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Where does a company go to find the best possible solution for its training needs? Continuing Education at University of Pretoria says planning is the key.
START WITH A SKILLS PLAN
Dr Louis Naudé, strategy specialist for Shared Services Investment and presenter of the How to Develop a Workplace Skills Plan and Performance Management courses offered by Continuing Education at University of Pretoria, says: “It is of the utmost importance that a training schedule or workplace skills plan should be developed annually to coordinate and manage skills.”
The unit offers more than 500 job-oriented short courses in 20 fields.
The workplace skills plan helps a company determine its skills needs properly, so that it can achieve its strategic goals. The plan also keeps track of employees’ professional development.
“These skills plans also allow organisations to discover talents and skills in their existing staff, and ensure that proactive plans are made to develop skills that may be needed for new future technologies and business growth,” says Naudé.
LEGAL OBLIGATION
In terms of the Skills Development Act and its relevant amendments, organisations are obliged to draw up an annual workplace skills plan. The plan is then registered with relevant sectoral training authorities so that they can alleviate the shortage of skilled workers in a planned and structured way by means of training and education.
“The ultimate goal of a workplace skills plan is to support skills development at sectoral and national level,” says Naudé.
PLAN EFFECTIVELY
A skills plan for the workplace should be a strategic priority in the organisation and, therefore, it requires the full support of the executive management.
Plans must not only reflect the need for generic skills, but pay careful attention to scarce skills related to key objectives in technical or operational areas.
By following a planned and structured approach to learning, organisations benefit from various incentives and a better skilled workforce.
While the plan also addresses issues like succession planning and employment equity, organisations at the same time demonstrate their commitment to the requirements of BEE.
“Above all, your organisation gains a competitive edge because it is recognised as a preferred employer.”
BENEFITS FOR EMPLOYEES
Skills planning for the workplace and the subsequent further training enable employees to gain nationally recognised qualifications through professional development courses.
This eventually leads to valuable work experience, while employees also have the opportunity to enhance their skills according to their specific career needs, or even to learn entirely new skills.
ENSURING SUCCESS
A workplace skills plan is only as good as the insight with which the plan is developed and implemented, Naudé warns.
“The starting point for determining skills needs to determine the skills already available by means of a thorough skills audit.”
Factors such as poor information management, job descriptions that are not clearly set out, or the need for key skills that are not addressed properly are just some of the challenges that organisations face.
It is important to use a reputable training provider to achieve the objectives of the skills plan, Naudé says. – Vida Booysen
