10th Jan 2019 at 8:50 am #69126
The Workplace skills plan (WSP) is intended to document skills needs in a company and to describe the range of skills development interventions that the company will use to address these needs.
A WSP must be developed and submitted every year in order to comply with current Skills Development legislation. The WSP will normally be compiled by a registered skills development facilitator (SDF) or another qualified person and submitted to the SETA.
By complying with requirements, a company is granted access to the various SETA grants available for skills training.
Compiling a meaningful WSP which takes into consideration the needs of the company, the employees or learners as well as EE considerations is of vital importance to ensure training is offered that is beneficial and meaningful to all. By including the correct training interventions in the WSP that are aligned to specific yet verifiable needs, you are more likely to be able to recoup some of the rapidly diminishing Skills levies.
It is therefore essential that the SDF, all HR Practitioners, line managers and other key role players in the organisation understand their role where skills development is concerned. All key role players should be prepared to become involved and to assist in the development of a meaningful and professional plan that will meet both SETA and EE requirements.
A meaningful and professional WSP requires the inclusion of information gained from a variety of sources including learners, managers, training staff, SETA’s and Industry players.
It is essential therefore for all the above to have an understanding of the following key areas related to skills development:
Work place skills planning
The workplace as a place of learning
The need for managerial buy in and involvement
Skills planning – EE and BBBEE considerations
WSP, SSP and NSDS III
The need for conducting professional skills analysis
Industry and company specific scarce skills
A Corporate Qualifications Framework (CQF) related to the company
Job profiles, OFO’s and related qualifications
Skills Gaps and linking these to pivotal grant requirements
Linking skills development initiatives to career progression objectives
Role of the SDF and other key role players
In many instances, line managers and other key role players are not aware of the company policies where Employment Equity and Skills Development are concerned. The result is there is no buy in and the SDF gains no support from these individuals.
Companies have an obligation to ensure all managers are well versed in and abide by the company policies and procedures. Skills Development and EE policies are not to be overlooked in this regard.
Des Squire (Managing Member)
AMSI and Associates cc
- This topic was modified 1 week, 4 days ago by Des Squire.
You must be logged in to reply to this topic.