WHY?
Training and development are investments in human capital that pays off in terms of higher productivity.
Human capital development is, therefore, the process that improves an organisations’ employee performance, capability and resource.
HOW?
CURRENT REALITY
We analyse the current reality. What are the organisational goals? Is the corporate structure (decision framework) a fit with the type of organisational objectives?
SKILLS AUDIT
We conduct a skills audit. What skills are available in the organisation? How do the skills relate to the organisational structure? Are the skills sufficient for the goals of the company?
SKILL GAPS
We then determine the skill gaps. What criteria are used to identify gaps? What type of skills is crucial in your industry? What does the industry sector skills plan suggest? How will this be monitored and documented?
ACTION PLAN
We develop an action plan with steps and timelines. What are the regulatory requirements? What is the objective of the company? Who will benefit and why?
QUALITY ASSURANCE
Skills training and employee development should happen in a framework that regulates for quality. Are the identified training providers and their courses accredited? Which regulatory bodies provide quality assurance? Does your enterprise have a quality management system in place?
REFLECT
We reflect, revise and maintain. What worked well? What didn’t work well? What should change?
WHAT FOR?
To produce Workplace Skill Plans (WSP)
To comply legally and draw benefits from the National Skills Levy
To make the workforce more robust and solve problems more creatively
To help with talent management and employee retention
To help lower employee turnover
To help with leadership development
To help plan for successions
To help improve the quality of knowledge and skill in your company