Training your staff can improve your business’ performance and profit. By choosing what new skills your workforce gains, you target the skills needed to meet the needs of your operation. Training your staff can result in better customer service, better work safety practices, and improvement in productivity.
Training also has many benefits for your staff. Naturally they acquire new skills, builds their self-esteem, and thereby increase their contributions to the business. Staff that has been trained can also be taken into other positions within the organisation; positions with better career prospects and/or better pay. Because they now have new and different tasks, employees remain motivated. By enrolling your workforce on training, you also demonstrate that you value them enough to invest in them, which improves loyalty and staff retention. And staff retention means saving money on recruitment. A company is also considered a ‘good company to work for’ if it is seen retaining, rather than churning, staff.
South African Skills Development Act
Notwithstanding the importance of training your staff to improve performance, South African businesses are governed by the South African Skills Development Act that was brought to power in 1998. The purpose of the Act is to:
- Develop skills for the South African workforce;
- Increase investment in education and training;
- Encourage employers to promote skills development by using the workplace as an active learning environment;
- Encourage workers to participate in learnership and other training programmes;
- Improve employment prospects by redressing previous disadvantages through training and development;
- Ensure the quality of education and training in and for the workplace; and
- Assist with the placement of first-time work seekers.
The Workplace Skills Plan (WSP)
The Workplace Skills Plan serves to structure the type and amount of training for the year ahead, and is based on the skills needs of the business. A good WSP should consider current and future needs, considering gaps identified through a skills audit, the performance management system, succession planning initiatives, and any new process or technology changes planned for the year.
Management discusses the company’s goals with employees who in turn commit to the process of achieving these goals. Management gets the opportunity to discover talent as well as skills that they did know that they had.
What is the Annual Training Report (ATR)?
Basically, this report consists of all attendance registers, proof of expenditure, and the names of the training providers used. Through this report, the SETA can establish whether training was done, or is in the process of being done.
How we can help you with staff training
At Triple E Training, we manage the entire training process for you. We consult with your staff, secure their commitment to the training programme, and conduct the training, on your behalf. Most our training programmes are focussed on blue-collar workers, and the unemployed community. When looking at a typical 3-year plan we often start staff on basic literacy training for two years, advancing staff and/or unemployed community members to the Business Practice NQF 1 learnership in the final year.
For more information call one of our skills development experts on 010 597 7611, or send an email to firstname.lastname@example.org.