Occupational development programmes and provide many benefits to a business, like increasing retention, boosting morale and improving efficiency. After successfully training 50 Compliance Officers across the banking sector, Khulisane Academy offers some insights into the skills development process.
The purpose for training begins with a demand for skilled workers in a particular sector. The training provider and sponsor will then determine the training conditions. There is a funded project sponsor to report to, with time limits and an industry who needs qualified employees in a specified field.
Once the need is established it is necessary to prepare for the training cycle. In this instance, Khulisane had to ensure that learning material was developed and approved by the QCTO. The training provider also had to obtain SDP registration and compliance and subject matter expertise had to be capacitated to function in the ETD environment as facilitators, assessors and moderators.
Mentors & Coaches
The monitoring of work experience formed part of the initial agreement and mentors and coaches were recruited to deliver on this component.
“We trained coaches and mentors in the workplaces to ensure proper recording and collection of evidence. One of the biggest lessons we have learned, was the fact that this component of the curriculum needs absolute commitment from the employer, learner and provider.”
Rotation programmes, external consultants and workplace measurements were also used to ensure that work experience was effectively monitored.
Internal assessments prepare learners for external exams. This is a great way to assess the final level of competence and alert learners to gaps in training.