Skills in the workplace and transforming it into a company asset
There is a significant shift in technology; the gears look different in the workplace. Human capital will become a business’s greatest asset, and the only way to keep this asset from collapsing is to invest in developing current, scarce and critical skills. Or should new skills be the most critical investment amongst current employees? There is not only a gap in skills in the workplace but a significant difference between generations. The Babyboomer has a different skill set than the Millennial but is it relevant to your future strategies? Can you train an old dog new tricks?
Here are four key takeaways for a thriving and sustainable human capital:
- Invest in current employees and give training on different occupational levels, from the bottom line to top management.
- Utilise employees’ skills. The world is changing, and so is your business, it is no doubt that you should either look into upskilling or reskilling.
- Accommodate different training methods.
- Get them fresh out of school or university. It is a risk to invest in the youth, but it is vital for the country’s At the end it will be beneficial to train and keep them.
Motivate training on different levels
Who wants to work for a company where you stagnate at each level of your career? Focusing on training for the bottom line to top management will improve workflow, motivate, and increase your operation productiveness.
Bottom line, lower up until middle management:
Tusanang offers a variety of accredited learnerships to assist upskilling on different levels.
We offer learnerships from NQF 1 to NQF 6 that are available in:
Middle Management until Top Management:
We also have QCTO accredited training solutions for your company.
We have a variety of courses available for your professional growth, with courses available from N4-N6.
– Office Administrator
– Supply Chain Practitioner
– Retail Supervisor
– Service Station Attendant
– Project Manager
– Store Person
– Retail Manager: Retail Store Manager
Non-accredited training for all levels
According to the Employment Equity Act 55 of 1998, equity barriers in the workplace needs to be addressed. Therefore, HR or the employment Equity Committee must implement non-accredited training on equality in the workplace, sexual harassment, HIV/AIDS and company cultures annually.
Utilise employees’ skills.
Upskilling, or reskilling, is a smaller investment than hiring and training a new worker. However, upskilling or reskilling, training current staff is still less expensive than hiring. You create a more well-rounded, cross-trained workforce and increase your team’s effectiveness as you reskill your employees. Implementing Skills Development Succession Plan that addresses upskilling or reskilling programme places them in charge of their development plan and helps their career progression.
Upskilling, the most common within the workplace, is the process of learning new skills to enhance your skill set and reach your current KPIs.
Companies may want to train their workforce to acquire new skills, ultimately enabling staff to grow in their current positions and bring added value to the business.
Reskilling is the process of learning new skills to find a different position or career path.
Employers use reskilling to train employees to enter a new position or department. The employee takes further education to learn the skills needed to enter an entirely new field of activity to what they were previously in.
The skillset is considered for the different roles to be more beneficial for employers and employees.
Accommodate different training methods
Each one has its learning method; some employees might do best in a traditional classroom setting with a facilitator and others may prefer doing classes online at their own pace. Others may be interested in doing quick short courses to save time.
Once you’ve identified the skills which need to be addressed in your organisation, you can look at various training method options such as:
- Skills Programme
Tusanang Training provides different training methods to address your training needs on various NQF levels as well as accredited e-learning.
As a renowned business solution and training company in South Africa that allows individuals and organisations to move forward and grow, we have created an e-Learning Workplace Readiness Programme that contributes to in-house training and addressing employment equity barriers.
Our innovative, user-friendly, and paperless solution meets all SETA requirements. Our e-learning solution can be accessed from anywhere and we can give you many reasons to choose Tusanang Training as your training provider.
The youth still struggle to get employed whether they have a tertiary degree or not. The official unemployment rate was 32,6% in South Africa in 2021, and this rate was 46,3% among young people aged 15 – 34 years (the Quarterly Labour Force Survey (QLFS )
“Education and prior work experience play an essential role in the labour market, and employers often prefer to employ those with previous work experience and a higher level of education. Unfortunately for the youth, lack of work experience is a stumbling block that makes it hard to secure employment. ” According to Judy Vercueil, B-BBEE Specialist.
Appointing youth is a risk but can be beneficial in the long run. It is all about how you do the interview, onboarding process and implementing transformation training.
When interviewing a candidate with no experience, one should ask about their life goals, interests and current skills. Understanding their ambition will determine whether they are suitable candidates for your company.
The onboarding process has become an essential step in a company, for it determines whether your employee would understand and feel part of the culture. The onboarding process motivates, and an employee determines their loyalty level towards the firm.
Give the youth three months in a new position and understand their skillset before investing in training. By understanding their strengths and personality, HR can strategically place and train the employees in a post that will benefit the employee and the company.
Following this transformation training philosophy will simultaneously build the foundation for effective succession planning at an organisation level, ensuring management integration and a focused career path strategy and development plan for execution at an individual level (Judy Vercueil, 2022).
Training is a critical part of your Human Captial Investment plan. Following the above skills, development recipe will ensure your business of sustainability. Tusanang’s training adds to your business growth by enabling you to forecast, plan, and increase productivity, and we know how essential skills development in business growth is. Choose Tusanang Training as your skills provider for your WSP submission for 2022.