Learning and development

Skills Development Facilitation


Register at your Sector Education and Training Authorities SETA(s) as your Skills Development Facilitator (SDF)
Align your employee profile with the OFO Coding System for Occupational Development
Appoint and chair your Training Committee if you have more than 50 employees
Compile and submit your Workplace Skills Plan (WSP) and Annual Training Report (ATR)
Monitor the implementation of your WSP and provide monthly written feedback to you during your management meeting
Advise on accredited providers for implementation of training
Advise you on quality standards set by your SETA
Act as your contact person with your SETA
Follow up your grant disbursements with your SETA
Serve as your resource with regards to all aspects of skills development
Conduct a Skills Audit in your workplace
Project Manage your learnerships

Assessments


Conduct Assessments on behalf of Service Providers
Review assessment strategies and mappings

Facilitation


Conduct facilitation for Accredited and Non-accredited courses

Material Development


Develop relevant content for learning programmes within your organisation

Learning and development

Skills Development Facilitation


Register at your Sector Education and Training Authorities SETA(s) as your Skills Development Facilitator (SDF)
Align your employee profile with the OFO Coding System for Occupational Development
Appoint and chair your Training Committee if you have more than 50 employees
Compile and submit your Workplace Skills Plan (WSP) and Annual Training Report (ATR)
Monitor the implementation of your WSP and provide monthly written feedback to you during your management meeting
Advise on accredited providers for implementation of training
Advise you on quality standards set by your SETA
Act as your contact person with your SETA
Follow up your grant disbursements with your SETA
Serve as your resource with regards to all aspects of skills development
Conduct a Skills Audit in your workplace
Project Manage your learnerships

Assessments


Conduct Assessments on behalf of Service Providers
Review assessment strategies and mappings

Facilitation


Conduct facilitation for Accredited and Non-accredited courses

Material Development


Develop relevant content for learning programmes within your organisation

Human Resources

Administration


Employement contracts
Dispute management and CCMA advise

Performance Management


Develop performance management processes
Develop Job Descriptions and Key Performance Areas/Indicators for employees

Employee Engagement Survey


Create and administer Employee Engagement Survey from Pre-selected questions or as per customer request
Provide analytics of data collected

Talent Management


Developing a strategy to determine what the organisation needs to meet the current and future demands of the business plan
Establishing processes to measure competence - required and available
Creating a range of developmental tools and processes to provide tailored approaches depending on the individual needs of employees
Measuring the impact these strategies have so that policy can be continually updated and refined to deliver high performance, now and in years to come
Identifying ways to obtain and retain those who are critical to success

Succession planning


Identifying posts that are critical to success and how best to satisfy future requirements
Developing strategies to determine the optimum mix of internal and external recruitment

Human Resources

Administration


Employement contracts
Dispute management and CCMA advise

Performance Management


Develop performance management processes
Develop Job Descriptions and Key Performance Areas/Indicators for employees

Employee Engagement Survey


Create and administer Employee Engagement Survey from Pre-selected questions or as per customer request
Provide analytics of data collected

Talent Management


Developing a strategy to determine what the organisation needs to meet the current and future demands of the business plan
Establishing processes to measure competence - required and available
Creating a range of developmental tools and processes to provide tailored approaches depending on the individual needs of employees
Measuring the impact these strategies have so that policy can be continually updated and refined to deliver high performance, now and in years to come
Identifying ways to obtain and retain those who are critical to success

Succession planning


Identifying posts that are critical to success and how best to satisfy future requirements
Developing strategies to determine the optimum mix of internal and external recruitment