The workshop provides organisations with practical guidelines and tools for conducting a Skills Audit to determine the skills needed to achieve the organisation's goals and objectives. It provides organisations with guidelines on how to conduct a structured training needs analysis (TNA) in order to ensure that training and other development interventions are focused on accurately identified skills needs. The workshop provides employers and their SDFs with guidelines for developing quality WSPs and ATRs for improving employee and organisational performance. This will, firstly, enable you to develop documents that will serve as instruments for addressing skills needs in your organisation. Secondly, it will enable employers to qualify for the mandatory grants paid by SETAs to employers who meet the requirements relating to the submission of WSPs and ATRs.

This workshop is credit-bearing and will be aligned to the following unit standards:
15217: Develop an organisational training and development plan (NQF Level 5, 6 credits)
15218: Conduct an analysis to determine outcome of learning for skills development and other purposes (NQF Level 6, 4 credits)

The workshop material includes: A toolkit in hard copy and CD ROM with templates and implementation tools.

Target group: The workshop is intended for staff involved in Human Capital Development, especially HR and HRD managers and practitioners, SDF's and Training Committees, and others involved in human performance improvement processes.

Contents:

Conducting a Skills Audit
- What is a job and skills audit?
- What are the benefits of conducting job and skills audits?
- Overview of the job and skills audit process
- Seven steps in the job and skills audit
Step 1: Prepare for the job and skills audit
Step 2: Analyse the organisation’s goals and objectives
Step 3: Identify the organisation’s staffing requirements
Step 4: develop updated job profiles
Step 5: Evaluate staff against the updated job profiles
Step 6: Report the findings of the job and skills audit
Step 7: Monitor and evaluate the job and skills audit

Conducting a Training Needs Analysis - Overview of the Training Needs Analysis (TNA) process
- Where does the TNA fit into related processes?
- How will information from the TNA be used?
- How are job profiles used in the TNA?
Step 1: Plan the TNA
Step 2: Determine the organisation’s skills needs
Step 3: Analyse performance gaps in your organisation
Step 4: Determine the training and development needs of employees
Step 5: Select appropriate training and other development programmes
Step 6: Compile a TNA Report

Skills Planning for compiling the WSP/ATR Step 1: Develop an action plan for completing the WSP/ATR
Step 2: Complete the ATR
Step 3: Complete the WSP
Step 4: Submit the WSP/ATR to the SETA
Step 5: Promote and monitor WSP implementation
Step 6: Evaluate the implementation of the WSP