Salizana Training and Consulting

Salizana Training and Consulting SETA accreditation, assessor and moderator guidance,mentorship on training providers, company regist

14/06/2021

For all your training needs, contact us

13/06/2021

Please follow our page

13/06/2021

For all yourbtraining and skills development needs, contact us

18/07/2020

Attention all business owners, employers

Outsource your skills development function to us and we will ensure to provide a service that complies and implements the Skills Development Act, Skills Development Levies Act, NQF Act, EE Act and BBBEE Act and relevant regulations. Our functions are:

Register at your Sector Education and Training Authorities SETA(s) as your Skills Development Facilitator (SDF)
Develop a three year training strategy that aligns with your business strategy
Align your employee profile with the OFO Coding System for Occupational Development
Appoint and chair your Training Committee if you have more than 50 employees
Provide BBBEE advice on the Skills Development component
Compile and submit your Workplace Skills Plan (WSP) and Annual Training Report (ATR)
Monitor the implementation of your WSP and provide monthly written feedback to you during your management meeting
Advise you on accredited providers for implementation of training
Advise you on quality standards set by your SETA
Act as your contact person with your SETA
Follow up your grant disbursements with your SETA
Serve as your resource with regards to all aspects of skills development
Conduct a Skills Audit in your workplace (Optional Extra)
Project manage your learnerships (Optional Extra)
Train your coaches and mentors for the workplace (Optional Extra)
Train your skills committee members to function optimally (Optional Extra)

For all your Workplace Skills Plan, Annual Training Report, Skills Audit please contact us
04/04/2019

For all your Workplace Skills Plan, Annual Training Report, Skills Audit please contact us

14/05/2018

Good morning everyone,

Should you wish us to assist you with in-house soft skills, SDF, assessor/moderator registration, SDP accreditation, please contact us.

We are also partnering with various WHO's specialising with Health and Welfare matters. Should your organisation seek assistance, please contact us

25/07/2016

Top 10 benefits of ongoing corporate training

A business should never stand still and so nor should the development of your staff, who are the key asset in driving your business forward. Regular staff training is essential in helping this ongoing skill development. This can often be a worry to business managers though, due to its ongoing cost to the business. However, if you look past this, there are a number of important reasons why ongoing staff training can be beneficial to the business and should therefore be made a priority. With a quality training plan in place, you will also see your return on investment within your balance sheet!

Take a look below at 10 top benefits of ongoing staff development:

KEEP UP WITH INDUSTRY CHANGES
Industries are constantly changing and so it is important for a business to develop to avoid being left behind. It’s also important to make sure your business is complying with any industry regulations, which can be achieved through ongoing training, making sure your staff’s skills and knowledge are up-to-date.
Be in touch with all the latest technology developments
New technology is being developed all the time and so it is not sufficient to run a one-off training session. Regular training needs to take place to ensure that staff are using all the latest technology comfortably and to its full potential. This can be achieved through implementing a customised staff IT training program, and by integrating employee training with IT support.

STAY AHEAD OF THE COMPETITORS
Standing still can kill your business, so by making sure your staff are constantly advancing, you will continue to move forward are remain competitive within the marketplace.

BE ABLE TO SEE WEAKNESSES AND SKILLS GAPS
With regular training, a business can more easily identify any gaps in the market and skill gaps within the existing workforce. By identifying these gaps early, there is time to train staff in these required areas so they can fulfil the role effectively.

MAINTAIN KNOWLEDGE AND SKILL
Although one off training may be provided to new starters, or other employees, it’s important that training schemes are put in place to help develop skills throughout their job. To retain knowledge, skills need to be practiced and refreshed on a regular basis so elements aren’t forgotten.

ADVANCE EMPLOYEE SKILLS
Once a business has spent money on providing basic level skills, these can easily be built upon and improved to provide much more benefit to the business. Staff that know more can bring more to the table, and your business will reap the rewards.

PROVIDE AN INCENTIVE TO LEARN
If training is provided as part of a longer development pathway, employees will have much more incentive to learn, participate in the session and put their new skills into practice.

INCREASE JOB SATISFACTION LEVEL
Through continued investment from the business, staff can have a much higher sense of job satisfaction, which can improve their motivation towards their work. This reduces employee turnover and increases productivity, which directly improves the profitability. It also prevents competitors from taking away your best employees by offering training incentives.

PROVIDE INTERNAL OPPORTUNITY PROMOTION
Employing new staff involves high recruitment costs and hiring fees. However, with ongoing training, your existing staff can become more eligible for internal promotions. Unlike new staff, you can guarantee they have a complete knowledge of your business, the correct skill set and are people that you know and trust.

ATTRACT NEW TALENT
All businesses want to have the best employees and so with ongoing training, this will not only mean better staff retention, but the business may also attract better talent from the start, as this gives the business a good image and is a key feature many people look for within their job search.
As you can see, ongoing training is important not just to employee development, but it also affects the success of your business.

SKILLS
Make sure you take your time to find out what skills your staff would like to develop and why, as well as working out where you want to be in the industry and what skills are needed to get you there. Any training you provide should be transferable and relevant to your employee’s current job, to keep them engaged in the overall process.

FREQUENCY
You should also consider the frequency of training, to achieve the medium and long-term improvements. It is a careful balance, to make sure there is enough training, but not too much that staff lose interest or struggle to keep up with their daily work tasks.

DELIVERY
You should also look at the many different types of training that are available, to decide what is best for your specific business. As well as one-to-one training, you could also have group sessions, or eLearning which is now a very popular route and requires less time away from the business.

25/07/2016

Benefits of Training and Development Programs in Business Organizations

Training is encompassing everything that is expected for the enhancement of organizational development and competencies.

In order that the total performance may be improved, organizations need to have trained and experienced people. Sound organizations move along and administer training and development programs for the employees.

These programs are purposive and meant to equip the employees with the necessary skills that are required for particular jobs. Besides, failing to reach an expected or required level of performance of the employees or declines in the productivity or changes due to technological breakthroughs also necessitate training and development programs to be administered in the organizations. Also, because of the complexities of various jobs functions, the importance of training and development programs emerges in the business organizations.

Training is a process of learning. It involves the application of acquired knowledge aiming at better performance of the employees, while development involves not only the related process of developing but also helps the employees in building up their personalities, at the same time as, improving their progress towards the actualization of their full potentials. It is training and development programs that bring about tremendous change in terms of knowledge, job skills, attitudes and behavior of the employees. Owing to these programs, the employees are not only well acquainted with what is expected of them but also how they need to enhance their skills and competence level. It's a great way to achieve overall organizational development, effectiveness and efficiency in a desired manner.

Management appoints leaders, the managers, who influence the employees, so that they can make goal directed efforts to produce the desired results. They inspire the employees for the accomplishment of organizational goals. They build up competencies and ethical standards. They direct the employees towards defined objectives of the organization while providing effective training and development programs. They enthuse and motivate them, so that the tasks can be carried out effectively and efficiently.

Before the training programs being implemented, the need of training is identified. It is ensured whether training can serve the purpose. Depending on the needs of various jobs functions, different methods of training programs are conducted, such as, on-and-off the job methods, special lectures, conferences and seminars. The purpose of on-the-job method is to involve the employees in learning while they are at work, whereas through off-the-job training program, the employees need to leave the work place so as to spend the required duration in the learning process. Special lectures are meant to create the awareness of fundamental knowledge. By way of arranging conferences, various discussions are held on the points of common interest, in regard to the organization and various issues, ideas are collected and experience is shared in order to deal with the problems. With critical discussions, the participants of seminars study various aspects and the complexities of particular jobs. Thus, the sole purpose of training and development programs is to build the necessary skills of the employees and to create positive feelings among them.

It’s a fact and apposed to the supposition that man can do things what he believes he can. Thus, a true leader is the most influential person to build and develop self-confidence of the employees. He is a source of inspiration to his subordinates. He strives to instill the team spirit by making his members believe that they are capable of doing challenging tasks. This is how the employees learn many things and develop their personalities while improving organizational competence under the healthy environment of an organization.

A trained and skilled employee is far better than the one who's untrained and unskilled. He becomes competent and performs his assigned task independently. As an illustration, once an untrained employee asked his friend who was trained, “After all, what you learn by training program? I don’t think it’s of any worth.” He replied jokingly, “We are trained even how to ask questions and the art of effective communication which you seem to be lacking.” In fact, it’s funny instance but it reveals the fact, as training is all encompassing - it covers all necessary skills of the employees required in the workplace while motivating them to work in a desired and capable manner.

The major benefits of training and development programs are that the employees who are trained need lesser supervision than those who are not. A trainee acquires new knowledge, skills and attitudes and applies them in job situations successfully. Training is a way to create the confidence among the employees, so that they can operate the tasks without any obstruction with all efficiency and effectiveness. It thus to conduct such programs is to save money because a company is likely to bear heavy expenditure on hiring new employees. In this way, training and development is one of the best investments of a business organization and a great way to expand the span of management.

24/07/2016

Salizana is currently looking for services of a graphic designer.

Please contact us at [email protected]

20/07/2016

WHAT ARE ASSESSORS AND MODERATORS?

Assessment of unit standards and qualifications has been described as the process of measuring applied competence by collecting and interpreting evidence of learning.

A dynamic Skills Development expert adds that 'competence in SAQA's terms (SA Qualificatios Authority) is the combination of practical competence (skill), foundational competence (knowledge), and reflexive competence (understanding / ability to apply understanding in various circumstances).'

An assessor is someone registered by the relevant Education and Training Quality Assurance (ETQA) body to measure competence against specified National Qualifications Framework (NQF) unit standards and qualifications. A moderator is employed to umpire these assessments, and to ensure that the results are fair, valid and reliable.

The assessor has an important role in the conduct of outcomes based assessment. The assessor must be competent in terms of recognised national standards, and have the appropriate expertise and recognition in the area being assessed.

"The role of the assessor is to:

1.) Plan for the assessment.
2.) Prepare the candidate for the assessment.

3.) Conduct the assessment according to established assessment principles and decide whether the candidate is competent or not yet competent.
4.) Collect evidence of the candidate's performance.
5.) Evaluate and judge the evidence.
6.) Record the assessment decision.
7.) Provide feedback to the candidate.
8.) Complete all documentation and forward to the ETQA.
9.) Regularly review the assessment process and implement changes as and when required.
10.) Comply with all moderation and ETQA requirements.'

Assessor training opens up opportunities for individuals to work as assessors. There is demand for assessors to work in large companies, and there are opportunities for assessors to work as consultants - providing assessment services on a contractual basis.

Generally, an assessor is responsible for judging the competence of a learner in meeting required standards. In a South African context, an assessor is registered by the relevant ETQA body (Education and Training Qualifications Assurance) in order to measure specific National Qualifications Framework (NQF) standards and qualifications.

A moderator, on the other hand, is responsible for ensuring that the principles of quality assurance are applied and maintained during the assessment, and that the learning outcomes are achieved. In some cases a verifier may evaluate the moderation process.

According to noted Assessor, assessors and moderators are a key source of information about results, and it's crucial that companies have confidence in the validity and reliability of their decisions. A focus on analysing results is perhaps the most important step in improving the quality of education and training in South Africa.

04/07/2016

WHAT IS VOCATIONAL TRAINING?

"Training that emphasizes skills and knowledge required for a particular job function (such as typing or data entry) or a trade (such as carpentry or welding).”

Vocational training can also, amongst other things, be called:
Career education
Technical training
Skills development

Basically, vocational training is education or training that prepares you for the day-to-day duties that you will be doing in your specific trade, craft, profession, or role. It equips you with real skills, as opposed to theoretical knowledge only.

The different types of vocational training:
Vocational training can come from many different sources, depending on your particular needs, resources, and circumstances:

Formal education
You can start vocational training at secondary school level already – by completing a Technical Matric Certificate. Unlike a regular National Senior Certificate, Technical Matric covers more work-related subjects, such as:

Business English
Engineering Science

You can also start your formal vocational training with your post-high school education, by choosing either a technical university or a private or public TVET college that offers National Qualifications and SETA (Sector Education and Training Authority) accredited courses.

Apprenticeship
Because vocational training is often needed to enter a trade profession, such as welding or electrical engineering, apprenticeships are often used to provide this kind of training.
An apprenticeship is basically an opportunity for you to learn a trade by working alongside a skilled professional in an actual work environment.

Apprenticeships can also come in the form of learnerships in South Africa. A learnership forms part of your National Diploma if you are doing an N4 to N6 qualification. Your learnership will essentially form the work-based portion of your course and will give you practical experience to complement the theoretical coursework.

On-the-job training
Vocational training can also happen on the job, at the behest of your employer. In this context, training can either be provided directly by your company, or by a third-party training provider sourced by your company
Employers often help their employees enrol for relevant training programmes, as it holds tax benefits for them if they are liable for skills development levies.

Continuous development
Vocational training can also be undertaken by qualified professionals for a number of reasons, such as:
Fulfilling the membership requirements of professional organisations
Updating outdated skills
Expanding skill sets
Learning an additional trade

Continuous development is easiest to do through online learning, or distance learning, if you don’t want to take time off from your current job to complete your programme. In today’s labour market, continuous development has become very important for professionals who want to succeed.

26/06/2016

Good everyone,

Our website is currently running.

Kindly spare a minute and visit us on www.salizana.co.za

We sincerely appreciate everyone for their support.

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Pretoria
0184

Telephone

0723909965

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