LEARNING DEVELOPMENT STARTS HERE

Delegates are continually assessed within the classroom environment and given regular feedback during programme rollout. Trainers, together with other delegates in the group, provide constructive input and assessments are based on practical exercises.
Delegates are assessed on aspects of the programme that are key to developing effective business skills. Assessment methods include role- plays and exercises relating to day-to-day business activities. At the start of the programme delegates are asked to identify areas they have difficulty with so that  trainers can use a more focused approach. Optional pre and post-course assessments are also available for in-house training programmes.

This approach integrates training and Recognition of Prior Learning (RPL) through a Gap Analysis of the
delegates’ acquired skills. Training is then only delivered as required, and the evidence collected
will be as per the RPL assessment outline and guide.

With this approach you need to plan fr sufficient Notional Hours within the classroom, in the workplace and in self-study. During the hours in the classroom a facilitator will cover the theoretical components of the qualification. The delegate will then practically apply these skills in stipulated minimum hours in the workplace. During self-study hours delegates will research, reflect, and analyse the acquired knowledge and skills on their own.

There are great benefits for you or your employees taking up a Learnership; everyone benefits from this great way to develop relevant, high quality skills for the future.

Benefits to employers:
Relevance of training to business needs:
Learnerships are developed by the industry for the industry, in consultation with all relevant stakeholders, so the learning programme and qualification of the Learners are relevant to the specific occupation
The outcomes of the learning programme meet the standards for the industry
Greater credibility of qualifications, as employers have the assurance that the learners can demonstrate the competence reflected in their qualifications
Opportunity to collaborate with training providers in customising learning programmes to meet specific workplace needs

Improved skills and work performance:
A Learnership is a tool for multi-skilling, as it develops the competence of employees in every component of the work processes of an occupation
The learning route of a Learnership is more effective in promoting the practical application of learning in the workplace than most other routes
Because employees will be acquiring new knowledge and skills and applying these in the workplace, companies will be raising the skills levels of employees while improving work performance

Achievement of Employment Equity Objectives:
Progress in meeting Employment Equity targets, since previously disadvantaged employees have opportunities to improve their work-related competence and obtain qualifications

Appropriately Trained Recruitment Pool of Potential Employees:
Employers will be able to select employees from a wider pool of appropriately qualified workers who have developed skills that are relevant to the company’s specific work context

Increased Return on Investment in Training:
Higher returns from the Skills Levy and investment in training, due to transfer of learning to the job, as well as increased grant disbursements from Skills Levy contributions

Benefits to learners
Quality and Relevance of Training:
Improved quality of the education and training you receive; acquisition of the theoretical basis relevant to the occupation, as well as the ability to apply learning in the real work situation; and
practical relevance of what you are learning.

Skills development through learnerships is an imperative for B-BBEE score levels and therefore highly beneficial for South African organisations. Learnerships are an effective strategy to ensure businesses are empowered by a relevant skills base over the long term.

Learnerships are available for young people who have completed school, college or learning at other training institutions. You must be older than 16 and younger than 35 to be eligible for a learnership.

If you have more than two years’ experience, you can complete a full qualifications in five to 15 days.
The sessions cover gap-training of the concepts and principles relating to specific topics and outcomes
in each qualification. The training/contact sessions facilitate understanding of the evidence collected for a Portfolio of Evidence. Our qualified facilitators guide you through completing the Portfolio of Evidence and on completion, it will be assessed. When you are found competent you will receive a National Certificate and your credits will be uploaded on the National Learner Database.

This approach is wholly dependent on the delegates collecting sufficient relevant,
and valid evidence to meet the outcomes of the qualification. Contact Sessions are conducted with
the sole purpose of evaluating and reviewing the evidence collected by the learners.

Delegates will receive support and guidance throughout the training and learning experience. They will be assisted with theory but also in understanding, confronting and resolving individual problems and difficulties. In addition, we give advice and assist with personal development choices. Siyanqoba ensures that the needs of individual delegates are identified, personal goals are set, progress is reviewed regularly, and feedback is given.  We provide regular opportunities for learners to review their progress and make changes to their personal goals while they are attending training programmes.