master Franchisor in Southern Africa for ActionCOACH, the fastest-growing and largest business coaching company globally. Pieter and his partner Harry Welby-Cooke developed ActionCOACH across Southern Africa, which now boasts over 40 franchisees. He is also a certified, leading business and executive coach. He has successfully assisted countless business owners to significantly grow their profits and develop their entrepreneurial skills. www.actioncoach.co.za / 012 665 1015
38 - NOVEMBER 2017
Driven by CLIMATISATION
Excellence for professionals Bosch air conditioning service units for R-134a and R-1234yf www.bosch.co.za What drives you, drives us.
SEPTEMBER 2017 -
Audi Genuine Parts Genuine Parts engineered for your Audi. Carrying the promise of progressive engineering to its core, Audi Genuine Parts are as distinct as the brand they represent. All parts originate during the development of each model, ensuring that each individual part fulfils its task precisely and reliably. For genuine quality and impeccable safety you expect from the perfect Audi experience, contact your nearest Audi dealership.
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40 NOVEMBER 2017
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I find it quite amazing that a steam locomotive can move a 500 ton train at a speed as low as one rev per minute, but a 3 000 kW diesel has to rev to at least 1 000 revs/min to get the same result. so in a fit of temper Bouton increased the speed to 1 200 revs/min, then 1 500, 2000, 2500 and eventually 3 500, with the engine still running reliably and happily. He redesigned the production version to run at 2 000 revs/min and sold many thousands. The engine turned out to be tough and reliable. The design was copied by many companies, including Indian and Harley-Davidson.
he reason is that a diesel has to develop pressure by combustion to develop power, but the steam engine not only gets pressure from an external source (the boiler) but it’s double-acting. Each side of the piston gets the pressure in turn.
One can only guess why this engine thrived on high speed. My own theory is that it either went through a critical vibration period at 900 revs/min, or the little understood (at the time) hydrodynamic lubrication resulting from the interplay between oil pressure, bearing clearance and oil viscosity was improved by the higher speed.
For somebody used to a slow steam locomotive engine, the 350 revs/min reached by the first car engines must have been almost unbelievable. Even as late as 1895, ten years after the first petrol-engine cars started to appear, most manufacturers hesitated to design engines capable of revving past 1 000 revs/min. They could not imagine that any engine could last at such a high speed. This attitude started to change in 1896 when Georges Bouton, of the famous De-Dion et Bouton company, designed a 137 cm3 single that was designed to develop maximum power at 900 revs/min.
Over the years maximum engine revs increased, because that will result in more power. By 1960 some production engines could rev to 6 000 revs/min, and soon afterwards Honda showed what can be done by developing racing motorcycle engines that could exceed 20 000 revs/min. At present, some production engines are nudging 8 000 revs/min, and Formula One engines had to be restricted by regulation to prevent them exceeding 20 000 revs/min. Apparently, at that kind of speed the piston runs away from the expanding gas!
The engine was unhappy at that speed. It ran rough and kept running bearings,
The part that suffers most as the speeds increase is the connecting rod between
42 NOVEMBER 2017
the crankshaft journal and the piston pin. It is one of the components that had to be continuously redesigned to keep up with the increased stress that comes with an increase in revs. This stress grows as the square of the revs, so that when the engine speed is doubled the stress gets multiplied by four; when the engine speed is three times higher, the stress gets multiplied by nine! The maximum stress in a conrod is defined to be the smallest cross-sectional area divided by the maximum force acting on that area. This means that when aiming for a particular allowable stress, as determined by the material you’re going to use, you’ll have to determine the maximum force acting on that area. This calculation makes use of Newton’s second law which says that force = mass x acceleration, so if you know the piston mass you only need the maximum acceleration to calculate the maximum stress. The maximum acceleration of a piston can be calculated from the following formula: Piston acceleration = r(2πN/60)2(Cosβ) +(r/L) (Cos2β) metres per second squared. Here r = crank radius in metres = stroke/2; N = r/min ; π = 3,142 β = angle crank radius makes with vertical cylinder centreline; L = conrod length in metres I’m showing this formula because it shows the effect various engine dimensions have on the maximum acceleration.
STROKE LENGTH This comes into the formula because it’s double the crank radius. We can calculate the maximum piston acceleration at 6 000 revs/min for various stroke lengths from the above formula. Note that the maximum occurs at top dead centre when β = 0: TABLE ONE Stroke in mm
Acceleration in m/s2
60 64 70 80 90 100 110
14 064 15 159 (VW Beetle 1200) 16 840 19 739 22 761 25 907 29 177
We can conclude that a short stroke keeps the stress down, and this trend was initiated by the VW Beetle. A low value was chosen by Dr Porsche, so that the car could cruise at full throttle on a freeway without elevating internal engine stress. British engines tended to have long strokes because the road tax punished engines with a large bore, so they had to lengthen the stroke to get to the design capacity. The following table shows the relationship between bore and stoke for a 4-cylinder 2-litre engine or a 3-litre 6-cylinder engine. TABLE TWO Stroke in mm
Bore in mm
110 100 90 80 70 60
76,1 79,8 84,1 89,2 95,4 103
It shows the compromise that is inherent in all engineering design. If the stroke is very short the bore becomes very large. This has the advantage that bigger valves can be used to get more air into the engine, but it tends to make an engine long, wide and heavy. It also increases the crankshaft vibration levels and piston mass, and in turn the mass affects the stress levels because of Newton’s second law.
ENGINE REVS The power an engine develops is determined by the cubic displacement, the average pressure on the pistons and the revs/min. It follows that an easy way to get more power is to increase the maximum power revs, but the above formula shows that it always results in a higher stress level. ACCLERATION VALUES We can get some idea of the actual acceleration values during one down-stroke, calculated from the above formula, by taking the Ford Essex V6 as an example. The relevant specifications are: Stroke: 72,42 mm; Conrod length: 143,3 mm; Max revs: 5 800 revs/min; Reciprocating mass: 0,850 kg.
This table gives some Interesting values: TABLE THREE Crank angle Degrees 0 30
Piston acceleration m/s2 16 634 13 178
Piston speed km/h Time seconds Remarks 0 47,97
Max piston speed
One can deduce the following from the table: 1. The high acceleration values occur at top dead centre (TDC) and bottom dead centre (BDC), where the speeds are zero, because at these points the pistons have to come to a complete stop and turn around. 2. The maximum acceleration occurs at TDC and is 16 634 m/s2. The acceleration due to gravity is 9,81 m/s2 so that this amounts to 16 634/9,81 = 1695,6g. The fastest dragsters only get close to 5g! 3. The acceleration value at BDC is a great deal less than at TDC because the chart shows that maximum piston speed occurs at 76,9 degrees. This means the piston accelerates from zero to maximum speed through 76,9 degrees but decelerates back to zero for 90 + 13,1 = 103,1 degrees. This gives a lower maximum acceleration value. This effect is entirely due to the sideways movement of the conrod; i.e. if the conrod was infinitely long, the maximum piston speed would have occurred at 90 degrees from TDC and the top and bottom accelerations would have been equal. 4. The Essex has a reciprocating mass of 0,850 kg. This is the mass of the piston plus rings plus gudgeon pin plus one-third of the conrod mass. Using the formula force = mass x acceleration shows that the maximum force needed to pull the piston down from TDC inside one cylinder at 5 800 revs/min is equal to 16 634 x 0,850 = 14 139 newtons. This is equivalent to a weight of 14 139/9,81 = 1441kg (kg = newtons/g) and means that as far as the crankshaft is concerned the 850 gram reciprocating mass weighs just over 1,4 tons!
TECH TALK OTHER INTERNAL FORCES The above internal force on the conrod is an inertial force, i.e. it is caused by the reciprocating mass moving up and down the bore. Combustion pressure also exerts a force on the conrod and crankshaft, but it acts in opposition to the inertia forces for the most part. This means the gas pressure acts as a damper for the piston as it travels upwards on the compression stroke. If you rev an engine in neutral, there’s practically no damping effect, which is why it’s not a good idea to go much above 3 000 revs/min. Some engines have rev limiters that won’t allow high engine speeds in neutral. Engines have been known to break conrods at speeds over 6 000 revs/min in neutral.
the effect of their very high engine revs is offset by using very short strokes.
Jake Venter has worked as a mechanic, as an engineer in an engine assembly plant and as a lecturer, but now prefers journalism.
CONCLUSION The close relationship between stroke length and maximum inertial stress has given rise to the engineering habit of using average piston speed as a rough guide
to stress levels. It’s given by the formula average piston speed = 2LN/60) m/s. The symbols have the same meaning as in the first formula, and the factor 2 occurs because one revolution = two strokes. The typical values in m/s vary from 12 for automotive diesels to 16 for family cars, up to 20 or 25 for sports cars. Formula 1 engines also run close to 25 m/s because
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At first glance, the BCEA’s regulations might appear to be rather apparent, yet there is considerably more to it than what is initially appreciated.
he Regulation of Employees’ Working Hours is enshrined within the Basic Conditions of Employment Act 11 of 2002. When the BCEA’s regulations pertaining to working hours are considered, the outline of the Act is clear-cut and forthright. However, when the requirements and limitations regarding working hours are properly comprehended, it could result in one opening a can of worms. Although there are many aspects pertaining to an employee’s working hours, overtime in particular is problematic and therefore, ‘overtime’ serves as the cornerstone of this article. The notion of overtime is frequently adversarial in the workplace – both for the employee and employer. Employees are adamant to receive
46 NOVEMBER 2017
additional remuneration for extra hours spent working, while the employer has an expectation of employees to ‘go the extra mile’ as a given. This rope-pulling between employees and employers, as a result of overtime and the remuneration that comes along with it, every so often results in employees being exploited, or, on the other side of the spectrum, employers being submerged in financial distress. In general, overtime is required from employees due to circumstances which exist and necessitates the workforce and the extra time. Typically, this would be due to a number of factors inter alia the production requirements of a company, breakdowns (which causes unnecessary delays), unforeseen circumstances, or set deadlines which have to be met.
There are several facets of overtime and the regulation of working hours that should duly be grasped and implemented to avoid any further delays in production or, even more so, to avoid unnecessary work stoppages that tend to bring about major economic losses, not only for the company but for the labour market as a whole.
To obtain a clear view on overtime in the workplace, it is essential that the definition of overtime is considered within the context of the Basic Conditions of Employment Act. Chapter one of the BCEA defines Overtime as …the time that an employee works during a day or a week in excess of ordinary hours of work.
(b) with due regard to the Health and Safety of the Employees; (c) with due regard to the Code of Good Practice on the Regulation of Working Time issued under section 87(1)(a); and (d) with due regard to the family responsibilities of the employees.
The Act further defines ‘a week’ as the period of seven days within which the working week of that employee ordinarily falls and ‘a day’ as …a period of 24 hours measured from the time when the employee normally commences work.
It is noteworthy that in terms of the BCEA, the following employees are excluded from the working hours’ provisions: 1) Employees in managerial positions; 2) Employees who work less than 24 hours per month for the employer; 3) Employees engaged as sales staff who travel to the premises of customers; and 4) Employees who regulate their own hours of work.
The ordinary hours of work determined by the BCEA is 45 hours per week. An employee may not be forced to work more than the prescribed 45 hours per week. However, this does not mean that the work week must encompass 45 hours – it may be less than the permitted maximum hours. As a result, if an employee is contracted to work 45 hours per week normal time, then any hours in excess of that is overtime. On the other hand, if an employee is contracted to work 40 hours per week normal time, then any hours in excess of the 40 hours is overtime. Chapter Two of the BCEA deals with the regulations of working time. Certain categories of employees are excluded from this specific chapter – apart from section 7, dealing with the responsibility of the Employer in the regulation of the working time of each Employee. According to section 7, each employer has the obligation to regulate the working hours of each employee (a) In accordance with the provisions of any Act governing Occupational Health and Safety;
Employees earning above the annual threshold, as determined by the Minister, will be excluded from the provisions of overtime. The current annual threshold is R 205 433-30. More specifically, employees with higher earnings than the annual threshold do not enjoy the protection of the following sections of the BCEA: Section 9 Ordinary hours of work Section 10
Compressed working week
Averaging of hours of work
Daily and weekly rest period
Pay for work on Sundays
Save for the abovementioned employees, the BCEA provides that if the employee works overtime – despite the reason – such an employee will be entitled to receive compensation of 1.5 times his/ her ordinary wage. If an employee works on a Sunday or a public holiday, the employee will be entitled to double pay, unless a Sunday is deemed to be a normal working day according to the employment contract.
It is further possible for the employer to afford the employee paid leave for the overtime worked, instead of remunerating the employee. The employee will then be entitled to 90 minutes paid time off for every 60 minutes overtime worked. The referred paid time off must be granted to the employee within one month after working the overtime, but by agreement this period may be extended to 12 months. This will also have to be contractually agreed between the parties before it may be implemented. Employers must also take into consideration that an agreement by the employee to work overtime that was reached during the first three months of employment, lapses after one year. The onus will therefore be on the employer to reconfirm the commitment of the employee to work overtime after a period of 12 months. When calculating the number of hours that the employee has worked, it is crucial to bear in mind that the employee is entitled to one hour’s meal interval per day – which may be reduced to 30 minutes by agreement. The aforementioned ‘lunch hour’ is excluded when calculating the hours worked in circumstances where the employee is not required to work during the 60/30 minutes’ lunch break. Should the employer expect the employee to work, or be available to work, during his/her lunch hour, then the employee will be entitled to receive remuneration for the lunch break spent working. Against the background of section 10 of the BCEA, it is evident that no employer may obligate an employee to work overtime. Overtime should be contractually agreed between the parties. An employee may neither be forced nor expected to work more than three hours’ overtime per day. The maximum permissible overtime to be worked is capped at 10 hours’ overtime work per week. In Maneche & others v CCMA & others  1 BLLR 52 (LC) the employees left work one day on the ground that
LABOUR they had already worked the maximum amount of hours overtime permitted by the Basic Conditions of Employment Act 75 of 1997. They were charged with insubordination, and as a result, dismissed. The dispute was referred for arbitration by the CCMA. The respondent commissioner reasoned that the employees had, for many years, worked overtime in excess of the permitted three hours per day when the respondent’s peculiar operational requirements called for packing of freshly picked mushrooms and that, on the day in question, the packing would have taken only about 15 to 30 minutes’ more overtime work to complete. The commissioner upheld the applicant’s dismissals. On review, the Labour Court found that the Act takes precedence over any agreement or practice, and that applicants should not have been prejudiced for refusing to return to work after the daily limit on overtime work had been reached. For that reason, the award is reviewable and should be set aside. The Labour Court ordered that the dismissal of the employees was substantively unfair and they were to be reinstated, without loss of benefit, from the date of their dismissal. In practice, an employee whom enjoys the protection as provided for in Chapter 2 of the BCEA, has the right to demand payment for overtime worked. The same cannot be said about the employees who are excluded from the provisions of Chapter 2. However, the latter have the right to negotiate with the employer certain terms on which overtime will be worked and remunerated. In most instances, remuneration for overtime worked is addressed within the employment contract. Section 48 of the BCEA is of paramount importance when considering ‘the right to demand versus no right to demand:
Prohibition of forced Labour: 48 (1) Subject to the Constitution, all forced labour is prohibited; (2) No person may for either his own benefit or for the benefit of someone else, cause, demand or impose forced labour in contravention of subsection (1). (3) A person who contravenes subsection (1) or (2) commits an offence. In South African Medical Association and another vs Public Health Social Development and other the court held that if an employer expects an employee to work overtime, it should be agreed upon prior, and the employer cannot force the employee to work overtime. In this matter, the employee did not work commuted overtime and was subsequently dismissed. The Labour Court held that the dismissal was substantively unfair, as the employee did not contractually agree to work commuted overtime. Only in circumstances where the overtime is due to an emergency – providing that the emergency is genuine and reasonable – may the employer expect the employee to work overtime. Such emergencies would be required to be handled without delay and would be due to circumstances beyond the control of the employer. The workload and/or emergency that needs to be dealt with must be of such a nature that it cannot be done or handled during normal working hours.
The employment contract is the key to resolve the overtime issues at hand. Furthermore, employers should be conscious about not absconding from the provisions of the BCEA. Overtime in the workplace can become a sticky situation if not dealt with correctly - the unrivalled avenue to follow is for the employer to communicate, negotiate and agree upon overtime with the employee. Employers, and Employees alike, are advised to be aligned with the provisions of the BCEA. When ignored in terms of overtime, the BCEA may become a big obstacle that cannot be circumvented.
If the employee has contractually agreed upon working overtime and then later refuses to do so – without any just and proper reason – disciplinary action may be taken against such an employee. Employers are advised and strongly urged to ensure that the terms of overtime work are contractually agreed upon, especially in dealing with the category of employees earning more than the annual threshold as determined.
Douw Breed is a director at Barnard Incorporated Attorneys, Centurion
48 NOVEMBER 2017
Charging illegal fees –
be wary of joining the club
ince inception, the National Credit Act No 34 of 2005 (hereinafter the NCA) has been the topic of many contentious consumer-based issues brought before our courts and tribunals. A recent issue addressed by the Consumer Tribunal is whether a credit provider may charge club fees to the account of a consumer with whom it has entered into a credit agreement. In addressing the aforesaid issue, the Consumer Tribunal awarded judgment against two large retail groups by finding that it is illegal to charge club fees to consumers who entered into a credit agreement with that retail group. In The National Credit Regulator vs. Edcon Holdings Ltd NCT/35378/2015/140(1) the National Consumer Tribunal found that charging a consumer a monthly club fee by crediting it to the consumer’s account is unlawful and contravenes sections 90, 100, 101 and 102 (1) of the NCA. The main argument was whether the club fee constitutes a cost of credit as provided for in section 101 of the NCA. The National Credit Regulator argued that the club fee constituted a cost of credit which was not allowed by the NCA. Edcon Holdings Ltd argued that the consumers who were charged club fees obtained many benefits which exceeded the monthly monetary contribution, and that the club fee was a monthly payment for goods or services which does not relate to the credit agreement. The National Credit Tribunal acknowledged
the fact that the benefits received by the consumer may outweigh the club fee charged, but contended that it must be decided whether the NCA allows a credit agreement to contain any fee or charge other than permitted by the NCA. The Tribunal found that there is no section in the NCA which provides for the levying of a club or similar fee, and, as a result, that club fees may not be levied on a credit agreement. Similarly in The National Credit Regulator vs. Lewis Stores (Pty) Ltd NCT/41671/2016/140(1) the National Credit Tribunal found that Lewis’s charging of club fees also violated Sections 90, 91, 100, 101(1)(a) and 102(1) of the NCA. The National Consumer Tribunal has, in both the above-mentioned cases, gone so far as to order that all past club fees credited to consumer accounts should be repaid to the individual consumers. The National Credit regulator and the two retail groups will determine a payment plan whereby the retail groups will repay their consumers the club fees charged in the past. One can only imagine what the financial repercussions of this order is on the aforesaid retailers. Further to the above judgments, the National Credit Regulator has announced that it will be lodging similar complaints with the National Consumer Tribunal against any other major retail group that allegedly has also charged club fees on creditor’s accounts.
It has now been established that a club fee cannot be charged on a credit agreement in the manner it has been done by these retailers. As alluded to herein above, the financial consequences of doing so may be devastating. Credit providers must therefore be cognisant of what fees they may and may not charge on a credit agreement, as the regulating authorities is sure to enforce strict compliance with the NCA. The fees that may be charged on credit agreements in accordance with the NCA are initiation fees, service fees, interest rates and credit insurance. Chargeable fees are further limited by the Regulations on Review of Limitations on Fees and Interest Rates (Government Gazette No 39379) which came into effect in May 2016. On the other side of the scale, consumers should ensure that they are only charged the fees as prescribed by the NCA. To protect themselves, consumers should request detailed statements from their credit providers and ensure that they are fully aware of what they are charged for. Any consumer who can prove a credit provider has charged unlawful fees should immediately notify the offices of the National Credit Regulator or his or her attorney, who should take the matter further with the specific credit provider. Chanique Collet-Serret BARNARD INC ATTORNEYS
RMI4law members enjoy the benefit of legal advice from an attorney 24 hours a day. If you would like to join RMI4law, kindly contact 0861 668 677. Legalex (Pty) Ltd, registration number 2003/003715/07, is an authorized Financial Services Provider (FSP 5277) and underwritten by Guardrisk Insurance Company Limited (FSP 26/10/75).
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AUGUST 2017 -
S’YADOT GNINIART WORROMOT ROF SREKROW We are now on the cusp of a technological revolution where the production of goods and the provision of services can be supplied wherever and whenever they are needed, says Dr Raymond Patel, merSETA CEO
ndustry 4.0 is the next phase in the digitalisation of the manufacturing, engineering and related services sectors, and is driven by the rise in data volumes, computational power, and connectivity (especially new low-power wide-area networks); the emergence of analytics and businessintelligence capabilities and new forms of human-machine interaction such as touch interfaces and augmentedreality systems, and improvements in transferring digital instructions to the physical world, such as advanced robotics and 3-D printing. This includes emerging technologies such as cyberphysical systems, the Internet of Things and cloud computing. Industry 4.0 enables what is being called a "smart factory.”
• While the manufacturing world is moving towards this new paradigm, the vocational and skills development training sector is lagging behind. What, then, needs to be done in the face of this burgeoning uncertainty? There are crucial areas in the manufacturing and engineering sectors that need to underpin an understanding of the impact of the new wave on South African manufacturing and engineering: • There will be labour market transitions which will demand training and retraining. This will
52 NOVEMBER 2017
lead to more rapid occupational mobility between different sectors of the economy, most particularly in manufacturing, engineering and the plastics industries; In South Africa, mathematics and the sciences are the two disciplines that are vital to the development of manufacturing technologies and, thus, tertiary curricula will have to rapidly adapt to deal with changing demands in labour; There will be a massive demand for high-quality skills with the emphasis on problem-solving, innovation and specialised knowledge. Knowledge, foresight and technological risk management will be at the core of the new employee; Jobs-for-life have been eradicated as the new technologies make old skills obsolete, while training, retraining and job mobility will characterise supply and demand. In other words, there will be a paradigm shift in societal relations; Skills mismatches between labour demand and supply will become a thing of the past as the demand for specialised knowledge grows at faster paces in the manufacturing and engineering sectors. Industry will demand the right skills at the right time; 3-D printing will enable
entrepreneurship to explode -the concept of Just-in- Time will soon be a reality. Through 3-D printing, tens of thousands of small manufacturers will be able to deliver goods and services in their locale according to local demands. The opportunities for small but specialised manufacturing are boundless; Fresh financial instruments will have to be developed or created to enable small, specialised manufacturing sector; Logistical and associated challenges will cease to be major problems, and services and goods will be provided wherever and whenever they are needed once such financial instruments lead to the expansion of small manufacturing; The TVET landscape will change dramatically with industry demand being the arbiter of the curricula and the knowledge level of student/labour output. The concept of just the right amount of education in the current curricula of TVETs in South Africa will cease as a practice, as curricula will have to be rapidly adapted to meet the demand for specialised knowledge. Industry will subsidise those institutions that are able to keep abreast of Industry 4.0
PAG SLLIKS EHT GNIS
to the detriment of lagging institutions. This would need policy interventions at national level to prevent lagging institutions from failing completely. Further below, I reveal a merSETA project that is aimed at alleviating this potential disjuncture; and Specialised skills anticipation and matching will be new industries on their own operating 24/7.
Taking all this into account, the merSETA is on the verge of launching a mobile virtual reality training scheme underscored by mobile technology. In developing a Skills 4.0 approach, merSETA aims to solve problems regarding current apprenticeship models by applying technology to: • Provide a mechanism that will give unemployed youth access to informal apprenticeships; • Engage non-training SME workplaces; • Lift the Skills Development system out of its infrastructure constraints; • Improve trade test throughput rates amongst SMEs; • Ensure apprentices become empowered lifelong learners by supporting and incentivising pro-active learning habits and behaviours; • Create additional support mechanisms to develop broader competencies beyond traditional specialist technical skills development in the classroom and workplace (e.g. ICT literacy, entrepreneurship, teamwork, communication and learning to learn); • Link career guidance directly to easily accessible learning pathways; • Support, measure and track apprentices’ progress; and • Apply ICT enablement for occupational learning.
LC NI SREDAEL
What is a learnership?
What is an apprenticeship
A learnership is a structured learning process for gaining theoretical knowledge through an accredited training provider and practical skills in the workplace leading to a qualification registered on the NQF. A learnership is outcomes-based and not time-based and allows for recognition of prior learning. Learnership duration varies but the average is about 12 months.
The apprenticeship system system, which covers b components offered in completed your training, y qualify as an artisan.
Who is eligible to enter a learnership programme? Any person, employed or unemployed, may apply to register for a learnership: Ÿ If you are employed, you may register for a learnership
programme within the sector where your company or organisation operates; or
Ÿ If you are unemployed, you may register for placement in a
learnership programme at your local labour centre or with employers in your area.
The Department of Labour refers unemployed individuals, who meet the minimum criteria, to employers looking for learners.
Who is eligible for an ap
Any South African citizen different admission requ Competence in Maths, Sci chances of selection.
How does one apply to e programme? Ÿ If you are unemployed,
offering an apprenticesh
Ÿ If you are employed, co
requirements and corre enter an apprenticeship
How does one apply for a learnership programme?
It’s about caring for people we render services t
Ÿ If you are employed, find out which learnerships are
available in the sector in which you work. Upon deciding which learnership programme is appropriate, you will need to enter into an agreement with your employer stating your rights and responsibilities as a learner; or
It’s about workin together with colleagues
Ÿ If you are unemployed, you must register your profile at the
nearest Department of Labour office, after which you may be referred to employers who may be looking for learners to enter learnership programmes.
It’s about going beyond the call of duty
TRAINING TOD WORKERS FOR
The merSETA mobile platform is being conceptualised and designed to combine best practice approaches to technology-supported teaching and learning, with emerging technologies to develop inventive approaches towards providing skills development for apprentices. The nationwide accessible platform will have points of integration with the South African National Skills Development Management System currently under development through the merSETA. Full development of the project is expected through four phases over a three-year period. Negotiations are set to begin with major metropoles,
which currently allow citizenry free access to mobile data through their Wi-Fi networks via libraries and other public facilities.
Through their smart devices, CLOSING THE SKILLS GA learners will beLEADERS able to IN complete specific modules, search for further training sites, apply to be apprenticed after completion of relevant modules, and assess the availability of practical training linked to their theoretical studies in their local areas. The merSETA believes this will facilitate learning with job placement and further training in the new environment.
Bosch Automotive Training: Ensure a competitive advantage for yourself
ne of the best ways to ensure your business develops and prospers, is to maximise the skills of everyone you employ. Whether that requires greater levels of technical skills right through to improved product knowledge, the Bosch Technical Training Programme has a training course from which you and your staff can benefit. Covering key aspects of servicing, technical diagnosis and systems training, the Bosch courses have been constructed specifically to meet the needs of Vehicle Workshops. To succeed in todayâ€™s aftermarket, the service specialist must meet the sophisticated requirements of advanced technologies and deliver a quality of service that satisfies the most demanding customers. The scope and quality of these services are ultimately dependent upon the skills and ability of the workshop technician, who is responsible for the application of information, skill and equipment to diagnose and resolve problems. The key to this process being achieved effectively is the underpinning knowledge that has been acquired from training. Therefore, Bosch technical training is as essential to the technicianâ€™s role as is technical information or even garage equipment.Training is an investment which also allows your technicians and therefore your business to adapt to the changing demands of the aftermarket and in doing so, will maintain the service capability of your workshop.
54 NOVEMBER 2017
Practically-oriented Learning One principle characterises all Bosch training courses in the same way: the theory comprises just the right amount of subject-matter and content necessary for the practical work to be performed professionally. This also applies to training in complex electronic systems. For all work, the participants also have at their disposal the standard documents and equipment to be found in a workshop. The contents of all the training courses have a clear structure designed in accordance with the latest academic methods and proceed from the formation of theoretical basic principles to their concrete practical application.This effective method helps the participants to acquire deeper knowledge and thus a more secure understanding, particularly in very complex technical fields.
Competence in Methods Time is money, particularly in connection with the provision of services. Troubleshooting and subsequent repair work must, therefore, be tackled with competence. Using a systematic approach in troubleshooting, the participants learn to narrow down the causes of a problem step by step and thus gain reliability and efficiency in each individual working step. The time and cost frame of a repair can, therefore, be determined with much greater accuracy, which is a decisive factor for the competitiveness of a vehicle workshop. Offering both basic and advanced courses for technical, product and service training these courses are designed to ensure the technician is fully equipped to meet the technical, marketing and sales demands of the new millennium. Make your reservation for a Bosch training course with one of our distributors. Visit www.bosch.co.za for more information.
Technica? Designed to meet the automotive aftermarket’s requirements, this new interactive automotive training program introduces learners to the principles and applications of automotive repair. It equips the learner with a complete set of easy-to-use course materials. This innovative resource serves as an excellent supplement
• Alternative Fuels • Automatic Transmissions • Braking Systems • Charging Systems • Clutches and Manual Transmissions • Cooling Systems • Diesel Fuel Systems • Electrical Principles • Emission Control Systems • Engine Rebuilding • Final Drives and Drive Shafts • HVAC Systems • Ignition Systems • Intake and Exhaust Systems • Lighting Systems • Lubrication Systems • Peripheral Electrical Systems • Petrol Fuel Systems • SRS Safety Systems • Starting Systems • Steering Systems • Suspension Systems • Wheels, Tyres and Alignment • Workplace Communications
to other training programs, or can be used as a primary training solution for learners in the
A range of automotive textbooks available.
POWERED BY A Division of Imperial Group Limited
For more information, call us on (011) 879 6021 or email email@example.com
Getting to grips with the skills shortage challenge
outh Africa’s unemployment rate of 27.7% in the second quarter of 2017 is the highest since 2003. This translates into 6.18 million unemployed, a figure that can only be reduced through sustainable development, which is underpinned by quality education,” says Innovative Staffing Solutions MD, Arnoux Maré. Maré says that although South Africa is the second-largest economy in Africa and has made significant strides over the past decade, it continues to be one of the most unequal societies globally. Gini index estimates from the World Bank rank South Africa as the most unequal country in terms of income distribution. Statistics South Africa reports that the richest 20% of the population account for more than 65% of consumption, while the bottom 20% account for less than 3%. “This situation is exacerbated by an education system that is characterised by a
56 NOVEMBER 2017
high drop-out rate of high-school learners and a curriculum that does not deliver the knowledge and skills young people need to enter the job market,” he continues. This scenario is likely to be compounded in the years ahead as the so-called Fourth Industrial Revolution – characterised by fast-paced technological progress combined with other socio-economic and demographic changes – requires a different set of skills from the workforce. Maré adds that the root of unemployment is not only due to a lack of jobs, but also to a poorly educated and unskilled workforce. “In some instances, corporate South Africa is unable to fill various positions with adequately skilled people. While there is an obvious shortage of skills in highly skilled professions such as engineering, accounting and finance, there is an even greater dearth of skills in the semi-skilled job arena.”
He proposes that one way for companies to address the skills gap is to outsource their skills requirements to an organisation such as Innovative Staffing Solutions, which handles workforce requirements on behalf of its clients. The outsourcing approach allows a business to concentrate on its core business while its outsourcing partner focuses on fulfilling the company’s workforce requirements. “Few responsibilities stretch businesses as thin as the hiring and firing process. While it may seem simple on the surface, finding the right employees can be taxing on many different levels. Getting help with these challenges not only impacts positively on the bottom line (with a saving of up to 60% on operational costs), it helps business owners to focus on the more entrepreneurial aspects of their businesses and less on the backoffice daily operational matters,” says Maré.
The merSETA Joins the Motorsport Circuit
The exciting world of motorsport provides an excellent platform for The promotion world of motorsport provides an excellent platform for the the of Mechanical Engineering and Auto Mechanics as promotion of Mechanical, Engineering Auto creates Mechanics as career career options for young learners. and It also a fantastic options for young learners. It also creates a fantastic programme opportunity for opportunity for the basis of a skills development the basiswho of ahave skillsalready development programme for who have students embarked on a career instudents these sectors. already embarked on a career in these sectors. WE CARE
It’s about caring for people we render services to
It’s about working together with colleagues
It’s about going beyond the call of duty
LEADERS IN CLOSING THE SKILLS GAP www.automobil.co.za
Retain staff with training Desarai Govender, CDK Global Training Consultant, discusses how ongoing training is vital, especially where staff turnovers are high, and how CDK Global helps dealers put the right programmes in place
Lost knowledge = Lo Lost knowledge = Lost efficiency Take a look at one of our role specific DMS training courses
taff turnover in the South African automotive retail industry is high and as a result training can often be overlooked. Many dealerships see investment in their dealer management systems (DMS) as essential – it helps drive process change and deliver new efficiencies in their business. However, this investment is wasted if staff do not know how to use the technology at their disposal, to its full potential. Dealers are often reluctant to invest in time-consuming training programmes for their staff if they feel they are likely to leave anyway. However, the responsibility of passing on vital operating processes and best practices should not fall to the employees, who may also be untrained and advising their colleagues incorrectly. By working together with dealerships, providing consultancy and training, CDK Global helps retailers provide training programmes that save hundreds of work hours through improved working practices. Training helps ensure that staff develop and maintain the right skills and expertise to use the dealership software to its full potential, as well as making sure that dealerships are on board with changes to industry regulations.
58 NOVEMBER 2017
cdkglobal.co.za/training/ Train to retain Because of the high staff turnover experienced by many dealerships, there is a business case for dealers to provide regular training programmes and ensure their staff are confident using the software they use in the showroom and to manage customer interactions. These ongoing refresher courses can help staff work more efficiently and avoid them taking shortcuts in processes that could negatively affect the customer experience. Depending on what type of training is required, CDK Global works with dealerships to determine the right training programmes for a business to ensure their staff can meet their objectives. With a regular training programme, common knowledge gaps can be highlighted, helping to ensure all staff have the tools to succeed in their jobs.
The perfect training programme Training for new staff should last around two months - CDK Global’s thorough training programme The CDK Global logo and CDK Global are trademarks includes four to six weeks of its of CDK Global, LLC. © 2017 CDK Global MFH 02/17 V.10 iLearn online training followed by two weeks of assessments and classroom based training. Each module of the programme has submodules that vary depending on the user requirements. This mixture of ‘eLearning’ and traditional classroom-based training ensures that staff have hands-on experience using the DMS, while the final assessment tests help dealers measure the extent to which the staff have understood the training. In addition, managers should be creating a series of ongoing training reports to monitor staff progress and ensure they are as knowledgeable and efficient as possible.
ke a look at one of our role ecific DMS training courses
The CDK Global logo and CDK Global are trademarks of CDK Global, LLC. ÂŠ 2017 CDK Global MFH 02/17 V.10
he people development and training solutions offered by Sewells-MSX International’s operations in Sub Saharan Africa continue to be enriched and updated in line with international learning and development best practices. Their focus is on competence development, which can be defined as the Skills, Knowledge and Behaviours required to be successful with a particular process or task. Behaviour is singled out because it is composed of attitudes and habits that training, if correctly structured should address. The training follows a natural career progression. In the diagram the career progression is illustrated as well as the various categories of training provided. An important consideration is the ability to customise training to suit the specific training needs of the specific client.
60 NOVEMBER 2017
Training and Development Programmes Entry Level ·
Sales Career Path
Sales Management Development (4 Modules) spread over 5 days
Parts Management Development
11 one day modules ·
Parts Career Path 10 one day modules
(4 Modules) spread over 5 days
Service Career Path 11 one day modules
Service Management Development (4 Modules) spread over 5 days
Service Advisors Development (5 Modules) spread over 5 days
Business Management and MRA for:
Advanced Management ·
Middle Management Development Programme 7 modules of 2 days each Advanced Dealer Management 5 Modules of 4 days each spread over 10 months
o Dealer Principals (2 days) o Sales Managers (2 days) o Parts Managers (2 days) o Service Managers (2 days) Further information is available from Adele Kruger 011 702 9208 or firstname.lastname@example.org
The flexible way to book your service
Introducing Service Online by Now your customers can book their next service on your website, even when your workshop is closed. Complete integration with the DMS means they can choose available appointments that suit their schedule. www.automobil.co.za
To find out more visit www.cdkglobal.co.za/SOL
The contents of this publication are subject to the Disclaimer found at www.cdk-global.com/disclaimer/ ÂŠ2017 CDK Global. All rights reserved. RM 10-17 V1.0
The RMI welcomes these new businesses into membership
Abe’s Propshaft & Service Centre
Approved Motor Repairs
Samuel’s Service Centre
Kia Louis Trichardt
Selby Panel & Paint
Korean Auto Spares
Star Centre George
Sunridge Service Station
Superfinish Panel & Paint
SW Auto Service
B Bridge Ford Louis Trichardt
Las G Tyre & Auto Service
Deutsche Auto Specialist
DJ Cylinder Heads
Macikitani Trading Enterprise
Tailifts South Africa
DTM Auto Tech
The Cap Speed Shop
Mazda Louis Trichardt
Dylan’s Motor Repairs
TS Auto Parts
Mohale Wa Noko Autotech
E Eastview eMalahleni
Tyre & Tube Truck
Montedi Motor Clinic
Tyres & More
Mphela Automotive Engineering
Ezimnandi Towing Service
MVK Hydraulics Specialist
F Freeway Services
Urban Auto Mokopane
Myburgh Auto Spares
Vestige Truck & Car
Viva Mavison Filling Station
Gailz Auto Clinic
Ijob Yijob Project & Construction
J JBay Auto Services
Jemali General Supplies & Services Witbank
Water Of Afrika Construction
Quantum Coachworks Speedshoppe Hermanus
BENEFITS OF BELONGING
With a membership of 7 500, the RMI provides a very effective collective voice that gives members considerable clout in negotiating better trading conditions. As the lead voice in the motor industry, the RMI is a member-driven organisation that constantly seeks solutions to concerns raised by members in the day-to-day running of their businesses.
64 NOVEMBER 2017
ADVERTISERS AUTOMOBIL - NOVEMBER 2017 EDITION CLIENTS
011 450 0550
Africa Automotive Aftermarket Solutions
011 870 6000
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Aer O Cure
011 444 6454
086 0434 838
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Autocosmos Biz (Electrolog)
012 327 6210
Automobil Association Technical College
011 799 1068
Automotive Industry Development Centre
012 564 5000
012 327 5404
011 998 6000
012 450 2222
031 910 3111
Highveld Garage Equipment
012 330 0540
Kigima Auto Electrical Training Centre
012 327 2586
010 219 3000
Moto Health Care
0861 000 300
10 & 11
Motor Industry Staff Association
011 476 3920
011 453 0924
011 651 9600
15 & 39
Silver Falcon Trading
083 628 2288
62 & 63
Snap On Africa
031 569 7637
011 386 7100
Trysome Auto Electrical
011 823 5650
086 0434 737
50 & 51
011 706 7184
Taking the legwork out of pedal power BMW has an answer to easier cycling – the company’s new Active Hybrid e-bike includes a powerful, battery powered motor
f you ever feel the need to get out of your truck’s cab and take to the road on a bicycle, BMW’s Lifestyle division claims to have written the next chapter in the success story associated with the company’s manually powered twowheelers.
a technically advanced Brose electric motor that can be activated at any time to provide a significant power boost to supplement the rider’s pedal power. Producing 250W and 90Nm, the motor is said to inject to cycling the dynamism for which the German company’s cars are renowned. “Providing the energy for the electric pedal assistance – over a range of up to 100km – is a rechargeable, removable 504Wh battery. The rider can adjust the degree of pedal assistance with ease – four different power modes can be selected,” says the statement.
The division has just introduced to market a bike that’s been designed to take the legwork out of pedal power for up to 100km at a stretch – the Active Hybrid e-bike. “The bike demonstrates once again how innovative technology and sophisticated design can come together into an aesthetically pleasing overall concept,” says a statement released by the company. The e-bike is equipped with a comprehensively revised, geared drivetrain which has been equipped with
The Eco setting is designed to halve legwork by supplying 50% of pedal effort. And, if the rider wants to sit back in the saddle and let the electric motor expend all of the effort, the Turbo setting will boost human pedal power by as much as 275%.
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“The e-bike captures the imagination with both its technical components and its design. For example, the motor and battery are fully integrated into the hydro-formed aluminium frame, highlighting the bike’s elegantly sporty silhouette,” the statement adds. For riders who want to remain connected while in the saddle, the bicycle
features an integrated USB socket as well as Bluetooth to enable smartphone use. And talking of saddles, the one styled for the e-bike is said to represent state of the art design. “Saddle maker Selle Royale commissioned BMW Group subsidiary Designworks to develop the first ever eZone saddle tailored specifically to the requirements of e-bikers,” says the statement. “The innovative form is based on a concept fine-tuned to the particular attributes of e-bikes and the needs profiles of their riders. “A short nose, a rising seat surface at the rear and moving side wings create a stable seating position and improve balance when pushing off, accelerating or braking. Comfort is courtesy of three-zone padding which features 3D Skingel and Royal Gel, while a fiberglass handle integrated into the underside of the saddle makes the bike easier to lift.” Other features include aluminium mudguards front and rear, LED-styled headlight and tail light clusters and adjustable suspension. Best of all, though, when you’ve finished your ride, simply plug in the bike at a wall socket to recharge the battery for your next excursion. According to BMW, the Active Hybrid e-bike will be sold through selected dealerships around the world. However, it can also be ordered online at http:// shop.bmw.com/.
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