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Budgeting for and pricing training services

These pointers are suggested in budgeting for and pricing training services:

  • Budget for training at the start of the fiscal year, averaging 10 percent of gross sales.
  • See training as an investment (short term and long term), not to be short-changed.
  • Every size of business needs training.
  • The company that makes the small investment on the front end (training) saves higher costs. Research shows that training investments foregone are multiplied six-fold in opportunity costs each year that action is put off. (This is another of my trademarked concepts, known as The High Cost of Doing Nothing.)

Questions to consider in evaluating training providers include:

  • Would you feel comfortable if they ran your company?
  • What is their longevity? Were they consultants 10 to 20 years ago? Consultants must have at least a 10-year track record to be at all viable as a judgment resource.
  • What is their maturity level? Could they appear before a board of directors?
  • How do they meet deadlines, initiate projects, and offer ideas beyond the obvious?
  • If one level of consultant sells the business, will this same professional service your account? Big firms usually bring in junior associates after the sale is made. Demand that consultants of seniority staff the project.
  • How consistent are they with specific industries, types of projects and clients?
  • How good a generalist are they? Trainers with too narrow a niche will not ultimately serve your best interests.

Training Providers Pricing

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External training providers and courses

External training providers and courses

If your staff need formal training (e.g. for work that requires a licence or certificate), but you don’t have the time or resources to offer the training yourself, you may consider using an external training provider.

External training should be run through a registered training organisation. Training is typically at the organisation’s premises in a classroom setting. You can also hire external training providers to conduct in-house training at your business, or offer your staff online training through an external organisation.

External training includes:

  • ‘open’ programs, where one or more of your staff attend training that has been advertised
  • ‘closed’ programs, where you commission training to be delivered specifically for your staff.

‘Closed’ programs can be customised to your specific needs and workflow, but usually require a minimum number of participants.

Recognition of prior learning (RPL)

RPL is a way to recognise staff skills and knowledge, regardless of whether they were attained through formal or on-the-job training. RPL can be used to achieve official qualifications. It benefits staff by improving their qualifications and boosting morale. It can also benefit your business by helping to keep good staff and improving your reputation by having a more qualified workforce.

Find out more about how recognition of prior learning may benefit you and your staff.

Staff development

External training offers opportunities for staff development. By developing your staff you can promote internally, which can also help you avoid a potentially expensive recruitment process.

Performance reviews provide an ideal opportunity to talk to your staff to find out what kind of training they are interested in or need to develop their career. They may be interested in developing skills in a new area, which can benefit your business by broadening your skills base. If you have staff who are ready to take on more responsibility, you may consider enrolling them in a leadership course.

You may also consider offering training and staff development through university degree programs. While this can be expensive, it can be an investment in good staff members who might otherwise look for a new job.

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What is a learnership, who qualifies and what are the requirements, roles and responsibilities of the various parties?

What is a Learnership?

A learnership can be described as a training programme that consists of both theory and practical elements. It offers a way for you to gain work experience, as well as an NQF registered qualification. This relates directly to an occupation or field of work, such as engineering or project management.

All learnerships are managed by Sector Education Training Authorities (SETAs). They were introduced by the government to help prepare learners for the workplace. This is done by providing them with the necessary skills.

How Does it Work?

You need to complete a theoretical course, along with practical training, to graduate. The practical training is done at a workplace and involves hands-on, practical learning under the guidance of a mentor. The theory part is provided by a training provider. During the learnership, you will be formally assessed in the classroom and in the workplace.

Who qualifies for a learnership?

Learnerships are available for those who have completed school, college or learning at other training institutions, or for those who are studying part-time. Unemployed South Africans can participate in a learnership programme if there is an employer who is prepared to provide the required work experience.

What does a learner receive on completion? 

During the Learnership, learners will be required to complete assignments, tasks and practical tests and projects. They will be formally assessed in the classroom and workplace.
If all the assignments are completed successfully, they will be awarded an NQF-registered qualification, which is recognized nationally. They will receive a certificate stating the qualification and the area of skill development.

How to find a Learnership

  • Plan a career path.
  • Identify the Learnership that supports the chosen career path. (The Learnership will share the name of the qualification so the educational institution can advise you.)
  • Find out as much information as possible about the Learnership from the educational institution, online and newspaper advertisements.
  • Look for Learnerships on the Career Planet website.
  • Enquire about the requirements for entering the Learnership.
  • Find an employer willing to provide practical work experience. The college or university offering the theoretical part of the training would be one source of this information. If you are at college already you must talk to the Programme Managers.
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Freelance Assessors and Moderators

Meeting new peopleAs well as flexibility being one of the main reasons people choose to become Assessors, you will also meet people from all walks of life. You will build strong relationships with your learners, and watching them as they progress through their course is a very rewarding process.

Generally, an assessor is responsible for judging the competence of a learner in meeting required standards. … A moderator, on the other hand, is responsible for ensuring that the principles of quality assurance are applied and maintained during the assessment, and that the learning outcomes are achieved.

Activities Of A Freelance Assessor The typical activities that a freelance assessor is involved in are:

  • Planning and delivery of vocational training workshops and programmes
  • Observation and assessment of candidates in their place of work
  • Analyzing the documentation and credentials of the candidate
  • Keeping the record of the progress of the candidate
  • Providing feedback to the candidate and offering advice to her in a situation where the required standards are not met
  • Recommending the candidate for the vocational qualification award when all the required standards have been met

To become a qualified assessor, you’ll complete an accredited Assessor Course at an accredited learning institution, where a Certificate of Competence and Statement Of Results (SOR) will be issued afterwards. Following this, you can register with an ETQA and start practising as a constituent assessor.

This article includes quick guidelines and some tips to find the JOB you need in the Training Industry.

1. TYPES OF JOB OPPORTUNITIES

The following types of JOB opportunities exist in the Educational Industry;

  • Qualified Trainers and Assessors who offer their services as FREELANCERS. (People who are contracted-in by companies to perform training functions).
  • Permanent employment opportunities for individuals with Training Providers as qualified Trainers, Assessors and Training Administrators.
  • Appointed Training Managers in Corporate Companies.
  • Lecturers at both public and private colleges.
  • Microsoft Certified and Department of Labour Special Projects  (Qualified Trainer Certificate as entry level requirement)
  • Developers of course material for both short and NQF aligned courses.
  • International JOB opportunities in the Education Field, based on the Outcomes Based Education or Common Core principles.
  • SETA Project Managers, both internally and externally.
  • HR related vacancies – becoming industry requirement with recruitment agencies.
  • Industry specialist who want a change in career.
  • Individuals who retire and want to generate additional income in their spare time.
  • Self motivated individuals who offer part time courses on weekends or in their spare time.

2. MINIMUM REQUIREMENTS

The following minimum requirements for these positions generally apply.

  • Train the Trainer Certificate: Minimum level of NQF 5 required.  Completion of the official unit standard 117871 that is endorsed by the ETDP SETA is recommended.
  • Conduct Assessor: The only unit standard as documented by the SAQA policy 115753 and endorsed by the ETDP SETA.
  • Conduct Moderations: Not a requirement for general training requirements but recommended for individuals working for training providers and colleges.

 SPECIAL NOTE: 

  • All Certificates must have the ETDP SETA logo on.
  • Learners must request a copy of their Statement of Results, directly from their Training Provider to confirm their registration was successful.

3. IS THERE A NEED FOR TRAINERS AND ASSESSORS?

Definitely yes! We’ve been tracking most of our freelance learners who completed these courses in the past with very positive feedback.  Most have either found permanent employment in corporate organisation or opened their own business.

Well done guys! We proud of you!

First time students can earning an income with freelance work until the perfect opportunity arrives. There will always be job opportunities for qualified Trainers and Assessors.

Why Trainers and Assessors?

Employers and Training Providers are more likely to contact people who are capable of training and assessing their learners, rather than contracting two different individuals to perform this task.

4. HOW TO NETWORK AND GET THAT PERFECT (FREELANCE) JOB

Here is some networking tips!

  1. Make sure you have all the required ETDP Certificates, ETDP SETA Statement of Results and a detailed Personal Portfolio with all your previous education and workplace experience. Best practice is to have this ready in PDF format to submit electronically if needed.
  2. Register with all the related SETAs as an Assessor with at least one unit standard where possible. It’s so much easier to request extension of scope than submitting an entire new application.
  3. Subscribe to all possible Education newsletters including our free service on www.skillsjobs.co.za.
  4. Subscribe to the SETA newsletters and make sure you attend their annual stakeholders meetings which are open to anyone to attend. These are perfect opportunities for you to meet new Training Providers and Employer to get connected to new projects and JOB opportunities.
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Health and Safety Training Courses

Health and Safety Training Courses

Safety Representatives, Employees identified to become nominated Safety Representatives, General Staff who want to gain general knowledge of their company’s Occupational Health and Safety Management System pertaining to SHE Representatives

This course ensures efficiency and understanding of duties and obligations for this position. Attendees will have a greater understanding of SHE requirements and responsibilities according to the OHS Act. Implementing and monitoring various legislative procedures that promote and manage SHE related incidents, is also taught. Attendees will learn skills to identify health and safety issues, to consult with authorities on the matter and to further effectively resolve these issues.

Upon completion of the course, the learner will have a better understanding of the functions and responsibility of an HSE Representative. The learner will be able to carry out basic inspections and participate in HSE committee procedures.

The Functions of the Workplace Health and Safety Representative (SHE Rep) course is focussed on providing delegates with knowledge and skills to fulfil their SHE Rep functions within their company. Delegates will be able to comprehend the vital part Safety Representatives play within the Occupational Health and Safety Management System of their company. Knowledge of: duties, responsibilities and rights of Safety Representatives, employees and employers in terms of Occupational Health and Safety -is covered during this course. Delegates are empowered to play a vital role in ensuring a safer working environment within their respective companies.

Two main aims of the Health & Safety Representatives training course:

  • To provide appointed Health & Safety Representatives with an overview of the O.H.S Act. This includes knowing what the act says about the duties and responsibilities of employers and their employees and what it requires of them.
  • To provide Health & Safety Representatives with an understanding of their role as such. This includes knowing what their duties and responsibilities are and how you should carry them out.

The Health and Safety Representative Course is the ideal way to ensure that your occupation health representative fully understand their objectives and statutory requirements. Every representative in this field has rights, powers, functions and duties that must be understood and implemented.

This course ensures efficiency and understanding of duties and obligations for this position. Attendees will have a greater understanding of SHE requirements and responsibilities according to the OHS Act. Implementing and monitoring various legislative procedures that promote and manage SHE related incidents, is also taught. Attendees will learn skills to identify.

COURSE CONTENT:

1. LEGISLATION AND REGULATIONS

  • INDUCTION – LEGISLATION AND REGULATIONS
  • GENERAL DUTIES OF THE WORKER
  • PURPOSE AND SELECTION OF THE OHS COMMITTEE
  • IMPLEMENTATION OF SAFETY PROCEDURES IN THE WORKPLACE
  • VARIOUS ACTS – FOR BACKGROUND ONLY

2. IDENTIFY HAZARDS

  • IDENTIFY HAZARDS
  • CONDUCT WORKPLACE INSPECTIONS
  • IDENTIFY RISK PROFILES
  • COLOR CODING AND DEMARCATION

3. EVALUATE AND REPORT HAZARDS

  • ACCIDENT INVESTIGATIONS IN THE WORKPLACE
  • THE IMMEDIATE SUPERVISOR ROLE
  • WHAT SHOULD BE LOOKED AT AS THE CAUSE OF AN ACCIDENT?
  • HOW ARE THE FACTS COLLECTED?
  • MAKING THE ANALYSIS AND CONCLUSIONS

4. APPLY PREVENTATIVE MEASURES

  • HAZARD CONTROL PROGRAM
  • WAYS TO CONTROL A HAZARD
  • ADMINISTRATIVE CONTROLS
  • PERSONAL PROTECTIVE EQUIPMENT (PPE) AS A HAZARD CONTROL METHODS
  • HOW DO YOU DESIGN A TRAINING PROGRAM?
  • WHAT SHOULD YOU REPORT AND INVESTIGATE IN CASE AN ACCIDENT OCCURS?
  • HOW DO YOU PROMOTE EMPLOYEE INVOLVEMENT IN HEALTH AND SAFETY PROGRAMS?
  • EVACUATIONS PROCEDURES 4.8 EVACUATIONS PROCEDURES

5. GENERAL MANAGEMENT FUNCTION

  • GENERAL MANAGEMENT FUNCTION
  • HOW YOUR H&S COMMITTEE WILL WORK
  • RESOURCES FOR REPRESENTATIVES AND COMMITTEES
  • PROCEDURE TO FOLLOW IN AN INCIDENT
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Facilitator and Trainer Accredited Course

Qualifying as a Facilitator (also known as Train the Trainer)

Purpose of this Facilitator Course

This facilitation training course will provide recognition for those who facilitate or intend to facilitate learning using a variety of given methodologies. Formal recognition will enhance their employability and also provide a means to identify competent learning facilitators.

Who should attend this facilitator course?

  • Lecturers, teachers and facilitators currently facilitating but not certified and/or registered.
  • Any person with the intention to become a certified facilitator.
  • Certified Assessors and/or Moderators with an interest in facilitation.
  • Sales and marketing personnel.
  • HR and HRD practitioners.

For booking visit coursesdirect.co.za online.

What is the entry requirements?

  • Numeracy and Literacy Skills on NQF 4 Level
  • Basic English Communication Skills on NQF Level 4

The broad learning objective of this course is to develop the awareness, knowledge, skills and attitudes of participants needed to deliver professional facilitation. This course will ensure any facilitator learns how to present a lesson or a training facilitation in a highly professional, entertaining, dynamic, impactful and interactive manner. This course is designed so that the participants understand the theory of good communication prior to preparing, delivering and evaluating facilitation within a stimulated context. The course is divided between what good communication is, how to prepare an effective facilitation, and delivering it so that you have a persuasive audience impact.

TrainYouCan Accredited Training Network generic Facilitator training course will equip learners with the required knowledge and skills to facilitate learning using a variety of given methodologies in their field of expertise. The Facilitator training course will help you better understand 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.

The Facilitator has to determine the needs of the learners, possible learning barriers, previous learning experience, different learning styles, etc. It is also the responsibility of the Facilitator to ensure that the learning methods selected are appropriate for the learning outcomes to be achieved. Facilitation must promote open interaction and ensure that learners have an active role in their own learning. Facilitation must enable learners to draw from their own experience in their working environment and apply the concepts for themselves. The responsibility of the Facilitator is great and thus they need to meet a high standard of criteria.

Educators and trainers are increasingly using online resources and interaction to support learning across blended and online courses. The shift online emphasises the importance of  sound online facilitation skills to facilitate engaged participants in debate, group work and shared knowledge construction across a range of online conversational spaces.

Trained online facilitators are also able to make good choices about the use of online communication when designing learning activities. Facilitating Online provides opportunities for educational technologists, educators and trainers to develop the necessary orientation to become an effective online facilitator. Several past participants have reported that Facilitating Online unlocked new employment opportunities for them.

Is there work for Facilitators?

Yes, in all industries!
Options may include: A work related area / client service / health and safety / leadership/sales / management / finance / legal / hospitality/ life skills / HIV / Aids / gender based study areas / advocacy / ethics /personal growth / goal setting / spiritual / entrepreneurship / animals / volunteerism / wildlife / guiding / community gardening / food security / team building / make up / dressing professionally / food / cooking / a trade, etc.)

Facilitating Online provides a solid foundation for facilitating online events and courses.

Outline for the Facilitator Training Course :

Lesson 1: Plan and Prepare for facilitation

  • Analysis of learer and learning needs
  • Plans cater for needs of learners and stakeholders
  • Resources, locations, and personnel are arranged to suit intended delivery
  • Learning material preparation
  • Learning material content
  • Facilitation methods
  • Facilitation process
  • Learning environment
  • Review criteria

Lesson 2: Facilitate learning

  • Learning facilitated in a coherent manner
  • Learning environment and facilitation approach promotes open interaction
  • Development of concepts through participation
  • Groups managed in line with facilitation principles
  • Questioning techniques consistency
  • Monitoring learner progress

Lesson 3: Evaluate learning and facilitation

  • Learner and stakeholder feedback on facilitated learning
  • Strength and weaknesses of the planning, preparation and facilitating of learning
  • Review and recommendation

Unit Standard Alignment:

  • US 117871, Facilitate learning using variety of given methodologies, NQF 5, 10 credits
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Health and Safety Representatives Training

Health and Safety Representatives Training

Health and safety are often viewed as a complicated, daunting, and a frustrating legislative requirement that needs to be implemented, but once the subject, course, and contents are understood and successfully completed, health and safety become fairly simple, logical, and effective system and process to implement.

Safety Representatives, Employees identified to become nominated Safety Representatives, General Staff who want to gain general knowledge of their company’s Occupational Health and Safety Management System pertaining to SHE Representatives

Upon completion of the course, the learner will have a better understanding of the functions and responsibility of an HSE Representative. The learner will be able to carry out basic inspections and participate in HSE committee procedures.

The Functions of the Workplace Health and Safety Representative (SHE Rep) course is focussed on providing delegates with knowledge and skills to fulfil their SHE Rep functions within their company. Delegates will be able to comprehend the vital part Safety Representatives play within the Occupational Health and Safety Management System of their company. Knowledge of: duties, responsibilities and rights of Safety Representatives, employees and employers in terms of Occupational Health and Safety -is covered during this course. Delegates are empowered to play a vital role in ensuring a safer working environment within their respective companies.

Two main aims of the Health & Safety Representatives training course:

  • To provide appointed Health & Safety Representatives with an overview of the O.H.S Act. This includes knowing what the act says about the duties and responsibilities of employers and their employees and what it requires of them.
  • To provide Health & Safety Representatives with an understanding of their role as such. This includes knowing what their duties and responsibilities are and how you should carry them out.

The Health and Safety Representative Course is the ideal way to ensure that your occupation health representative fully understand their objectives and statutory requirements. Every representative in this field has rights, powers, functions and duties that must be understood and implemented.

This course ensures efficiency and understanding of duties and obligations for this position. Attendees will have a greater understanding of SHE requirements and responsibilities according to the OHS Act. Implementing and monitoring various legislative procedures that promote and manage SHE related incidents, is also taught. Attendees will learn skills to identify.

COURSE CONTENT:

1. LEGISLATION AND REGULATIONS

  • INDUCTION – LEGISLATION AND REGULATIONS
  • GENERAL DUTIES OF THE WORKER
  • PURPOSE AND SELECTION OF THE OHS COMMITTEE
  • IMPLEMENTATION OF SAFETY PROCEDURES IN THE WORKPLACE
  • VARIOUS ACTS – FOR BACKGROUND ONLY

2. IDENTIFY HAZARDS

  • IDENTIFY HAZARDS
  • CONDUCT WORKPLACE INSPECTIONS
  • IDENTIFY RISK PROFILES
  • COLOR CODING AND DEMARCATION

3. EVALUATE AND REPORT HAZARDS

  • ACCIDENT INVESTIGATIONS IN THE WORKPLACE
  • THE IMMEDIATE SUPERVISOR ROLE
  • WHAT SHOULD BE LOOKED AT AS THE CAUSE OF AN ACCIDENT?
  • HOW ARE THE FACTS COLLECTED?
  • MAKING THE ANALYSIS AND CONCLUSIONS

4. APPLY PREVENTATIVE MEASURES

  • HAZARD CONTROL PROGRAM
  • WAYS TO CONTROL A HAZARD
  • ADMINISTRATIVE CONTROLS
  • PERSONAL PROTECTIVE EQUIPMENT (PPE) AS A HAZARD CONTROL METHODS
  • HOW DO YOU DESIGN A TRAINING PROGRAM?
  • WHAT SHOULD YOU REPORT AND INVESTIGATE IN CASE AN ACCIDENT OCCURS?
  • HOW DO YOU PROMOTE EMPLOYEE INVOLVEMENT IN HEALTH AND SAFETY PROGRAMS?
  • EVACUATIONS PROCEDURES 4.8 EVACUATIONS PROCEDURES

5. GENERAL MANAGEMENT FUNCTION

  • GENERAL MANAGEMENT FUNCTION
  • HOW YOUR H&S COMMITTEE WILL WORK
  • RESOURCES FOR REPRESENTATIVES AND COMMITTEES
  • PROCEDURE TO FOLLOW IN AN INCIDENT
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Training of Employees – Need and Importance of Training

Importance of Training and Development for Employees

Employee training and development programs are essential to the success of businesses worldwide. Not only do these programs offer opportunities for staff to improve their skills, but also for employers to enhance employee productivity and improve company culture.

They also can reduce employee turnover — and a 2020 Work Institute study shows just how important that can be for a company’s bottom line. Voluntary employee turnover, according to the report, costs U.S. businesses more than $630 billion annually.

It’s no surprise that employees who get regular opportunities to learn, develop, and advance are more likely to stay with a company. Bob Nelson, author of 1,001 Ways to Engage Employees, reports that learning and development are among the top factors in employee engagement.

Addressing Employee Weaknesses

Most employees have some weaknesses in their workplace skills. A training program allows you to strengthen those skills that each employee needs to improve. A development program brings all employees to a higher level so they all have similar skills and knowledge. This helps reduce any weak links within the company who rely heavily on others to complete basic work tasks.

Providing the necessary training creates an overall knowledgeable staff with employees who can take over for one another as needed, work on teams or work independently without constant help and supervision from others.

The benefits of upskilling or reskilling your team

A changing world means that professional development will need to be constantly pursued and prioritized. Employers play an important role in supporting the acquisition of those skills. In fact, 54 percent of respondents from GetSmarter’s ‘The Future of Work Is Here’ report agree that upskilling or reskilling is the joint responsibility of the business and the employee.3

Here are four reasons why employee training and development is important:

1. Positive employee retention

The hiring and retention of talent can be an ongoing challenge for employers, however one way to retain your staff is by providing them with career development opportunities. Including development program offerings in employment contracts establishes an employee’s sense of value within the company, fostering loyalty and ultimately increasing staff retention. Investing in your staff’s professional development is not only vital for team retention, but learning and development professionals worldwide have reported that they’re observing a stronger appetite for upskilling than ever before.4

More than half the professionals surveyed by GetSmarter in 2020 say they’re either somewhat likely or very likely to change jobs in the next 12 months. Even more notable is that 51% claim they may change job functions or business areas entirely.5

2. Training future leaders

Acquiring leadership talent can start from the initial acquisition, or human resources professionals can select current employees as managerial candidates. Having established leadership development programs ensures that a business is always considering future organizational goals and succession planning by preparing promotable talent.

3. Employee empowerment

Recent research shows that leaders who inspire, ignite people’s imaginations, and mobilize them with a compelling vision are more impactful than managers who simply focus on the bottom line.6

4. Increased workplace engagement

Regular development initiatives can help keep employees motivated, while frequent training programs will also establish regular re-evaluation of employees, skills, and processes. Assessing the current skills and abilities within a team will enable managers to strategically plan targeted development programs that consider any potential skills gaps.

The Importance of Training

What is the importance of training in the workplace? Better training leads to better processes and Better Work. In today’s ever-changing marketplace, the importance of job training has never been greater. Workforce training is an indispensable way to keep your organization competitive. Employees are human, most will have weaknesses or gaps in their professional skills. Furthermore, most professional people are specialists of one kind or another. Much of what goes on in your organization is likely to fall outside of the training each individual worker already has.

Having a high quality and comprehensive employee training development program enables you to strengthen the skills your workforce does possess as well as to build up knowledge where it is lacking. An employee training development program will bring all of your staff up to a higher standard of competency so that your entire team can share a common set of knowledge and skills. Such a program will repair any weak links that may exist in your organization and cause the workload to be more evenly spread among your workers.

It might be difficult to overstate the importance of ppt in your current training program, and employee development articles in educating your workforce. The importance of training ppt documents stems from their ability to be easily shared, incorporated into larger educational packages, and their tendency to convey critical lessons clearly and succinctly.  But many firms make the mistake of simply mandating that their employees review such-and-such article, or attend so-and-so presentation rather than to incorporate these elements into a comprehensive training program. Unfortunately, organizations that make this mistake likely do not recognize the importance of employee training to an organization.

By providing ongoing workforce training, you will enable one employee to pick up where another left off, keeping them all on the same page without having to provide constant help and supervision. The importance of employee training to an organization should never be underestimated. And, ongoing training can be thought of as the best insurance policy against all sorts of the inevitable changes and the unforeseeable needs that will arise in your organization from time to time.

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Freelancer Assessors and Trainers

An assessor is a local government official who determines the value of a property for local real estate taxation purposes. The figures assessors derive are used to calculate future property taxes. The assessor estimates the value of real property within a city or town’s boundaries.

Becoming A Freelance Assessor A freelance assessor is a professional trainer who uses their expertise to provide support and training to students who want to gain vocational qualifications, such as apprenticeships and national vocational qualifications.

Generally, an assessor is responsible for judging the competence of a learner in meeting required standards. … A moderator, on the other hand, is responsible for ensuring that the principles of quality assurance are applied and maintained during the assessment, and that the learning outcomes are achieved.

Becoming A Freelance Assessor A freelance assessor is a professional trainer who uses their expertise to provide support and training to students who want to gain vocational qualifications, such as apprenticeships and national vocational qualifications. It is a profession in which you can work in all areas of occupation where vocational qualifications exist, either as a verifier or as an assessor. You can become a freelance assessor in two steps by getting a qualification in competence and a qualification in assessment. Step 1: Qualification In Competence You need to demonstrate competence in the area that you wish to be an assessor in. You can achieve this competence by getting a qualification in your field of experience. Consider this instance: if you do wish to be an assessor in the area of childcare, then you need to be qualified in the childcare sector. The ideal case is that you are required to be qualified above the level you intend to assess, but this is not usually enforced, as long as you are at least qualified at the level you want to assess. This is the least requirement that most organizations require. Step 2: Qualification In Assessment If you have taken care of the competence qualification, then the next thing you need is the qualification in assessment. These assessing qualifications are diverse, including but not limited to:

  • Level 3 Award in Understanding the Principles and Practices of Assessment
  • Level 3 Award in Assessing Competence in the Work Environment
  • Level 3 Award in Assessing Vocationally Related Achievement
  • Level 3 Award in Education and Training (AET)
  • Level 3 Certificate in Assessing Vocational Achievement (CAVA)
LIST OF ASSESSOR PERSONAL ATTRIBUTES
  • Sense of fairness.
  • Ability to communicate with personnel of different job descriptions and personality types.
  • Personal integrity, confidence and leadership.
  • Ability to focus on tasks at hand.
  • Sense of order, planning ability.
  • Strong personality, thick skinned, strong backbone.

Meeting new peopleAs well as flexibility being one of the main reasons people choose to become Assessors, you will also meet people from all walks of life. You will build strong relationships with your learners, and watching them as they progress through their course is a very rewarding process.

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Training Providers Standards and Evidence

How To Evaluate The Effectiveness Of Your Compliance Training Courses

With new eLearning technologies available all the time and consistently updated legislation, compliance training needs to be adaptable within your organisation. Whether your compliance training strategy focuses simply around keeping your workforce legally compliant or feeds into your wider learning culture and organisational KPIs, it is important to regularly review and evaluate the effectiveness of your current corporate learning.

1. Effective Implementation And Completion Rates

The effectiveness of your compliance training can be measured in a wide range of ways. Implementation, for example, is not something that should be overlooked. Moving your compliance training online is a great way to increase ROI and improve efficiency as it reduces admin time for your L&D teams as well as frees up your workforce to incorporate compliance training into their working lives.

In this sense, effective implementation isn’t just about how the training is introduced to your organisation, but how it is received by your employees. Typically, compliance training completion rates increase considerably when a mobile or blended approach to learning is undertaken. Completion rates are one of the primary ways to evaluate the effectiveness of your courses and a great starting point when considering if and how implementation should be changed.

2. Learning And Retention Rates

Another key metric to consider is the rate of information retention within your employees following their compliance training. There are a number of ways you can measure this within your workforce. For example, if you are using an LMS to conduct your compliance training, it is worth using a course with gamification or quizzing at the end of each chunk of information. This allows your employees to directly engage with their course as well as giving your direct statistics of information retention.

Another way to evaluate retention rates is to introduce refresher training. This can also be generated through your LMS as a recurring training course. Once a course becomes refresher training, simply ask your employees to complete the quiz without the training course to see how well they have retained information. Alternatively, if you have been implementing your training through classroom-based methods, one-on-one quizzing or requests for demonstration can also be an effective form of evaluation for information retention.

3. Employee Feedback 

It’s all well and good assessing your compliance training from the top down, however, much like on eCommerce websites like Amazon, user reviews are important. An invaluable source of information about usability, information retention, and engagement, employee feedback is an essential part of any evaluation process.

Whether you hand out a feedback form at the end of a classroom training session or use your LMS’ integrated feedback tools, one of the best ways you can evaluate the effectiveness of your compliance training courses is to hear what your learners have to say about them. Employees are also more likely to remain engaged with your courses if they feel they have a say in how they are run and how they can impact your implementation practices in the future.

4. Knowledge Transfer And Learned Behaviours

One step beyond information retention, effective compliance training should look at shifting the behaviours of your workforce. Whether you want to change attitudes towards learning throughout your organisation, align your training objectives to your KPIs, or simply line up employee behaviour with new and updated workplace legislation, it is important to consistently measure how these behaviours are changing.

This can be done in a variety of ways. Similarly to information retention, you can look at quizzing your employees or asking them to take you through a demonstration of their newly learned skills and behaviours. Alternatively, you can look at skill-sharing and team-building exercises focussing on the compliance training course(s) at hand.

5. Performance And Results 

Assessing completion rates is just one way of measuring the performance of both your employees and your compliance training courses. Another is looking at the performance of your workforce on the job. This one is a little more difficult to measure as it will need to adapt to each industry and job level. For example, the key performance metrics for a boiler engineer will be different to those of a cashier in a supermarket and again for a nurse in a hospital.

Compliance training, when implemented effectively will not only ensure legal compliance across your workforce but also improve their performance in a wide range of areas. You will see this reflected in any number of organisational KPIs from sales figures to efficiencies to the number of customers helped in a specific timespan.

6. LMS-Based Competency Checks

Available within Kallidus Learn, you can now take your compliance training evaluations one step further. Going beyond relying on completion rates and trusting that information has been retained, this new functionality allows for management and L&D teams to check in on the compliance training progress of individuals within your organisation.

How does this work? After your compliance training course has been completed, your learners will be asked to complete an in-person exam or demonstration to prove how much of their training they have retained. This benefits you on a number of levels, including allowing you to prove your organisation’s compliance and allowing you to fully assess the effectiveness of each specific course based on the success rates of your learners.

One of the most important things to consider when evaluating the effectiveness of your compliance training courses is what specifically you are trying to improve. Use the areas covered above to begin your evaluation and most importantly, don’t underestimate the power of employee involvement in your ongoing strategic changes.

From training efficiency to completion rates to learner engagement, compliance training can easily impact your ROI and organisation-wide KPIs. Online and mobile-friendly compliance training is shown to improve completion rates and help change attitudes towards learning in all sorts of organisations. Start from the ground up, and assess your compliance training courses individually and continually; before long, you will see areas for improvement and opportunities for increased efficiency. Once your evaluations are complete, the only way is up.