The facilitators and employees of skills development programs of Inyathelo Training and Development took the time to fill in the questionnaires used in this study. The findings revealed that skill development programs in the company under investigation were valuable and useful to employees.
25-38 LITERATURE REVIEW
INTRODUCTION 25 3.2 THE SKILLS DEVELOPMENT ACT 25-28
ROLE OF GOVERNMENT AND EMPLOYERS IN SKILLS DEVELOPMENT 29-30
INVESTING IN PEOPLE 31-32 1 Private returns on education 32-33
CONCLUSION 38
39-46 RESEARCH DESIGN AND METHODOLOGY
INTRODUCTION 39
- SAMPLE 39-41 .1 Methods of selecting a sample 40
INSTRUMENTS FOR DATA COLLECTION 41-45
CONCLUSION 46
47-80 ANALYSIS OF DATA
INTRODUCTION 47-48 5.2 SKILLS DEVELOPMENT FACILITATORS 48-61
Arrangements to attend skill development programs Consultation with employees on skill development program Benefits on skill development programs. 5 Changes in job performance after skill acquisition 79 6 Current and future direction of skill development programs 79.
CONCLUSION 80
81-86 FINDINGS, CONCLUSIONS AND RECOMMENDATIONS
INTRODUCTION 81 6.2 FINDINGS FROM FACILITATORS AND EMPLOYEES 81-84
FINDINGS FROM EMPLOYERS 84 6.4 SUMMARY AND CONCLUSIONS 84-85
RECOMMENDATIONS 85-86 6.6 CONCLUSION 86
APPENDICES 90-105
APPENDIX: D
ORIENTATION, OVERVIEW AND PROBLEM FORMULATION
- INTRODUCTION
- MOTIVATION FOR THE STUDY
- STATEMENT OF THE PROBLEM
- VALUE OF THE PROJECT
- DEFINITION OF CONCEPTS
- Work performance
- Employees
- Skills Development
- Life-skills
- AIMS OF THE STUDY
- RESEARCH METHODOLOGY
- Research instruments
- DELIMITATION OF THE STUDY
- DATA ANALYSIS
- LIMITATIONS
- ETHICAL GUIDELINES
- STRUCTURE OF THE STUDY
- CONCLUSION
According to the provisions of the Employment Equity Act (1998), organizations with 50 or more employees will have to prepare and implement an Employment Equity Plan (Vial, 2004:6). Employers, employees and skills development facilitators will be informed about all aspects of the research;.
REVIEW OF THECASE STUDY OF INYATHELO TRAINING AND DEVELOPMENT
- INTRODUCTION
- BACKGROUND OF THE COMPANY
- Vision
- Mission
- Aims
- COMPANY'S POLICIES
- EXECUTION OF POLICIES
- ITD and SETA
- THE ROLE OF EMPLOYEES' TRAINING IN WORK PERFORMANCE
Supporting government objectives, mainly in skills development among members of previously disadvantaged groups. W&RSETA's role is to ensure high quality learning in the wholesale and retail sector (Dagada, 2004:13).
LITERATURE REVIEW
- Purpose of the SDA
- SKILLS DEVELOPMENT LEVIES ACT
- ROLE OF THE GOVERNMENT AND EMPLOYERS IN SKILLS DEVELOPMENT
- Skills for productive citizenship for all
- INVESTING IN PEOPLE
- Private returns on education
- Public returns on education
- ROLE OF SKILLS DEVELOPMENT IN OTHER COUNTRIES
- Lifelong learning
- Workplace learning
- OTHER STUDIES RELATED TO THE TOPIC UNDER INVESTIGATION
- CONCLUSION
The Skills Development Levy is a levy paid to the government by employers in order to create funds that will look after the training and development of the workforce. Many other employers have yet to be convinced of the economic and commercial benefits of skills development. The mission statement of the National Skills Development program also emphasizes the important role that employers must play (web 2).
The penalty for non-compliance with the provisions of the SDA is intended to motivate employers to offer skills development programmes. The increase in human resources in skills and knowledge of the workforce contributes to the nation's potential output. Development of human resources and education supports the basic values of society, equality, justice, gender.
As emphasized in the chapter, the compatibility and competitiveness of employees largely depends on the skills that employees acquire. The Government's commitment to skills development is reflected in the launch of the Accelerated and Shared Growth Initiative in South Africa (ASGISA).
RESEARCH DESIGN AND METHODOLOGY
- Methods of selecting a sample
- Sampling strategies
- Stratified random sampling
- INSTRUMENTS FOR DATA COLLECTION
- Questionnaire
- Interview
- PILOT WORK
A sample proportion on a fraction indicates the proportion of the population included in the sample. Clearly, no questions can be in the questionnaire, but the questions must be relevant to the purpose or objective of the study. The questions in the questionnaires of this study took into account the objectives of the study.
Explain the purpose of the visit and provide the informed consent document for authenticity reasons. Assure the respondents of confidentiality or anonymity and obtain their voluntary participation in completing the questionnaire. In accordance with these views on piloting, a pilot trial of the questionnaire was conducted in this study.
The researcher randomly selected only three skill development facilitators and two ITD employees. The pilot study helped to modify some questions because they were ambiguous and unclear to the respondents.
PRESENTATION, ANALYSIS AND INTERPRETATION OF RESULTS
- INTRODUCTION
- SKILLS DEVELOPMENT FACILITATORS
- GENDER COMPOSITION OF PARTICIPATING SKILLS DEVELOPMENT FACILITATORS
- AGE GROUPING OF PARTICIPATING SKILLS DEVELOPMENT FACILITATORS
- LEVEL OF EDUCATION
- LEARNERS' ABILITIES TO COPE WITH SKILLS DEVELOPMENT PROGRAMMES
- PAID OR VOLUNTEER FACILITATOR
- VOLUNTEER FACILITATOR
- IMPROVEMENT OF EMPLOYEE'S WORK PERFORMANCE
- WAYS IN WHICH EMPLOYEES IMPROVED WORK PERFORMANCE
The age group represented by ITD's competence development facilitators is shown in figure 5.2. This meant that the majority of competence development facilitators in competence development programs came from the Middle Ages. In determining where the skills development programs were offered, it became important to know which locations were used for this purpose.
The researcher sought to find out whether employees in ITD complete competence development programs or not. It became imperative to know if employees living in remote areas are accommodated when participating in skill development programs. It was important to know whether facilitators conduct skill development programs for free or were paid for the services they provide.
The majority (eight) of the facilitators indicated that they are paid for the services of presenting skills development programmes. The figure reveals that all the skill development facilitators indicated that employees improved their work performance by participating in skill development programs.
1 - Jfc 0
EXTENT OF IMPROVEMENT OF WORK PERFORMANCE
In order to understand the level of improvement, it was essential to know to what extent the work performance of the employees had improved.
41 \WJF\
FACILITIES AVAILABLE AT THE VENUE
The respondents agreed on the availability of necessary facilities at the place where skill development programs are presented. One of the respondents indicated that there is access to transportation that takes them to the relevant work-based training center, whereas one mentioned "safe behavior" as a necessary facility available at the location where these programs are offered. In the "both" category, eight of the respondents indicated that both access to transportation and safe behavior, which are critical in the locations where these programs are offered, were provided.
PROFESSIONAL GROWTH AS SKILLS DEVELOPMENT FACILITATORS
In order to ensure the self-development of the skills of the facilitators in the skills development programmes, opportunities for their professional growth as facilitators of skills development were explored. The views of the respondents indicated that in order to be informed with information related to the field of skill development, they attend seminars and workshops, read relevant documents and continue their studies. Most of the skill development facilitators (seven) mentioned that to ensure their professional growth they study continuously, while two of the respondents indicated that they read relevant documents, for example, SDA, Skills Development Tax Act, etc.
This means that the facilitators recognized that they should be more knowledgeable about all issues related to skill development than their students.
AIMS OF SKILLS DEVELOPMENT PROGRAMMES
FUTURE DIRECTION OF SKILLS DEVELOPMENT PROGRAMMES
EMPLOYEES
- GENDER COMPOSITION OF PARTICIPATING EMPLOYEES
Employees who were learners in skills development programs were of the ages depicted in the above figure. This figure indicates that nine employees were between 20-30 years old, while four employees were between 31-40 years old. Two employees were between 41-50 years old and there was no one over 50 years old.
This reflects that the employees' age profile cuts across all ages, with more focus on the younger age category. The information to determine the relationship between skill acquisition and formal education is presented in the figure below. From this information, it became clear that there was a need for skills development programs in this company.
To understand the skill level of employees enrolled in skill development programs, it has become essential to know the nature of the work they do.
ATTENDANCE OF SKILLS DEVELOPMENT PROGRAMMES
ARRANGEMENTS FOR ATTENDING SKILLS DEVELOPMENT PROGRAMMES
- BENEFITS OF SKILLS DEVELOPMENT PROGRAMMES
- VENUE WHERE SKILLS DEVELOPMENT PROGRAMMES WERE OFFERED (N=15)
- PAYMENT FOR SKILLS DEVELOPMENT PROGRAMMES (N=15) It was essential to know if learners are charged fees for skills development
- ABSENCE FROM SKILLS DEVELOPMENT PROGRAMME SESSIONS (N=15)
- REASONS FOR MISSING SKILLS DEVELOPMENT SESSIONS (N=15)
- LANGUAGES USED FOR SKILLS DEVELOPMENT PROGRAMMES (N=15)
- PROVISION OF ACCOMMODATION (N=15)
- PAYMENT FOR ACCOMODATION (N=15)
- MASTERING NEW SKILLS THROUGH SKILLS DEVELOPMENT PROGRAMMES (N=15)
- IMPROVEMENT IN WORK PERFORMANCE (N=15)
- WAYS TO IMPROVE WORK PERFORMANCE (N=15)
- IMPROVEMENT IN JOB PERFORMANCE (N=15)
- CHANGES DUE TO ATTENDING SKILLS DEVELOPMENT PROGRAMMES (N=15)
In this study, it was essential to know whether the skill development programs benefited the employees or not. The responses show that all employees agree that they do not pay for skill development programs. The results on whether or not employees are provided with accommodation while attending skills development programs are presented in the following figure.
This variable was essential to determine whether skill development programs benefited the employees or not. These categories involve the positive contribution of the skill development programs to improve work performance. To understand the level of contribution of skill development programs to the job performance of the employees who have undertaken these programs, it is necessary to determine the degree of improvement in job performance.
This variable was essential to determine how employees view their respective jobs after participating in skill development programs. The employees indicated that before participating in the skills development programs they did not like their jobs.
EMPLOYER'S INTERVIEW
- VENUE WHERE SKILLS DEVELOPMENT PROGRAMMES ARE OFFERED
- PROBLEMS ENCOUNTERED WHEN PROVIDING SKILLS DEVELOPMENT PROGRAMMES
- PROVISION OF ACCOMMODATION
- EXTENT OF IMPROVEMENT IN JOB PERFORMANCE
The interviewee reveals that companies are advised to have Skills Development Committees (SDC) in the company to comply with the SDA. Changes in job performance are noted after skills are learned through skill development programs. The quality of the work improves compared to before attending the skills development programme.
The efficiency of ITD employees makes the company more attractive to customers, for example, more students, so it offers skill development program services. ITD Employer appreciates the effort made by Skill Development programs to help companies develop skilled workforce. The employer indicated that employees are not charged for attending the skills development program.
The company claims that skill development levies are a grant if employees are provided with skills. The employer indicated that all of its employees are provided accommodation when attending skills development programs away from their areas of residence.
CONCLUSION
Both groups agreed that there has been a major improvement in the overall performance of the company, which can be attributed to skills development. 5, which aims to determine whether employees are given the opportunity to undertake skills development programmes. According to the employees and skill development facilitators, the skill development programs are provided free of charge as stipulated in the SDA.
Employees indicated that they found practical skills development programs very valuable. The study revealed that the facilitators used both English and Zulu interchangeably in the skills development programmes. The interviewee in this study acknowledged that the company offers skills development programs to employees.
Companies should clarify the objectives of the competence development programs and must ensure that they are well understood and adhered to by everyone in the company. ITD, the subject of the case study, is promoting skills development programs in its workforce.
A QUESTIONNAIRE TO DEVELOP FACILITATORS' PERCEPTIONS OF THE USEFULNESS OF THE SKILL DEVELOPMENT PROGRAMS RUN BY INYATHELO TRAINING AND DEVELOPMENT. TO COLLECT INFORMATION RELATING TO SKILL DEVELOPMENT PROGRAMS OFFERED IN INYATHELO TRAINING AND DEVELOPMENT. How do you see the future direction/contribution of the competence development programs in the performance of ITD's employees.
SURVEY QUESTIONNAIRE ON PROVIDING SKILL DEVELOPMENT PROGRAMS IN INYATHELO TRAINING AND DEVELOPMENT COMPANY. SURVEY QUESTIONNAIRE ON PROVIDING SKILL DEVELOPMENT PROGRAMS IN INYATHELO TRAINING AND DEVELOPMENT COMPANY. AN INTERVIEW WITH THE EMPLOYER TO GET IMPRESSIONS ON THE USEFULNESS OF INYATHELO TRAINING AND DEVELOPMENT'S SKILL DEVELOPMENT PROGRAMS.
TO COLLECT INFORMATION RELATED TO SKILL DEVELOPMENT PROGRAMS AS OFFERED IN INYATHELO TRAINING AND DEVELOPMENT. How do you see the current and future direction of the skill development programs offered in your company to improve work performance.
UNIVERSITY OF
KWAZULU-NATA
