Building materials producer takes concrete steps towards AET success
Employees progress quickly through the four levels of Triple E Training’s quality adult education and training (AET) programmes because they are motivated to succeed right from the outset.
Their basic workplace literacy skills are first assessed so that they are placed at the correct AET level. This ensures that employees cope with the course content or do not find it too easy and, therefore, irrelevant.
Thereafter, we explain the process in detail; relevance of the training; what it takes to succeed; and the continued support provided by our professional AET facilitators to employees. Equipped with this knowledge, employees enter AET well prepared greatly improving their chances of attaining a General Education and Training Certificate in Adult Education and Training (GETC: AET).
This extensive preparatory work ensures that our AET is always a resounding success and yields a return on investment. Therefore, the same process is being undertaken at the various sites of one of the country’s foremost producers of construction materials as we prepare to equip its many employees with basic literacy and numeracy skills.
Triple E Training was appointed to turn around the company’s existing AET programmes, which are marred by poor attendance and low progress rates. This is despite the large investment, including time and money, the company has made into AET to date. All employees have since dropped out of the company’s most recent AET intervention. They thought that they were completing AET Level 4 but were disappointed to learn that they still had three more levels to complete. This misunderstanding is due to poor communication between the previous training provider and the learners, as well as minimal employer involvement in AET.
Weak foundations scupper AET
Worryingly, many AET programmes fail. This is largely because they are not undertaken correctly from the outset.
Companies and their training providers may overlook situational barriers. For example, employees may already be overwhelmed with their existing responsibilities as adults, such as holding down a job; learning disabilities; and lack of support from training facilitators and employers at suitable times and places.
Employers also usually have a poor understanding of the resources that their employees need to learn. Oftentimes, workers’ previous academic credentials are not even considered when AET is being planned. This is not to mention the blatant disregard of the recognition of prior learning system which can be very effective in terms of fast-tracking education and career progress.
Attitudes of employees towards adult education is also a stumbling block. They may lack the confidence and self esteem needed to participate in adult education. Others may feel embarrassed to have go back to “school” to learn literacy and numeracy skills or are teased by other team members for wanting to learn. Then there are the many employees who just do not see the relevance of the training.
Another important consideration is that most low and unskilled employees also lack the foundational skills that they need to learn. This includes the ability to access and understand information, as well as critical and reflective thinking skills. Therefore, training needs to be facilitated by a professional educator who has extensive experience teaching adults with low literacy and numeracy skills.
Cementing future AET success for our client
As we prepare to commence AET for this client, we are meeting with all the company’s employees who dropped out of the previous programme to explain our processes to them. It is important that we gain their trust in our abilities to help them to attain a General Education and Training Certificate in Adult Education and Training. In these initial discussions with employees, it is clear that they are disappointed with how things turned out but still want to improve their circumstances. Therefore, AET must be done correctly this time round. There can be no shortcuts.
After we have assessed all participants’ existing basic education skills, we will also explain to them why they are being placed at specific AET levels and how this will benefit them in the long run. It is clear that some employees will have to start their learning journeys at lower AET levels. This is a sensitive topic and will be handled appropriately by professionals.
Our awareness campaign will also provide a platform for our client to reaffirm its commitment to the success of the AET programme. After wide consultations with the Triple E Training team, our client is now fully aware of the shortfall of its previous AET projects. Having successfully addressed all of these issues, employees will receive the necessary support from their employers throughout their learning journey.
Learn more about Triple E Training and how we ensure AET success. www.eee.co.za