Learner Engagement: pertains to learner placement/recruitment, which is a formal process to match the learner to the employer. Learners undergo formal contracting to participate in the formal training component of their qualification. The WIL practical is supported by a coaching framework. The workplace supports the learner to become operation and apply their skills practically, while the training provider focuses on evidence collection and meeting the formal assessment requirements. Learners are allocated a coach for the duration of the WIL practical who helps them work towards competency in the qualification and achieving work readiness. One successful completion, learners can apply for gainful employment.
Workplace Engagement: forms part of Omni HR Consulting’s’ client engagement strategy. Surveys are conducted to secure feedback on the efficacy of WIL programmes implemented. The consensus from respondents who have engaged in WIL is that; the programme added value to their workplace. Learners displaced a high level of commitment to the hosting workplace company goals. Learners met the company’s requirements displaying a positive attitude when dealing with customers and staff. Learners are employable and could be recruited to fill vacancies. A well-structured WIL programme is evident in the ability to understand a company’s environment, support the workplace objectives and benefit both the workplace and learner.
Quality Training Partner: Omni believes that quality assurance and WIL are interconnected and that without delivery of quality learning, WIL, coaching and mentoring and assessment, the overall programme cannot be successful. For successful implementation, WIL strategies must; be part of the learning framework/curricula from the onset, considering both the theoretical and practical components of learning. Meet quality assurance compliance requirements aligning learner attributes and the skills required within the workplace. Ensure that implementation provides sufficient learner support and guidance to the learner, that is documented and forms part of the assessment process.
The positive impact of work-integrated learning: yields benefits all stakeholders:
Learners benefit from WIL practices by linking their newly acquired knowledge and skills with practical application in a controlled environment. In the work environment, they are also exposed to the right blend of soft-skills required for work-readiness which when learnt, provide them an even greater opportunity for gainful employment.
Learners bring a host of new ideas and innovations resulting in workplaces benefiting from this pool of skilled, talented, young individuals who in time could service their recruitment pipeline and succession planning process.
Learning institutions benefit when meeting the compliance requirements for work integrated learning as workplaces would continuously engage them to provide a continuous flow of skills learners who meet their human capital requirements.
To discuss and craft your WIL skills development initiatives, contact Cindy Londt our Operations Executive on: (021) 685 9160 or [email protected]