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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.

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 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.

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.

Continued professional development is important in order to improve the skills and knowledge that you have that could be achieved through the Assessors course.

115753 Assessor Course

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Why the Facilitator course

TrainYouCan Accredited Training Network in South Africa who also offer the Train the Trainer Course also known as Facilitator course is aimed to accredit you as the Trainer or Facilitator to be SETA certified that is also nationally and internationally recognised by most countries.

Facilitation is essential to successful team and group work. That means it is also critical to organisational success, especially given the presence of conflict in organisations.

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.

Facilitation skills are the abilities you use to provide opportunities and resources to a group of people that enable them to make progress and succeed. Some examples include being prepared, setting guidelines, being flexible, active listening and managing time.

Why is Facilitation Important? Facilitation is important because meetings of large groups of people can be very hard to organize as well as to control when they are in progress. First of all, a facilitator can help members of a group get to know each other and learn to cooperate.

Facilitators often teach courses that require reflection and application of information to a job, such as communications, leadership, problem-solving, and more.

Good facilitation helps a group achieve your purpose by hearing each other, coming to understandings, pooling your wisdom and making wise decisions. The facilitator focuses on both purpose and process. The purpose is what the group has agreed to discuss or make a decision around.

117871 Train the Trainer Course

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ANTI-MONEY LAUNDERING COURSE

ANTI-MONEY LAUNDERING COURSE

This Anti-Money Laundering Training Course covers a range of topics from terrorist financing framework to customer due diligence checks and processes, deepening your understanding of the role of the money laundering reporting officer. You’ll learn how to develop a risk-based approach against financial crime that can be applied in any organization, as well as learn the policy and procedures for reporting suspicious activity.

This Anti- Money Laundering  and Counter Financing of Terrorism course seeks to equip participants with knowledge pertaining to regulatory and structural requirements needed to comply with Anti-Money Laundering/Counter Financing of Terrorism requirements.

Money laundering has become a global problem. People have found more ways to disguise their illegal income and how to spend it legally. There are many types of businesses used for these purposes. Learn to recognize them by studying the one thing they all have in common. This course on anti-money laundering will outline the meaning of money laundering, methods used to launder income and how to identify suspicious activities.

The purpose of this course is to analyze financial crime topics, including money laundering, terrorist financing, fraud, bribery, and corruption, allowing you to familiarize employees with the process of the criminal business. Financial crime online courses provide an insight into all the necessary laws to ensure employees understand their vital role in identifying and combating financial crime.

ANTI-MONEY LAUNDERING COURSE

https://gogleweb.com/courses/anti-money-laundering/ 

 

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The leading Facilitator Course through TrainYouCan.

“Facilitation” is a term that means different things to different people.

Do you just ensure that everyone’s introduced, and maybe kick off with a quick ice breaker exercise? Is your main role simply to stand by the flip chart and note down all the ideas? What preparation do you need to do? How do you manage the event, and how exactly do you pull the whole thing together? The facilitator course will assist you with these skills.

To become a skilled facilitator one should attend the official 117871 Facilitator Course that will help learners acquire, retain, and apply knowledge and skills. The facilitator course will assist you to help learners to 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.

The facilitators course will enable you as a Facilitators as experts at leading groups through key meetings and gatherings. Facilitation skills are an essential component of effective meetings because they supply teams with the expertise they need to hone in on the problem or topic at hand and achieve creative solutions and consensus, another reason for completing the facilitator course.

The Facilitator course will assist you as a hood facilitation to help a group achieve your purpose by hearing each other, coming to understandings, pooling your wisdom and making wise decisions. The facilitator course focuses on both purpose and process. The purpose is what the group has agreed to discuss or make a decision around.

Trainers help others improve their performance by teaching, instructing, or facilitating learning. This you will also learn in the facilitator course. As such, facilitation and presentation are both tools in a trainer’s toolkit. In most cases, effective and engaging trainers will spend less time presenting content through lectures or lectures and more time facilitating learning around that content.

In order to become a qualified Facilitator, you must do the correct Facilitator Course that TrainYouCan offer in Classroom and through Elearning. With years of experience in with the Facilitator course TrainYouCan trained hundreds of learners since they started in 2009. Their only make use of expert facilitators to offer the facilitator course with years of experience in the field.

Become a leading approved facilitator with TrainYouCan’s facilitator course today.

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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 Course South Africa

We are passionate about bringing out the very best in your people so that they can deliver long lasting improvements in your business.

Effective Facilitator Course skills are a highly desirable attribute for individuals who wish to manage meetings and planning sessions for more timely and productive outcomes. Facilitator Course is more than just setting a meeting time. It requires skills in presentation, negotiation, elaboration and communicating with stake holders.

This Facilitator Course teaches you practical techniques like choosing a facilitated approach, encouraging participation and gathering information, addressing disruptions, using reframing techniques, using intervention when required and much more. You’ll learn key skills that can be used right away.

After completing this course participants will be able to:

  • Define Facilitator Course & identify its purpose
  • Understand the benefits of good facilitation
  • Master the role & focus of a facilitator
  • Differentiate between process & content of a group discussion
  • Learn effective tools for preparing for an effective facilitation session
  • Master techniques for effective facilitation from Tuckman & Jensen’s stages of group development (forming, storming, norming & performing)
  • Learn how to help a group reach a consensus and a final solution by encouraging participation
  • Practice techniques for dealing with disruptions, dysfunctions & difficult people in a group setting
  • Define what interventions are, when they are appropriate and learn how to implement them

TrainYouCan Facilitator Course

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Facilitator Course

Facilitator Course

Education and experience are the primary qualifications for a learning facilitator. You need at least a bachelor’s degree in human resources, education, or instructional design. A degree in training and development is also acceptable.

The Facilitator Course facilitation is the goal of this course! Facilitation is assisting a group to determine and or achieve a particular task. To achieve the most effective outcomes however, one needs to look for and use the most appropriate processes for both the group and the focus. In the facilitation process, the trainer will need to ensure that all learners have an opportunity to contribute and challenge the participants to find the best results.

Facilitation methodologies and tools will be given to help trainers prepare for, facilitate and assess the learning experience. There are numerous ways facilitation can be improved and create an opportunity to stretch oneself. This course will provide input on how to do this.

The Facilitator Course 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.

PURPOSE OF THE Facilitator Course
This Facilitator 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.

People credited with this unit standard are able to:
Plan and prepare for facilitation;
Facilitate learning; and
Evaluate learning and facilitation.

The Facilitator Course is increasingly being acknowledged as a key success factor within the higher education community. Creating an engaging environment for students requires facilitators to embrace principles of adult learning and to accommodate learning preferences of students. As stated in the National Framework for Enhancing Academics as University Teachers, “Academics are appointed primarily for the disciplinary expertise and research capacity and it is not reasonable to assume that they will automatically be well-equipped to carry out this task [of a scholarly and professional approach to teaching].”

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Facilitator Course Introduction

Effective  Facilitator Course skills are a highly desirable attribute for individuals who wish to manage meetings and planning sessions in South Africa for more timely and productive outcomes. Facilitator Course is more than just setting a meeting time. It requires skills in presentation, negotiation, elaboration and communicating with stake holders.

TrainYouCan trainers are all professional facilitators who have the expertise to design and lead effective meetings, team and organisational processes.

Successful meetings harness the wisdom and experience of everyone present to reach outcomes they couldn’t have achieved individually.  We work with you to determine what needs to be achieved and then manage the group process so that everyone does their best thinking.

We can add value to:

  • Conference facilitation and presentations
  • Strategic planning
  • Meetings
  • Forums and events
  • Team development sessions

There has been a growing realization that we have to pay attention to the Facilitator Course process elements of meetings if we want them to be effective. With its focus on asking rather than telling, and listening to build consensus, facilitation is the new leadership ideal, the core competency everybody needs. Managers and supervisors are often asked to Facilitator Course rather than instruct or manage their meetings and training sessions.

How can you facilitate, rather than control, group decision-making and team interaction? With no formal training, people may find it difficult to make the transition from instructors or managers to facilitators.

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Why the Facilitator Course

Why the Facilitator Course

What is a facilitator course?

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 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?

Groups face other issues as well including clarifying roles for projects that have not been done before, resolving high-stakes conflicts, etc. In situations like these, groups will make better decisions if they embrace a facilitative mind and skill set to support them to do their best thinking. This is often accomplished by preparing a facilitator guide to help the meeting leader when facilitating a meeting and by applying fundamental group facilitation skills.

To what extent does a facilitative mind set exist in YOUR organization?

Trainer vs. Facilitator Course…what’s the difference?

We have identified eight distinct roles that a facilitator is likely to play during a session.

  1. Motivator: From the rousing opening statement to the closing words of cheer, you ignite a fire within the group, establish momentum, and keep the pace.
  2. Guide: You know the steps of the process the group will execute from beginning to end and carefully guide the participants through each step in turn.
  3. Questioner: You listen carefully to the discussion and quickly analyze comments to formulate questions that help guide a productive group discussion and challenge the group when appropriate.
  4. Bridge Builder: You create and maintain a safe and open environment for sharing ideas. Where other people see differences, you find and use similarities to establish a foundation for building bridges to consensus.
  5. Clairvoyant: Throughout the session, you are attuned to signs of strain, weariness, aggravation, and disempowerment, and respond in advance to prevent dysfunctional behavior.
  6. Peacemaker: Although it is generally better to avoid direct confrontations, should it happen, you step in quickly to reestablish order and direct the group toward a constructive resolution.
  7. Taskmaster: You are ultimately responsible for keeping the session on track. This entails tactfully cutting short irrelevant discussions, preventing detours, and maintaining a consistent level of detail throughout the session.
  8. Praiser: At every opportunity, you should praise participants for good effort, progress, and results – praise well, praise often, praise specifically.

What Does a Facilitator Course Do?

To facilitate an event well, you must first understand the group’s desired outcome, and the background and context of the meeting or event. The bulk of your responsibility is then to:

  • Design and plan the group process, and select the tools that best help the group progress towards that outcome.
  • Guide and control the group process to ensure that:
    • There is effective participation.
    • Participants achieve a mutual understanding.
    • Their contributions are considered and included in the ideas, solutions or decisions that emerge.
    • Participants take shared responsibility for the outcome.
  • Ensure that outcomes, actions and questions are properly recorded and actioned, and appropriately dealt with afterwards.

We look in more detail at most important of these areas below.

 

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Plan for Facilitation

PLAN AND PREPARE FOR FACILITATION

2.1 Sector and Workplace Skills Plans

The Skills Development Act (Act No. 97 of 1998) and the Skills Development Levies Act

 

(Act No. 9 of 1999) require SETAs to comply with the following:

  • Develop a sector skills plan
  • Implement the sector skills plan
  • Promote, develop and administer learner ships
  • Support the implementation of the NQF
  • Undertake quality assurance
  • Disburse levies collected from employers in their sector
  • Report to the Director General and to SAQA

 

These acts require employers to:

  • Register with the South African Revenue Service (SARS) to pay the Skills

Development Levy, equivalent to 1% of total annual remuneration

  • Register a Skills Development Facilitator (SDF) with the relevant SETA
  • Submit a Workplace Skills Plan (WSP) to the relevant SETA
  • Implement the Workplace Skills Plan (WSP)
  • Submit levy grant claims to the SETA as per the provisions of the Funding
  • Regulations to access a percentage of the skills development levy, which is intended to promote skills development.

PLAN AND PREPARE FOR FACILITATION

This legal framework and the National Skills Development Strategy are intended to encourage employers to comply with legislation and, by so doing:

  • Contribute to the development of a culture of learning,
  • Help to create a competitive and productive work environment, and
  • Stimulate growth and employment in a sustainable way.

 

Employers are also required to consult representative structures when compiling their Workplace Skills Plan. The process of consultation must include:

  • An allowance for trade unions to participate in and conduct audits and needs assessments for their members.
  • The disclosure of necessary information as may be requested by trade unions subject to the terms of the LRA.
  • Consultation in departments, sections, or at Labour Forum level before referral to central structures.

The purpose of a Workplace Skills Plan, therefore, is to provide employers with a structured plan which should help them to ensure that skills development is encouraged and takes place at enterprise level.

PLAN AND PREPARE FOR FACILITATION

Workplace Skills Plans also provide the SETA with critical quantitative and qualitative information that enables it:

  • To understand the profile and composition of the sector;
  • To determine skills requirements and priorities across the sector;
  • To develop a clear picture of areas where there is a high demand for skills development – pinpointing areas where Learner ship and Skills Programmes should be developed.

 

The Workplace Skills Plans submitted by enterprises across the sector therefore serve as one of the primary sources of statistical information and data available to the SETA in the development of its Sector Skill Plan.

Workplace Skills Plan in summary is:

  • A plan developed every year at enterprise level that describes an organisation’s training and skills development strategy that will help it to meet its overall objectives and targets;
  • A key source of information about the sector – in terms of demographics, existing qualifications, and training and development priorities for the forthcoming year;
  • A document that will inform the SETA’s strategic priorities in the development of its Sector Skills Plan

 

IN SUMMARY

NATIONAL SKILLS PLAN

(On Government level)

Retail Sector Skills Plan
Financial Sectors Skills Plan
Mining Sectors Skills Plan
Company 1

Workplace Skills Plan

Company 2

Workplace Skills Plan

Company 3

Workplace Skills Plan

Company 4

Workplace Skills Plan

Company 5

Workplace Skills Plan

Company 6

Workplace Skills Plan

2.2 OUTCOME BASED EDUCATION

What is outcome based education & training?

PLAN AND PREPARE FOR FACILITATION

The initial principle of OBET is that we should describe education and training programs in terms of measurable exit outcomes we want learners to attain. In HET (and other workplace orientated educational sectors) these outcomes would derive from:

  • Entry level professional expectations (specific knowledge, skills and attitudes needed for entry level into the world of work)
  • The Critical Cross Field Outcomes (the general knowledge, skills and attitudes needed for entry level into the world of work – see below for these)
  • Current and future trends in the world of work (e.g. globalisation with its need for flexibility and innovation in the workplace and society)
  • Institutional focus

These exit level outcomes are too large to be assessed ‘in one go’ so they are broken down into smaller, more measurable outcomes.

2.3 WHAT ARE OUTCOMES?

  1. Outcomes are demonstrations of learning. They are general in that they either sum up a group of other outcomes or a group of tasks.

Outcomes can demonstrate very general life and work skills such as:

  • Solve problems

General occupational skills such as:

  • Sell products (retail management)
  • Relate engineering activity to environmental problems (engineering)

More focussed occupational or learning skills such as:

  • Approach customers and establish needs (retail management)
  • Relate a local environmental issue to a theoretical issue (engineering)
  1. When we assess outcomes we must make sure that we assess applied competence and that we assess attitudes and values. Attitudes and values typically refer to willingness to work in a group and a hierarchy and to listen and respect the opinions of others, being willing and confident to do tasks, being willing to learn from mistakes and from others (rather than giving up), being culturally sensitive and being environmentally sensitive, amongst others. Many of these attitudes/values are reflected in the CCFOs.
  • The Critical Cross Field Outcomes
  • Solve problems
  • Collect, analyse and organise information
  • Plan and organise one’s own and other’s activities
  • Communicate effectively, including mathematically and graphically
  • Work with others in teams
  • Participate responsibly in communities
  • Use technology
  • Learn from experiences/learn to learn more effectively
  • Show responsibility to others and the environment
  • Develop entrepreneurial abilities
  • Be culturally sensitive

PLAN AND PREPARE FOR FACILITATION

2.4 STAKEHOLDERS INVOLVED IN THE WORKPLACE SKILLS PLAN PROCESS

Stakeholders are a group or individuals that are affected by and/or have an interest in the operations and objectives of the business. All the relevant stakeholders must be involved in the process in order to conduct a workplace skills plan within the organisation.

The importance of stakeholders is to support an organisation in achieving its strategic objectives by interpreting and influencing both the external and internal environments and by creating positive relationships with stakeholders through the appropriate management of their expectations and agreed objectives. Stakeholder Management is a process and control that must be planned and guided by underlying Principles.

  • Stakeholder Management, within business or projects, prepares a strategy utilising information (or intelligence) gathered during the following common processes:
  • Stakeholder Identification – Interested parties either internal or external to organisation/project. Stakeholder Analysis – Recognise and acknowledge stakeholder’s needs, concerns, wants, authority, common relationships, interfaces and align this information within the Stakeholder Matrix.
  • Stakeholder Matrix – Positioning stakeholders according to the level of influence, impact or enhancement they may provide to the business or its projects.
  • Stakeholder engagement – It is primarily focused at getting to know and understand each other, at the Executive level. Engagement is the opportunity to discuss and agree expectations of communication and, primarily, agree a set of Values and Principles that all stakeholders will abide by
  • Communicating Information – Expectations are established and agreed upon the manner in which communications are managed between stakeholders – who receives communications, when, how and to what level of detail. Protocols may be established including security and confidentiality classifications.)