Training Design
CHAPTER-1
INTRODUCTION
INTRODUCTION
Training is an essential part of any organization’s human management and skills development strategy. In the past, training was often regarded as an unnecessary luxury by many organizations, but the implementation of the Skills Development Act and Skills Development Levies Act, Employment Equity Act, Broad-based Black Economic Empowerment and the National Qualifications Framework by the South African government has slowly but surely started to change this perception. Organizations are now encouraged, rewarded and recognized for skills development initiatives. But training offers more than mere legal compliance and financial benefits: * In times of economic recession, training offers the benefit of multi-skilling, where individuals can be cross-trained to perform other duties, obviating the need for a larger staff complement. * The skills shortage challenge is a global phenomenon and staff retention is a critical factor in the competitiveness and service delivery of all companies. According to Professor Frank Horwitz (the Director of the UCT Graduate School of Business), personal growth and skills development are by far the most important drivers of attrition globally. In the National Remuneration Guide (released by Delloite), it was evident that most South African workers quit their jobs because of a lack of career advancement and effective utilization of their knowledge and skills. Personal growth can be offered to staff members in the forms of training, mentoring, coaching and personal development plans for employees. * Increased productivity, especially when the economy experiences a downturn, is a fundamental requirement for the success of a business. Training increases productivity on many levels, including the transfer of essential skills, increased enthusiasm in staff members, the development of employees with growth potential, * The vast majority of organizations support the philosophy of skills
INTRODUCTION
INTRODUCTION
Training is an essential part of any organization’s human management and skills development strategy. In the past, training was often regarded as an unnecessary luxury by many organizations, but the implementation of the Skills Development Act and Skills Development Levies Act, Employment Equity Act, Broad-based Black Economic Empowerment and the National Qualifications Framework by the South African government has slowly but surely started to change this perception. Organizations are now encouraged, rewarded and recognized for skills development initiatives. But training offers more than mere legal compliance and financial benefits: * In times of economic recession, training offers the benefit of multi-skilling, where individuals can be cross-trained to perform other duties, obviating the need for a larger staff complement. * The skills shortage challenge is a global phenomenon and staff retention is a critical factor in the competitiveness and service delivery of all companies. According to Professor Frank Horwitz (the Director of the UCT Graduate School of Business), personal growth and skills development are by far the most important drivers of attrition globally. In the National Remuneration Guide (released by Delloite), it was evident that most South African workers quit their jobs because of a lack of career advancement and effective utilization of their knowledge and skills. Personal growth can be offered to staff members in the forms of training, mentoring, coaching and personal development plans for employees. * Increased productivity, especially when the economy experiences a downturn, is a fundamental requirement for the success of a business. Training increases productivity on many levels, including the transfer of essential skills, increased enthusiasm in staff members, the development of employees with growth potential, * The vast majority of organizations support the philosophy of skills