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How to create a Workplace skills plan and annual training report

In order to develop your workplace skills plan then you would ideally need to start with classifying the various occupations within your organization. This means you need to look at the basic business functions within your organization such as Sales; Marketing; Finance; IT; Networks etc. and the specific occupations therein. Please note that these functions differ from job profiles and really speak to professions such as accountant; engineer; lawyer; electrician etc.

Once you have established these categories it is then necessary to produce a matrix of jobs per functional area. Your grading system could also be included in this matrix. Once completed it is time to populate your employee details in the matrix. Ultimately your aim is to establish the number of employees you have per functional area per role category; the type of training received thus far (a set period of time would drive consistency in your analysis) and the number of vacancies required to be filled in each area. It is then necessary to establish what training with each category and functional area received within the next 12 months. You would also need to include demographic information relating to your employees. Race group; gender; age; and length of service are some of the key elements that must be considered.

By considering the business objectives and strategies you would then need to establish the company’s skills development priorities. The best way to do so is to think over your business plan and to analyze carefully how best to realize this plan.

Then further analyze needs to be conducted with regards to the skills level within your organization. Which areas are well equipped from a technical perspective and which areas require additional development in order to enhance skills and therefore meet the business objectives. By doing so, you are creating a clear roadmap as to where you should place your business training and development focus. Key considerations around up-skilling; re-skilling and multi-skilling will form the foundation of your plan. You are required to provide the SETA with information around vacancy descriptions that were not filled in the previous SETA financial year; a description of occupations relating to these vacancies; a list of proposed vacancies for the new SETA financial year and a description of the occupations relating to these vacancies.

You then need to specify the educational and training requirements for achieving the organizations skills development priorities. Again using a table / matrix you need to list the occupational group; the occupation; the development purposed and the education and training required. Thereafter you can populate the various rows and columns with the necessary information.

Lastly specify how many employees are to receive the planned training / educational inputs; whether it will be executed in-house or by external suppliers and the expected costs. It would be advisable to use your demographic information when reporting on this.

It is important to remember that you need to ensure quality assurance measures are in place for all planned training and education. This relates to the selection of the courses and the credits the employee will receive for the training.

For more information and guidelines it is advisable to research the subject further with your assigned industry SETA.

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