best magento templates for your store designed by, vietnam visa services, vietnam visa home, vietnam visa trip, magento templates, best magento templates for your store, bestmagento templates, 2 cong ty bao ve, 2 dich vu bao ve, 2 bao ve, thoi trang, thoi trang, website chinh phu viet nam, cong thong tin chinh phu viet nam gia vang hom nay, web design blog tin tuc, suc khoe doi song, tin tuc moi online, tin moi 360, tin tuc online, giai tri 24h thiet ke website, thu thuat cong nghe, thoi bao cong nghe, dien thoai sky gia re, magento themes,,,

Human Capital Development


Workplace Skill Plans | QCTO Training partner | Skills Audit

People may be the cornerstone of your business but, if you’re challenged by making your greatest assets perform as expected, you’re likely to be in need of a people strategy that is more sympathetic to your business objectives. For some time now we’ve been practicing methodologies that focus your staff but also free your business.

It all begins with understanding your staff better. Though we usually recommend our auditing and certification services to gain clarity on your inventory of skills, seeing the value you have on offer in relation to your strategic needs can remarkably maximize your business potential because it affords you the ability to identify gaps between your organization’s skill and its intended strategy.

Those are just some of the benefits of our holistic and integrated approach to people development. That we are all individuals is a factor to be capitalized upon, and Human Capital Development plans that are tightly integrated with your business’s objectives enable your business’s relevance far into the future.

We offer constructive programmes that allow you to develop your organization’s skills so that they meet your business objectives as they appear on the horizon. We help strategize and train the talent pools that you will require to take your business to the next level in a systemized and manageable way. With such meticulous preparation lighting your path to growth, your likeliness to succeed is dramatically increased.

Workplace readiness skills and learner-management are really a very basic set of our offerings. You can imagine the positive impact your business would experience with a skills-plan not just expertly facilitated but also enjoying systemized on-the-job coaching to support an academic education. If staff groomed to your specific needs is not enough we offer mentorship programmes that transfer years of experience into new candidates, developing also the training manuals to ensure your intellectual property is accurately communicated for generations to come.

You can tell how far you have to go regarding your staff in terms of training and costs by inviting us to make a skills assessment. Our range of assurance and certification services can optimize your costs and place your business where it should be in its industry. Remember, your people are the asset to take you there!

We can advise you about your people, staffing and communication processes. We consult on and develop human capital through constructive programmes like our “Grow your own timber” initiative featured at the South African National Skills Summit 2012. Our experience in developing people has also earned us the insight to optimize your human capital systems and processes but you’ll probably thank us most for helping you recover grant monies in lieu of a certified skills development plan.

Workplace Skill Plans

All organisations with a payroll of more than R500k per annum are required to pay a Skills Development Levy of 1% of that payroll… BUT did you know that it is possible to claim up to 50% of that amount back?

What you need to do is:

  • Register with your particular Sector Education and Training Authority (SETA).
  • Decide what training would strategically benefit your organisation and your employees best (taking into account factors such as company growth strategies, succession planning, BEE Scorecards, management grooming, upliftment programmes, employee’s career development and skill needs etc).
  • Put together a training plan for the year.
  • Compile and submit a Workplace Skills Plan to your SETA. The SETA training year runs from 1 April each year until 31 March the following year- the Workplace Skills Plans need to be submitted by the 30 June.

Thereafter each year your organisation will submit a Workplace Skills Plan detailing the planned training for the forthcoming year and an Annual Training Report detailing the training actually done in the past year. It is possible to get additional grants; have a look at your SETA’s website.

Sebata Institute provides outsourced skills development facilitation which runs the whole process for you.


QCTO Training partners

All corporate training departments will need to be accredited with the QCTO. This means that any in-house training that is presented must be accredited training and aligned to unit standards.

From experience with SETA ETQA accreditation we at Sebata Institute understand that this is a daunting task.

Furthermore the training department will need to accredit all training programs needed. This means that programs need to be accredited for which the department do not have the necessary skills or knowledge.

Sebata Institute offers one of two options to our clients:

  • Sebata Institute can assist your training department to achieve full accreditation with the QCTO. This service will include assistance with all the requirements for accreditation ie, QMS development, Alignment of material, Assessment and Moderation development and many more.
  • Sebata Institute proposes a partnership with corporate training departments. Sebata Institute will then become the outsourced provider for our client on those programs for which they do not have the necessary accreditation. This will enable us to present accredited training as an outsourced provider under the OCTO accreditation.

Skills Audit

What is a Skills Audit?

A skills audit is essentially a process for measuring and recording the skills of an individual or group. The main purpose for conducting a skills audit in an organisation is to identify the skills and knowledge that the organisation requires, as well as the skills and knowledge that the organisation currently has.

Skills audits are also usually done to determine training needs so an organisation can improve its skills and knowledge. However skills audits are also completed for other reasons such as restructuring and deployment. A skills audit gathers more information than simply your current qualifications level. It firstly identifies the skills matrices for the organisation and then delves into what the current competencies are of each individual against this predefined set of skills required to fulfill a specific role.

The outcome of the skills audit process is a skills gap analysis. This information will enable the organisation to improve by providing the appropriate training and development to individuals to cater for the identified skill gaps. The skills audit process will also provide information which can be used for purposes such as internal employee selection and to ensure that the correct person is deployed in each position.


Benefits of Skills Audits in the Workplace

The key piece of information an organisation needs to improve and to deliver to its Mission Statement and strategy is to know what skills and knowledge the organisation requires and what skills and knowledge the organisation currently has.

This information is essential for a number of reasons:

  • Without this information you don’t know where to improve.
  • With this information your training and development will be better planned and more focused.
  • Recruiting needs are better defined and more likely to result in the most appropriate candidate.
  • Placement decisions are easier with knowledge of current competence levels.
  • Career pathing and succession planning is assisted with accurate information on individuals.

Therefore the key benefits of a skills audit are:

  • Valid and valuable Workplace Skills Plans.
  • Improved skills and knowledge.
  • Lower training and development costs because development efforts are more focused.
  • Acquisition and use of information that can be used for purposes such as internal employee selection and placement.
  • Increased productivity as people are better matched to their positions.

  Back to top   Home