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How to select a Training Provider

First the fear of signing up with a “bogus” provider, then the fear of not getting the required support is probably something we all think of when booking for a course.

Let’s face it: Training is expensive, and waiting for your money from the wrong provider or course could leave to devastating consciences, especially if you bargain on getting future employment.

Below is some of our general guidelines when selecting a Training Provider. It always helps to do a bit of research.

How to select a Training Provider:
• Ask for references.
• Look at the Facilitators CV for experience.
• Type of support provided.
• Duration and if support is limited to a period.
• Type of assessments.
• Type of Certification (Attendance or Competence.)

How to confirm a Training Institution is Accredited:
• Ask for their Accreditation Number.
• Ask for the SETA they accredited with.
• DO NOT accept their accreditation letter. Contact the SETA direction to confirm their scope.
• Ensure legislated terminology, like “we are SETA Accredited”, and not only using the word “Accredited” on its own.
• Check that the programme accreditation is valid by phoning the SETA. (Different from Training Provider Accreditation.)

What should reflect on a course marketing material:
• Unit Standard Number.
• NQF Level
• Credits
• Expiry date
• Entry level requirements.

Guidelines for signing agreements with external providers:
• Payment terms.
• Type of Support provided.
• Duration, time frames.
• Type of methodologies that will be used.
• Content of the course.
• How will re-assessments be handled.
• What is the cost of cancellation?
• What is the cost of learning that must be re-scheduled?
• What are the registration fees and is it refundable?
• Previous references?

Guidelines with registration/enrolments:
• Many institution ask for a registration fee that is not refundable. Note that the SETAs and the QCTO does not ask a fee to be registered and there is merely an admin fee for the institution to register you on their database.
• Some use the registration fee as a “founders fee” for any person who referred or found them the client. That also explains why the fee is never refundable.
• Many providers limit their access to a course content or final submissions to a set period. After this you will be expected to pay-up and in some cases even to re-book for the entire course. Strict deadline clauses should be clearly indicated on their registration forms. It is advisable to always keep a copy of their advertising material and your enrolment details should you want to log a dispute with the relevant SETA.

Provided by TrainYouCan PTY LTD

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TechLot

Over the last many years, ecommerce has changed how people buy and sell online and this is also with TechLot.co.za

Online businesses are rapidly developing an ecommerce website to face times of economic adversity by offering greater discounts, flat-rate delivery, loyalty programs, and other incentives. Building a successful ecommerce site has become one of the most popular business trends.

Technology is the continually developing result of accumulated knowledge and application in all techniques, skills, methods, and processes used in industrial production and scientific research.

TechLot.co.za

Retail technology refers to the digital tools and innovations utilized by brick-and-mortar retailers and e-commerce platforms in their in-store and supply chain operations. It sits at the heart of the digital transformation of retail businesses.

Laptops
Desktop Computers
Computer Monitors
Laptop Bags
Hardware & Peripherals
Computer Networking
Printers & Office Electronics
Tablets
Video Games & Consoles
Cameras & Camcorders
Televisions
MP3 & Media Players
Home Theater
Car Electronics
Electronics Accessories
Gadgets
Cell Phone Accessories
Companies with Cell Phones & Plans
Headphones
Smartwatches
Companies with Tickets
Media
Collectibles
Toys & Games
Crafts & Fabrics
Companies with Discount Clubs
Musical Instruments
Party & Event Supplies
Sheet Music

TechLot.co.za

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What is the SDF course

TrainYouCan Accredited Training Network offer the SDF course also known as the Skills Development Facilitator Course both online through elearning and classroom sessions. For pricing and bookings please visit www.coursesdirect.co.za or read the full course detail of the SDF course here.

What Is The Role Of An SDF?

SDFs shave many functions within the skills and development space; these include:

Assisting employers and employees in developing their workplace skills plan (WSP)
Submitting the WSP to the relevant SETA
Advising an employer on the implementation of their WSP.
Guiding the employer on how to implement the WSP.
Helping the employer to draft an annual training report on the WSP.
Advising on the quality assurance requirements set out by the SETA.
Acting as a contact person/liaison between the employer and the relevant SETA.
Serving as a skills development resource.
Conducts a Skills Audit in your workplace.
Assist in the alignment of skills against the National Qualification Framework
Source the correct Training Provider

Who can be appointed as a SDF?

In larger organisations, a currently employed training or Human Resource (HR) manager may take up the role of an internal SDF. In smaller organisations there is often no dedicated training or HR professional fulfilling that role, and so a manager or company owner will assume the responsibility. The role can also be outsourced to a professional external SDF.

The SDF is a fundamental and integral part of the company’s skills development and training process in that it is that person’s role to ensure that not only the submissions are submitted but also to ensure that the training that is provided is done in such a way as to maximise the company’s grant application, meets the criteria for the employee as well as the company’s objectives, vision and mission and supports the growth of the company and its employees in a holistic way, within legislative requires.

Which companies should appoint an SDF?

As per the Skills Development Levies Act, all employers of organisations that are registered for skills development levy purposes with SARS have to appoint an SDF who must co-ordinate all skills related activities of an organisation.

What are the roles of an SDF?

The employer must provide the SDF with resources, facilities and training necessary to perform the functions set out above.

Roles of an SDF:

Facilitator: To facilitate the development of an employer’s skills development strategy
Expert: To serve as an expert resource for accrediting the employer as a training provider and for the implementation of appropriate learnerships and skills programmes.
Administrator: To complete and submit the
Advisor: To advise the employers and employees on the National Skills Development Strategy (NSDS) and on the implementation of the WSP
Education and needs evaluator: To assess the skills development needs of the organisation
Mediator: To serve as a contact person between the employer and the relevant Seta

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What is the SDF course

TrainYouCan Accredited Training Network offer the SDF course also known as the Skills Development Facilitator Course both online through elearning and classroom sessions. For pricing and bookings please visit www.coursesdirect.co.za or read the full course detail of the SDF course here.

What Is The Role Of An SDF?

SDFs shave many functions within the skills and development space; these include:

  • Assisting employers and employees in developing their workplace skills plan (WSP)
  • Submitting the WSP to the relevant SETA
  • Advising an employer on the implementation of their WSP.
  • Guiding the employer on how to implement the WSP.
  • Helping the employer to draft an annual training report on the WSP.
  • Advising on the quality assurance requirements set out by the SETA.
  • Acting as a contact person/liaison between the employer and the relevant SETA.
  • Serving as a skills development resource.
  • Conducts a Skills Audit in your workplace.
  • Assist in the alignment of skills against the National Qualification Framework
  • Source the correct Training Provider

Who can be appointed as a SDF?

In larger organisations, a currently employed training or Human Resource (HR) manager may take up the role of an internal SDF. In smaller organisations there is often no dedicated training or HR professional fulfilling that role, and so a manager or company owner will assume the responsibility. The role can also be outsourced to a professional external SDF.

The SDF is a fundamental and integral part of the company’s skills development and training process in that it is that person’s role to ensure that not only the submissions are submitted but also to ensure that the training that is provided is done in such a way as to maximise the company’s grant application, meets the criteria for the employee as well as the company’s objectives, vision and mission and supports the growth of the company and its employees in a holistic way, within legislative requires.

Which companies should appoint an SDF?

As per the Skills Development Levies Act, all employers of organisations that are registered for skills development levy purposes with SARS have to appoint an SDF who must co-ordinate all skills related activities of an organisation.

What are the roles of an SDF?

The employer must provide the SDF with resources, facilities and training necessary to perform the functions set out above.

Roles of an SDF:

  • Facilitator: To facilitate the development of an employer’s skills development strategy
  • Expert: To serve as an expert resource for accrediting the employer as a training provider and for the implementation of appropriate learnerships and skills programmes.
  • Administrator: To complete and submit the
  • Advisor: To advise the employers and employees on the National Skills Development Strategy (NSDS) and on the implementation of the WSP
  • Education and needs evaluator: To assess the skills development needs of the organisation
  • Mediator: To serve as a contact person between the employer and the relevant Seta
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115753 Conduct outcomes-based assessment

Why the Assessors Course?

Assessors are the glue which holds the learner and the end-result together.  Continued professional development is important in order to improve the skills and knowledge that you have.

They evaluate the skills and competencies demonstrated and provided by the learner and directly engage in providing constructive feedback by means of support and remediation to ensure the learner understands what it takes to reach the desired learning outcome.

They are great decision-makers and judges and are intuitively built and trained to ensure and see to it that learners are learnt and trained adequately. The varied role of an Assessor will mean that no two days will be the same. Whether you are recording achievements, running through evidence or marking work, you will soon develop a wide range of skills. You will be regularly communicating with your learners, and time management is also important when running your own diary.

In order to become an Assessor, you need both an Assessor course 115753 and occupational competence through TrainYouCan Accredited Training Network.

PURPOSE OF THE UNIT STANDARD
This generic assessor course Assessors Course is for those who assess people for their achievement of learning outcomes in terms of specified criteria using pre-designed assessment instruments. The outcomes and criteria of the assessors course may be defined in a range of documents including but not limited to Assessors Courses, exit level outcomes, assessment standards, curriculum statements and qualifications.

Those who achieve this assessors course will be able to conduct assessments within their fields of expertise. This assessors course will contribute towards the achievement of a variety of qualifications, particularly within the fields of Education Training and Development Practices and Human Resource Development.

People credited with this assessors course are able to carry out assessments in a fair, valid, reliable and practicable manner that is free of all bias and discrimination, paying particular attention to the three groups targeted for redress: race, gender and disability.

In particular, people credited with this Assessors Course will be able to:

Demonstrate understanding of outcomes-based assessment;
Prepare for assessments;
Conduct assessments;
Provide feedback on assessments; and
Review assessments.

115753 Assessor Course

Posted on

115753 Conduct outcomes-based assessment

Why the Assessors Course?

Assessors are the glue which holds the learner and the end-result together.  Continued professional development is important in order to improve the skills and knowledge that you have.

They evaluate the skills and competencies demonstrated and provided by the learner and directly engage in providing constructive feedback by means of support and remediation to ensure the learner understands what it takes to reach the desired learning outcome.

They are great decision-makers and judges and are intuitively built and trained to ensure and see to it that learners are learnt and trained adequately. The varied role of an Assessor will mean that no two days will be the same. Whether you are recording achievements, running through evidence or marking work, you will soon develop a wide range of skills. You will be regularly communicating with your learners, and time management is also important when running your own diary.

In order to become an Assessor, you need both an Assessor course 115753 and occupational competence through TrainYouCan Accredited Training Network.

PURPOSE OF THE UNIT STANDARD
This generic assessor course Assessors Course is for those who assess people for their achievement of learning outcomes in terms of specified criteria using pre-designed assessment instruments. The outcomes and criteria of the assessors course may be defined in a range of documents including but not limited to Assessors Courses, exit level outcomes, assessment standards, curriculum statements and qualifications.

Those who achieve this assessors course will be able to conduct assessments within their fields of expertise. This assessors course will contribute towards the achievement of a variety of qualifications, particularly within the fields of Education Training and Development Practices and Human Resource Development.

People credited with this assessors course are able to carry out assessments in a fair, valid, reliable and practicable manner that is free of all bias and discrimination, paying particular attention to the three groups targeted for redress: race, gender and disability.

In particular, people credited with this Assessors Course will be able to:

  • Demonstrate understanding of outcomes-based assessment;
  • Prepare for assessments;
  • Conduct assessments;
  • Provide feedback on assessments; and
  • Review assessments.

115753 Assessor Course

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Importance of the SDF course

TrainYouCan Accredited Training Network offer the SDF course also known as the Skills Development Facilitator Course both online through elearning and classroom sessions. For pricing and bookings please visit www.coursesdirect.co.za or read the full course detail of the SDF course here.

What Is A Skills Development Facilitator?

Firstly, what exactly is a Skills Development Facilitator (SDF)?

An SDF is an individual who works to ensure that your company’s Workplace Skills Plan/Implementation Report is developed and implemented, while also serving as a liaison between you and your SETA.

SDF’s who study the unit standards advocated would be more qualified to complete the functions of a professional SDF which I believe should be recognised by HR practitioners as  

Advising on and implementation of Quality management Systems for skills development
Conducting analysis to determine outcomes of training
Conducting skills development administration
Coordinating skills development interventions
Utilising their skills in advising others on outcomes based education within the context of the NQF
Developing the organisations training and development plans

A Skills Development Facilitator (SDF) is responsible for the planning, implementations and reporting of training in an organisation, with SETA related duties.    The function of your SDF, be it an internal SDF, and external (outsourced) SDF or Secondary SDF (Union representative elected to assist with the submission of the grant) is to assist the company with developing and executing the WSP and submitting it to the SETA during the grant submission reporting period. In conjunction the SDF must report on the ATR for the past year which is also submitting during the reporting season.

What do SDF’s do?

SDF’s work out what the training gaps are in an organisation’s workforce. They then draw up training plans to address those gaps. They consult and advise on all aspects of people development. They interact with appropriate authorities (Seta’s) and claim back cash (grants) for training.

Assisting Workplaces in Developing a Workplace Skills Plan (WSP)

A WSP is a document in which a company’s skills needs and the various skills development interventions needed to address these needs are listed.

Your SDF should develop and submit a yearly WSP to comply with the current Skills Development legislation in South Africa. A qualified and experienced SDF should do this.

By complying with these requirements, a company can access numerous skills training SETA grants. Yet, to qualify, your company will also have to submit your Annual Training Reports (ATR).

Roles of an SDF:

Facilitator: To facilitate the development of an employer’s skills development strategy
Expert: To serve as an expert resource for accrediting the employer as a training provider and for the implementation of appropriate learnerships and skills programmes.
Administrator: To complete and submit the
Advisor: To advise the employers and employees on the National Skills Development Strategy (NSDS) and on the implementation of the WSP
Education and needs evaluator: To assess the skills development needs of the organisation
Mediator: To serve as a contact person between the employer and the relevant Seta

Does an SDF need to be registered?

A Skills Development Facilitator must be registered with the relevant SETA. The SDF can perform these duties for more than one employer, but must be registered for every employer at the same or at a different SETA. Although SDF’s are not required to have any formal qualifications to register, organisations will normally appoint a SDF who has an ETD qualification.

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Importance of the SDF course

TrainYouCan Accredited Training Network offer the SDF course also known as the Skills Development Facilitator Course both online through elearning and classroom sessions. For pricing and bookings please visit www.coursesdirect.co.za or read the full course detail of the SDF course here.

What Is A Skills Development Facilitator?

Firstly, what exactly is a Skills Development Facilitator (SDF)?

An SDF is an individual who works to ensure that your company’s Workplace Skills Plan/Implementation Report is developed and implemented, while also serving as a liaison between you and your SETA.

SDF’s who study the unit standards advocated would be more qualified to complete the functions of a professional SDF which I believe should be recognised by HR practitioners as  

  • Advising on and implementation of Quality management Systems for skills development
  • Conducting analysis to determine outcomes of training
  • Conducting skills development administration
  • Coordinating skills development interventions
  • Utilising their skills in advising others on outcomes based education within the context of the NQF
  • Developing the organisations training and development plans

A Skills Development Facilitator (SDF) is responsible for the planning, implementations and reporting of training in an organisation, with SETA related duties.    The function of your SDF, be it an internal SDF, and external (outsourced) SDF or Secondary SDF (Union representative elected to assist with the submission of the grant) is to assist the company with developing and executing the WSP and submitting it to the SETA during the grant submission reporting period. In conjunction the SDF must report on the ATR for the past year which is also submitting during the reporting season.

What do SDF’s do?

SDF’s work out what the training gaps are in an organisation’s workforce. They then draw up training plans to address those gaps. They consult and advise on all aspects of people development. They interact with appropriate authorities (Seta’s) and claim back cash (grants) for training.

Assisting Workplaces in Developing a Workplace Skills Plan (WSP)

A WSP is a document in which a company’s skills needs and the various skills development interventions needed to address these needs are listed.

Your SDF should develop and submit a yearly WSP to comply with the current Skills Development legislation in South Africa. A qualified and experienced SDF should do this.

By complying with these requirements, a company can access numerous skills training SETA grants. Yet, to qualify, your company will also have to submit your Annual Training Reports (ATR).

Roles of an SDF:

  • Facilitator: To facilitate the development of an employer’s skills development strategy
  • Expert: To serve as an expert resource for accrediting the employer as a training provider and for the implementation of appropriate learnerships and skills programmes.
  • Administrator: To complete and submit the
  • Advisor: To advise the employers and employees on the National Skills Development Strategy (NSDS) and on the implementation of the WSP
  • Education and needs evaluator: To assess the skills development needs of the organisation
  • Mediator: To serve as a contact person between the employer and the relevant Seta

Does an SDF need to be registered?

A Skills Development Facilitator must be registered with the relevant SETA. The SDF can perform these duties for more than one employer, but must be registered for every employer at the same or at a different SETA. Although SDF’s are not required to have any formal qualifications to register, organisations will normally appoint a SDF who has an ETD qualification.

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The Assessors Course 115753

Leads the development, organization, analysis and reporting of student learning outcomes and related activities to support planning activities.
The figures Assessor Course will enable you to s derive are used to calculate future property taxes. The Assessor Course will enable you to estimates the value of real property within a city or town’s boundaries.
Assessment is embedded in the learning process. It is tightly interconnected with curriculum and instruction.
This assessment provides students with the timely, specific feedback that they need to make adjustments to their learning.
This generic assessment unit standard applies to assessment in all fields of learning. However, it is expected that Assessor Course will enable you to will be contextualised to meet the requirements of different contexts.
The role of an Assessor Course will enable you to entails the following: Planning and preparing both themselves and the candidate as it pertains to the assessment. Managing and conducting the assessment within acceptable frameworks or assessment standards by collecting evidence to substantiate the competency result of a candidate.
Planning the Assessor Course will enable you to that need to be completed by learners. Conducting Assessor Course will enable you to (including assignments and tests) and marking Assessor Course will enable you to to ensure that learners measure up to the required standards
Assessor Course will enable you to s use their expertise in real estate to determine the market value of properties.
This new qualification is intended for those who assess both occupational competence in the work environment and vocational skills, knowledge and understanding in a workshop, classroom or other training environments.
An Assessor Course will enable you to is a local government official who determines the value of a property for local real estate taxation purposes.
It is important to regularly review the assessment process to ensure that it is the most: Efficient. Appropriate method to use for this learner and situation. Relevant tool to collect the evidence you need to make a competency decision.
Assessment for learning is ongoing assessment that allows teachers to monitor students on a day-to-day basis and modify their teaching based on what the students need to be successful.
Those who achieve this unit standard will be able to conduct Assessor Course will enable you to within their fields of expertise. This unit standard will contribute towards the achievement of a variety of qualifications, particularly within the fields of Education Training and Development Practices and Human Resource Development.
Candidate-Assessor Course will enable you to s should have access to organisational assessment policies, procedures and systems (including moderation). It is assumed the organisational policies and procedures are of a quality sufficient for accreditation purposes. Where such policies and procedures are not yet available, the provider may make general policies and procedures available for the purposes of this assessment.
The Assessor Course will enable you to training course will help build your understanding of the National Qualifications Framework (NQF) and will help you take the first step in developing your skills and acquiring a variety of qualifications within the fields of Education Training and Development Practices and Human Resource Development.
100% of apprentices surveyed said ‘clear communication’ was the most important trait of a great Assessor Course will enable you to , closely followed by ‘passion for the field’ and ‘knowledge sharing’, which were mentioned by 61% and 43% of apprentices respectively.
Upon successful completion of this course, you will become a qualified Assessor Course will enable you to .
There are four Principles of Assessment; Fairness, Flexibility, Validity and Reliability
Assessor Course will enable you to s are the glue which holds the learner and the end-result together. They are responsible for making a decision if a learner is competent or not yet competent in a specific topic or learning objective.
As teachers and students work towards the achievement of curriculum outcomes, assessment plays a constant role in informing instruction, guiding the student’s next steps, and checking progress and achievement.
This generic Assessor Course will enable you to unit standard is for those who assess people for their achievement of learning outcomes in terms of specified criteria using pre-designed assessment instruments. The outcomes and criteria may be defined in a range of documents including but not limited to unit standards, exit level outcomes, assessment standards, curriculum statements and qualifications.
For the purposes of assessment against this unit standard, candidate-Assessor Course will enable you to s should have access to Assessment Guides and will not be expected to design Assessor Course will enable you to . (See Definition of Terms for a definition of Assessment Guides). Candidate Assessor Course will enable you to s will be expected to interpret the standards at hand in order to ensure their assessment judgements are in accordance with the requirements of the standard. In cases where Assessment Guides are not available, providers should seek ways to make such guides available for the purposes of this assessment. Where candidate-Assessor Course will enable you to also intend to design Assessor Course will enable you to , then providers are encouraged to integrate the learning and assessment of the unit standards:

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Assessors Course

Introduction to the Assessors Course.

In order to become an Assessor, you need both an Assessor course 115753 and occupational competence through TrainYouCan Accredited Training Network.

PURPOSE OF THE UNIT STANDARD
This generic Assessors Course is for those who assess people for their achievement of learning outcomes in terms of specified criteria using pre-designed assessment instruments. The outcomes and criteria of the assessors course may be defined in a range of documents including but not limited to Assessors Courses, exit level outcomes, assessment standards, curriculum statements and qualifications.

Those who achieve this assessors course will be able to conduct assessments within their fields of expertise. This assessors course will contribute towards the achievement of a variety of qualifications, particularly within the fields of Education Training and Development Practices and Human Resource Development. Continued professional development is important in order to improve the skills and knowledge that you have.

People credited with this assessors course are able to carry out assessments in a fair, valid, reliable and practicable manner that is free of all bias and discrimination, paying particular attention to the three groups targeted for redress: race, gender and disability.

In particular, people credited with this Assessors Course will be able to:

Demonstrate understanding of outcomes-based assessment;
Prepare for assessments;
Conduct assessments;
Provide feedback on assessments; and
Review assessments.

They are responsible for making a decision if a learner is competent or not yet competent in a specific topic or learning objective. The varied role of an Assessor will mean that no two days will be the same. Whether you are recording achievements, running through evidence or marking work, you will soon develop a wide range of skills. You will be regularly communicating with your learners, and time management is also important when running your own diary.

They are great decision-makers and judges and are intuitively built and trained to ensure and see to it that learners are learnt and trained adequately.

They evaluate the skills and competencies demonstrated and provided by the learner and directly engage in providing constructive feedback by means of support and remediation to ensure the learner understands what it takes to reach the desired learning outcome.

Assessors are the glue which holds the learner and the end-result together.

115753 Assessor Course