Wednesday, April 10, 2019 – 14:45
30 April is around the corner and everyone is rushing to finish their workplace skills plans and annual training reports. Very few SETAs require that a qualified Skills Development Facilitator submits this – which leaves it opens to just about anyone.
For most companies it is just extra paperwork that needs to be done to get their mandatory grant back. Usually rushed off by an overworked HR manager or assistant. But when you look closer at the process, you might want to reconsider who does workplace skills plans in your company and sector!
The data logged onto the various SETAs systems are then used to compile the Sector Skills Plan, which includes the critical skills, hard to fill vacancies and skills gaps for the sector. From this data each SETA also makes decisions on what they will put out for Discretionary Grants.
A Skills Development Facilitator’s responsibility comprises of a lot more than just completing and submitting Workplace Skills Plans and Annual Training reports. When you employ or make use of the services of a Skills Development Facilitator, you should look for someone who will invest their time and skills in closing skills gaps in your company and uplifting staff through training and education.
To determine training needs, your SDF will start off with a training needs analysis. This could include:
- Organisational Analysis – to determine analyse the needs of the business and to establish why certain training is seen as solutions to a problem in the business and the training history of the company.
- Individual Analysis – Who will receive training? The current skills, knowledge and learning style of an individual.
- Task Analysis – What is the main duty and what skills are required to complete this task?
- Performance Analysis – Are all the employees performing up to the expected standard? Could training help improve the performance?
- Content Analysis – Analysing the procedures, laws and documents used on the job. Make sure the proposed training doesn’t conflict or contradict the requirements for the job.
- Training Suitability Analysis – Is training the best solution for the problem that needs to be address? Is the individual the right person to implement what he/she gets trained for?
- Cost-Benefit Analysis – Return on Investment of Training
This training will then go on your workplace skills plan. Get submitted and processed by SETA. The SETA will contact the SDF if any remediation is required. If this remediation doesn’t take place, there is a big chance that you will forfeit your grant.
While analysis and planning training is exciting, it means very little without an implementation plan and someone who drives this plan! Your implementation plan will typically outline the activities and discussions necessary to turn the goals and planning into reality. It should include the resources, assumptions, short- and long-term outcomes, roles and responsibilities and budget.
The SDF and HR department will then keep record of all training that took place and capture this on the Annual Training Report for next year.
Other duties of the SDF include leading training committee meetings in companies with more than 50 employees, informing the company of discretionary grants and learnerships that become available, be the liaison between the company and SETA, and keeping up with training trends and legislation.
Can your company afford not to use a qualified Skills Development Facilitator?
Appointing an SDF will not only ensure that you are compliant, but your staff will also be able to get the training they – and your company – deserve. As Henry Ford said – “The only thing worse than training your employees and having them leave, is not training them and having them stay.”