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EMPLOYMENT EQUITY Training

Study Employment Equity Training online through elearningskills.co.za

The Employment Equity Act requires that designated employers design and implement an Employment Equity plan in order to comply around employment equity.

Employment Equity Committee Training course is essential if you want to avoid your company being fined up to 10% of your annual turnover for not complying with the Employment Equity Act. This Equity Committee Training course programme enables managers and consultation forums to work together effectively to ensure a constructive business transformation process.

The Equity Committee Training course ensures that Employment Equity Committees understand their role and function. The Equity Committee Training course looks at the legal reporting requirements of organisations as per affirmative action reports.

In this half-day Employment Equity course you will develop an understanding of the Employment Equity Act, focusing on its content, application and interpretation thereof. We’ll take you through all the aspects involved in your employment equity submission, from preparation, implementation, monitoring and reporting to avoid substantial penalties for your business.

Most of us are familiar or recognise the meaning of the terms equity, unfair discrimination and transformation, but the question remains, how do you in fact comply within this scope? The Equity Committee Training course will assist with this.

The Employment Equity Act requires that designated employers design and implement an Employment Equity plan in order to achieve reasonable advancement in employment equity. In the Equity Committee Training course  we will look how the plans will also assist in curbing unfair discrimination in the workplace, and to achieve equitable representation of employees from designated groups. Businesses are expected to comply and meet targets and are subjected to penalties which according to the new amendment to the Employment Equity Act will target the turnover and force non-compliant businesses to close their doors and result in more unemployment and economic downturn.

By attending this Equity Committee Training course you will be equipped with the necessary tools and knowledge to head back to your workplace and be confident in the processes in relation to Employment Equity procedures.

What you’ll learn:

1.ABOUT EMPLOYMENT EQUITY.

  • ABOUT EMPLOYMENT EQUITY.
  • PURPOSE OF THE EMPLOYMENT EQUITY.
  • PURPOSE OF THE EMPLOYMENT EQUITY LEGISLATION.
  • EMPLOYEES REPORING
  • WHAT HAPPENS IF I DON’T REPORT TO THE DEPARTMENT OF LABOUR?

2. EMPLOYMENT EQUITY STRATEGY.

  • EMPLOYMENT EQUITY STRATEGY.
  • EMPLOYMENT EQUITY PLANNING.
  • DEVELOPING AN EMPLOYMENT EQUITY STRATEGY.
  • INFORMATION INCLUDED IN AN EMPLOYMENT EQUITY STRATEGY.

3. CODES OF GOOD PRACTICE.

  • INTRODUCTION.
  • PURPOSE OF THE CODES OF GOOD PRACTICE.

4. AFFIRMATIVE ACTION.

  • AFFIRMATIVE ACTION.
  • AIM OF AFFIRMATIVE ACTION.
  • WHAT DOES AN EMPLOYER NEED TO DO IN ORDER TO COMPLY?
  • WHAT ELSE IS EXPECTED FROM AN EMPLOYER?

5. BLACK ECONOMIC EMPOWERMENT.

  • BLACK ECONOMIC EMPOWERMENT.
  • B-BEE OBJECTIVES.
  • B-BEE CODES AND SCORECARDS.

6. DISCRIMINATION.

  • UNFAIR DISCRIMINATION.
  • STEPS TO TAKE WHEN UNFAIR DISCRIMINATION TAKES PLACE.

7. RECRUITMENT AND SELECTION PROCESS.

  • RECRUITMENT AND SELECTION PROCESS.
  • DISCRIMINATION AND THE RIGHT TO PRIVACY.
  • DIRECT AND INDIRECT DISCRIMINATION.
  • DIFFERENCE BETWEEN FAIR AND UNFAIR DISCRIMINATION.
  • AFFIRMATIVE ACTION MEASURES.
  • INHERENT REQUIREMENTS OF THE JOB.
  • MEDICAL TESTING.
  • PSYCHOMETRIC TESTING.
  • PRIVACY DURING AN INTERVIEW.
  • AFFIRMATIVE ACTION CAN AFFECT SKILLS SHORTAGE?
  • SUITABLY QUALIFIED CANDIDATES.

8. EMPLOYMENT EQUITY COMMITTEE / FORUM.

  • EMPLOYMENT EQUITY COMMITEE/FORUM
  • EMPLOYMENT EQUITY MANAGERS.
  • CRITICAL INTERVENTIONS NEEDED FOR THE EE COMMITTEE.
  • SELECTION AND APPOINTMENT OF EMPLOYMENT EQUITY COMMITEE/FORUM.
  • OBJECTIVES FOR THE COMMITEE/FORUM.

9. EMPLOYMENT EQUITY PLAN.

  • GENERAL EQUITY PLAN QUESTIONS AND ANSWERS.
  • DEFINITIONS.
  • HOW IS AN EMPLOYMENT EQUITY PLAN DRAWN UP?

10. EMPLOYMENT EQUITY REPORT.

  • EMPLOYMENT EQUITY REPORT.
  • FORM EEA 2 Employment Equity Report
  • FORM EEA 4 Income Differential Statement
  • OTHER EMPLOYMENT EQUITY FORMS.

11. COMMUNICATION DURING MEETINGS.

  • COMMUNICATION DURING MEETINGS.
  • THE MEETINGS OBJECTIVE.
  • USE TIME WISELY.
  • SATISFYING PARTICIPANTSTHAT A SENSIBLE PROCESS HAS BEEN FOLLOWED.

EMPLOYMENT EQUITY COMMITTEE

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Facilitator Training

What is a Facilitator Training?

The facilitator’s job is to support everyone to do their best thinking. They create an environment where everyone is encouraged to participate, understand one another’s point of view and share responsibility. In doing so, a group Facilitator Training helps members look for elegant solutions and build sustainable agreements.

Some groups have little need for this kind of help. For example, those whose meetings are largely information sharing, announcements and reports. Or groups who meet regularly for routine decisions about standard problems like scheduling. Those kinds of issues can be handled without much need for meeting facilitation.

What about more difficult challenges groups face? For example, a product-launching group consisting of design, marketing, manufacturing and customer service. Despite a common goal of increased sales, their frames of reference are very different. What seems reasonable to one may place too many demands on another. And interpersonal communication styles are likely to be quite different as well. What’s the likelihood that the group will survive the push-pull of their group work?

Facilitator Training:

  1.  Plan meetings using an agenda
  2.  Set a productive climate and begins a discussion
  3.  Gets the group to focus on defining and reaching outcomes
  4.  Helps group communicate effectively
  5.  Supports and encourages participation
  6.  Fosters self-discovery of alternatives and solutions
  7.  Helps the group make decisions
  8.  Helps select a team leader
  9.  Handles disruptive participants effectively excluded from the group

Facilitator Training are needed now more than ever.

Learning Facilitators play a significant role in all areas of almost any organisation or group across the world. Learning Facilitators act as the Masters who share knowledge, behaviours, attitudes, skills, information and expertise in a learnful way. They develop people further by making them realise their potential, leading them to better themselves within their jobs, careers, goals and independence. Learning Facilitators also play their part and bring change in the formal education and learning environment itself.

About the Facilitator Training

In an ever-changing world, it’s crucial for organisations and individuals alike to evolve with the times. Not only does staying the same stagnate growth, but it also renders one irrelevant where relevance counts most.

Assessment College train and equip Facilitators with the critical skills to help them help other individuals and organisations stand out head and shoulders above in their respective fields, professions and industries. If you’ve always wanted to become a facilitator and get involved in skills development, you’ll need to start with training. Here’s what you will learn during the Facilitator Course and how it can help you excel at your role of improving and changing the work industry and lives of others:

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Facilitator Training

Facilitator Training vs. Facilitator course..what’s the difference?

Training and facilitating course are two different activities. They require some of the same skills, and some different skills. A Facilitator Training is often a content expert, while a facilitator is a process expert. A trainer uses lecture, conducts demonstrations, supervises skill practice, and corrects the learners’ mistakes. A meeting facilitator leads discussions and helps participants learn from their own experiences and shared information. The trainer might lead a discussion about course content; a facilitator will focus more on the process of a discussion. Facilitation skills training often includes training skills.

Facilitator Training are needed now more than ever.

Learning Facilitators play a significant role in all areas of almost any organisation or group across the world. Learning Facilitators act as the Masters who share knowledge, behaviours, attitudes, skills, information and expertise in a learnful way. They develop people further by making them realise their potential, leading them to better themselves within their jobs, careers, goals and independence. Learning Facilitators also play their part and bring change in the formal education and learning environment itself.

About the Facilitator Training

In an ever-changing world, it’s crucial for organisations and individuals alike to evolve with the times. Not only does staying the same stagnate growth, but it also renders one irrelevant where relevance counts most.

Assessment College train and equip Facilitators with the critical skills to help them help other individuals and organisations stand out head and shoulders above in their respective fields, professions and industries. If you’ve always wanted to become a facilitator and get involved in skills development, you’ll need to start with training. Here’s what you will learn during the Facilitator Course and how it can help you excel at your role of improving and changing the work industry and lives of others:

Introduction to Facilitator Training

Facilitation is a technique used by trainers to help learners acquire, retain, and apply knowledge and skills. Participants are introduced to content and then ask questions while the trainer fosters the discussion, takes steps to enhance the experience for the learners, and gives suggestions. They do not, however, do the work for the group.

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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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Benefits training evaluation surveys deliver

Benefits training evaluation surveys deliver

1) Increase your employees’ ability to retain more knowledge:

If there are training courses that you frequently send new company employees on, you’ll want them and your business to gain as much value as possible. Creating a quiz is a great way to test employees on what they learnt, they’ll also be more likely to revisit their course materials if you run regular quizzes which in turn helps them to retain more knowledge. This also helps encourage employees to think about how they can apply their new found knowledge to their job.

2) Improve how this knowledge is applied and shared across your business:

You can also use quizzes to evaluate how well employees have been able to apply their newly found knowledge in their everyday roles and if they’ve been able to pass this onto other colleagues in the business. Publishing quiz scores and offering prizes for the highest, can help encourage greater employee participation and a healthy competition among staff which can help boost productivity within your business.

3) Enhance the quality of any training you provide:

Improve the quality of your course trainers, teaching methods and any materials you use, through evaluation surveys that allow you to test the effectiveness of a training course and enable participants to anonymously offer their feedback.

4) Increase the satisfaction and number of your course attendees:

By regularly and consistently evaluating your course attendees and acting on the feedback they provide, not only will this help to increase their satisfaction with the training you provide, it will help you to improve the quality of your course and attract more attendees going forward.

5) Identify opportunities to introduce new courses:

By allowing you to see areas where participants may be struggling, or reveal patterns in your feedback, where attendees may be asking for more information in the same areas, it can enable you to identify areas where follow up training is required. It can also highlight where there is demand for you to potentially develop new courses.

6) Improve career development for employees:

Training evaluation surveys can also be useful in helping you to develop employees, by improving your understanding of their strengths and weaknesses. Not only can it help you to keep track of their progress in their roles, it can also reveal whether they can still grow in their current jobs or whether they may be more successful in another position.

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Things to keep in mind when choosing a training provider

Things to keep in mind when choosing a training provider

1. Find a reputable partner
When you’re evaluating training providers, take the time to investigate their reputation in the market. Ask each provider you are considering for some reference sites, and be sure to contact them to find out about their experiences. This will take five minutes of your time, but may save you thousands in training costs.

 

2. Choose a specialist
Find out which trainers will be responsible for delivering the training on the courses you are considering, and evaluate their expertise and qualifications in the subject matter. Someone with a strong, proven theoretical grounding is good; a trainer with practical experience in the field is even better because he or she will be able to talk about real-life situations.

3. Fulfil specific training needs
Training is expensive, so be sure you know what outcome you expect from your investment in a course or workshop for an employee. Look closely at the course overview and determine beforehand if it will fulfil your need.

If you are choosing training on behalf of your employee, discuss the expected outcome with him or her. Ask the provider for a detailed course outline and discuss how each topic on the list will cover the employee’s training need with him or her before the course commences.

4. Look at the take home value
It’s not enough for the training course to deliver practical skills and knowledge that the employee can apply as soon as he or she returns to the office – it must also offer value in the materials the employee gets to take away from the sessions.

Researchers reckon that you remember less than 20% of what you learn during a training intervention. For that reason, a course’s value is vastly increased when the employee leaves with reference manuals, online support, and other such tools and materials.

5. Assessing the learner
The topic of assessments can be controversial. Some people believe they unsettle the learner, while others believe that they’re essential to the learning process. Whichever side of the fence you sit on, choose a provider that aligns with your needs.

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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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Product management training providers

If you’ve ever asked yourself the question as to whether you’re any good at your job then I’m sure the answer would be ‘yes’.

But a second question ‘Are you as good as you could be?’ is likely to give a different answer.

We all feel we could learn more and be better at certain aspects of our job. No one is perfect (even my wife tells me that).

The product management and product marketing roles are at the center of any company with products. And when we do our job better it has a ripple effect across the whole company. Products are more successful and the company makes more money.

But these roles are broad and there is a bewildering array of traditional and newer approaches to be considered when tackling any task. How do you keep up with best practice? How do you understand the big picture and know what to prioritize?

Good training can give you insights into the various options and help educate you on the best approach to take in your circumstances.

From our survey, we know that around half of us have to learn ‘on-the-job’. Maybe we have a mentor, maybe we read up on things – maybe not.

Learning by doing has its place, but it’s not always the most effective way of learning. It can be slow, we make mistakes and it doesn’t help us with what world-class looks like.

Based on our experience, we believe the fastest, most effective and engaging training is face-to-face in the classroom.

If you’re considering training, then to help you make a decision on what’s best for you we’ve created a checklist of things to consider when selecting a training provider.

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Training of Employees

Training of Employees

As technology advances and workplace methods and strategies improve, there comes a need for employers and employees to align with these changes in terms of knowledge, skills, values and abilities. One of the best ways to enhance knowledge and skills is through training. Getting employees exposed to relevant and consistent training can help companies improve performance and increase results in the workplace. In this article, we explain the importance of training employees and provide a list of potential benefits.

What is the importance of employee training?

Training is important because it represents a good opportunity for employees to grow their knowledge base and improve their job skills to become more effective in the workplace. Despite the cost of training for employees, the return on investment is immense if it is consistent.

There are several reasons it is important for employers to initiate training programs for their employees, such as:

It improves skills and knowledge

Employee training programs help improve the knowledge and skills of employees to match the various changes in the industry. These improvements will positively affect the productivity of workers, which can increase the profits and efficiency of an organization. Some of the things employees may learn through training include work ethics, human relations and safety.

It prepares employees for higher responsibilities.

Training programs can also help prepare employees who are moving into higher roles and taking on more responsibilities in an organization. These programs will help them learn the skills that are required to function effectively in their new positions. For example, they may be trained in leadership skills or in a specific software they will use in their new role.

It shows employees they are valued.

Implementing training programs in the workplace will help employees feel like the company is invested in them. By continuing to teach your employees new skills and abilities, they will not just become better workers, they will feel like more productive members of the organization. This will improve their morale as well as their workplace capabilities.

It tests the efficiency of a new performance management system.

Employee training programs help an organization test the efficiency and effectiveness of a new performance management system, which will help HR establish clearer performance expectations. Using these systems to train your employees will reinforce the necessity of meeting goals and help employees better understand what is expected of them.

It improves IT and computer skills.

Training programs help employees learn about specific computer skills and IT topics, such as the use of software systems. Companies may train their employees to create graphs and spreadsheets, edit data in their database and understand network arrangements in order to provide a more comprehensive understanding of computers to improve workplace efficiency.

Ways/Methods of Training

Training is generally imparted in two ways:

 

  1. On the job training- On the job training methods are those which are given to the employees within the everyday working of a concern. It is a simple and cost-effective training method. The inproficient as well as semi- proficient employees can be well trained by using such training method. The employees are trained in actual working scenario. The motto of such training is “learning by doing.” Instances of such on-job training methods are job-rotation, coaching, temporary promotions, etc. 

     

  2. Off the job training- Off the job training methods are those in which training is provided away from the actual working condition. It is generally used in case of new employees. Instances of off the job training methods are workshops, seminars, conferences, etc. Such method is costly and is effective if and only if large number of employees have to be trained within a short time period. Off the job training is also called as vestibule training,i.e., the employees are trained in a separate area( may be a hall, entrance, reception area,etc. known as a vestibule) where the actual working conditions are duplicated.
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Facilitator Training

What is a Facilitator Training?

The facilitator’s job is to support everyone to do their best thinking. They create an environment where everyone is encouraged to participate, understand one another’s point of view and share responsibility. In doing so, a group Facilitator Training helps members look for elegant solutions and build sustainable agreements.

Some groups have little need for this kind of help. For example, those whose meetings are largely information sharing, announcements and reports. Or groups who meet regularly for routine decisions about standard problems like scheduling. Those kinds of issues can be handled without much need for meeting facilitation.

What about more difficult challenges groups face? For example, a product-launching group consisting of design, marketing, manufacturing and customer service. Despite a common goal of increased sales, their frames of reference are very different. What seems reasonable to one may place too many demands on another. And interpersonal communication styles are likely to be quite different as well. What’s the likelihood that the group will survive the push-pull of their group work?

Facilitator Training are needed now more than ever.

Learning Facilitators play a significant role in all areas of almost any organisation or group across the world. Learning Facilitators act as the Masters who share knowledge, behaviours, attitudes, skills, information and expertise in a learnful way. They develop people further by making them realise their potential, leading them to better themselves within their jobs, careers, goals and independence. Learning Facilitators also play their part and bring change in the formal education and learning environment itself.

About the Facilitator Training

In an ever-changing world, it’s crucial for organisations and individuals alike to evolve with the times. Not only does staying the same stagnate growth, but it also renders one irrelevant where relevance counts most.

Assessment College train and equip Facilitators with the critical skills to help them help other individuals and organisations stand out head and shoulders above in their respective fields, professions and industries. If you’ve always wanted to become a facilitator and get involved in skills development, you’ll need to start with training. Here’s what you will learn during the Facilitator Course and how it can help you excel at your role of improving and changing the work industry and lives of others: