1.      Evaluation on standard requirements for each position within the company.

1.1.            Every employee should have the ability and skills to be competent to fulfil his job description 100%

1.2.            Each Line/Divisional Manager with the HR Department evaluates each employee every 6 months to discern the level of competence.

2.      The need for further training is determined after a Job Profile is compiled for the different job categories. Skills Matrix Questionnaire will be compiled by the committee members and send out to staff and managers for completion every 6 months to determine the level of skills still needed.

2.1.            The prescribed training is booked and controlled by the Line Manager and HR Department.

3.      Internal Training will be given if the company has qualified, competent employees or trainers or instructors on that specific level of need.

4.      If not external training will be organized. The following criteria for selecting a external training provider will be used:

• If possible the training provider should be accredited by SAQA and use registered unit standards
• References of previous clients must be submitted by the training provider

5.     Each department should submit an Monthly Training Register to the HR Department on or before the 25^th of each month, so that it can be added to the qualifications and training of each staff member. Copies of all certificates received have to be attached to the report.

6.      The Line Manager and the HR Practitioner after the official training has been done must mentor the progress.

6.1.       Each employee must reach a point of fulfilment and contentment with in his/her job description.

6.2.       If this level of satisfaction is reached the company could receive 100% productivity and performance out of its staff members.

6.3.       If evaluation on progress proves no results the employee’s ability for the specific position must be reconsidered by moving the employee to a more suitable position where the employee fits more definitely with his/her ability.

6.4.       If the evaluation proves further that poor performance is the reason for no results the procedures on this offence must be followed.

7.      Any employee reaching his/her level of competence would be a definite "asset" or investment for the company.

8.      All in-house/external training for each employee are recorded on the HR Database software system for Workplace Skills plan Grants and qualifications gained with the company.

9.      Training Committee

The company is registered for Skills Development at the ISETT SETA they require that the company to appoint a Training Committee as well as the company Skills Development Facilitator.

10.  The duties of this committee is as follows:

§         To monitor and advice line managers regarding the Job Profile and Skills Questionnaires, to determine the skills needed in the company.

§         Analyse and compile the Company Training Needs Report.

§         Assist with compiling of Work Place Skills Plan (training planned for the following year) for submission to ISETT SETA.

§         Assist with compiling of:

§         Grant A: Workplace Skills Plan

Appointment of SDF (Skills Development Facilitator) and submission of WSP report.

§         Grant B: Implementation Report

Submission of report on all training done during the financial year.

§         Grant C: Discretionary Grant

Report on other training done in the company e.g HIV/Aids, Cross Cultural Diversity Training, etc.

11.  The Training Committee members are elected Annually, please consult DHRC for a list:

 12.  Procedure

§         Job profiles is setup by the committee members with the line managers. The job profiles should be done only once for a specific position category.

§         The Skills Questionnaire is compiled with information from the Job Profile.  Employees and managers receive questionnaires to complete.

§         The HR Practitioner (Elmien Lottering) compiles a Company Training Needs Report. The HR Practitioner with the relevant line managers prioritise the training based on the training budget.

§         The Workplace Skills Plan (Grant A) is compiled from the Company Training Needs report and submitted on the internet by the HR Practitioner before the due date.

§         The HR Practitioner and appointed committee member have to gather all information regarding training done during a financial year.  This information is submitted on the internet by the HR Practitioner onto the implementation report (Grant B) and must be done before the due date.

§         The HR Practitioner compiles a list of additional training done that falls under the Grant C category. The report is submitted before the due date.