Briefly discuss the important macro issues that may have an influence on training and development in an organisation.
1. What influence does technology have on training? Motivate your answer.
2. What are the goals of the Human Resource Development Strategy (HRD)?
3. Discuss the objectives of the National Qualifications Framework (NQF).
4. Discuss Sector Educational and Training Authorities (SETAs).
5. Discuss the concept Skills Development Facilitator.
1. Technology has a significant influence on training in organizations. With the rapid advancements in technology, training methods and techniques have evolved. Technology has made it easier to deliver training through online platforms, e-learning modules, virtual classrooms, and webinars. It allows for the creation of interactive and engaging training materials such as videos, simulations, and gamified learning. Technology also enables real-time collaboration and communication among learners and instructors, making training more flexible and accessible. It allows for tracking and monitoring of training progress and enables organizations to gather data and analytics to measure the effectiveness of training programs.
2. The goals of the Human Resource Development Strategy (HRD) are to support and enhance the organization's overall business strategy by aligning training and development initiatives with the needs and objectives of the organization. HRD aims to improve employee performance, enhance skills and competencies, promote talent development and succession planning, foster employee engagement and retention, and create a learning culture within the organization. It focuses on developing the capabilities of individuals and teams to meet both current and future organizational requirements.
3. The objectives of the National Qualifications Framework (NQF) are to provide a standardized and nationally recognized framework for the development, assessment, and certification of qualifications in South Africa. The NQF aims to promote lifelong learning, improve the quality of education and training, facilitate skills acquisition and development, and enhance mobility and progression within the education and training system. It helps to ensure consistency, transparency, and comparability in qualifications across different learning institutions and sectors, and provides a mechanism for recognizing prior learning and awarding credits for further learning.
4. Sector Education and Training Authorities (SETAs) are bodies established by the South African government to promote skills development within specific economic sectors. SETAs are responsible for identifying the skills needs and priorities of their respective sectors, developing sector-specific training plans and strategies, managing the allocation of skills development funding, accrediting training providers and assessing the quality of their training programs, and facilitating the registration of learners and the issuance of qualifications within their sectors. SETAs play a crucial role in coordinating skills development initiatives and ensuring relevance and alignment with the needs of different industries.
5. Skills Development Facilitators (SDFs) are individuals appointed by organizations to assist with the implementation and coordination of skills development initiatives. The role of an SDF includes conducting training needs assessments, developing training plans and budgets, sourcing and selecting training providers, managing training interventions, facilitating learnerships and apprenticeships, liaising with relevant authorities and SETAs, facilitating the submission of Workplace Skills Plans (WSPs) and Annual Training Reports (ATRs), and ensuring compliance with the requirements of the Skills Development Act and other relevant legislation. SDFs play a critical role in supporting the training and development efforts of an organization and ensuring the effective utilization of resources.