Workshop: Understanding YOUR role in funded and unfunded Learnerships

Workshop: Understanding YOUR role in funded and unfunded Learnerships

A shout out to all HR and Training Co-ordinators ~ a workshop designed to relieve your frustrations when managing Learnerships.

We are often asked to mediate soured relationships between the funding company, the training provider, the workplace and of course, the learner.

You might be asking why? Well the biggest challenge we have come up against is one of unmet expectations by all the role players.

Let’s unpack this further…

All 4 are coming from different perspectives, wanting something beneficial and are often unaware of the roles and responsibilities of each role player.

The learner ~ always first. For 12 months they know they are getting free training and a stipend, which for them, is often the only reason they are entering a Learnership. They are somewhat aware that they need to complete assignments of some sort; and often get told that they need to go to or find their own “workplace” to complete assignments in. They get given a bunch of documents to complete and sign which they do quickly and trustfully, without really understanding what they are signing; and what all the role players expect from them.

The funding company ~ let’s call a spade a spade here ~ and please forgive me all you proudly South African companies but most funding companies enter unfunded Learnerships to raise their BBEEE points and for the tax breaks.  Most funding companies never get to meet these learners, who they happily pay an accredited training company to train and wash their hands of any responsibility.

The training provider ~ all have had to jump through HUGE hoops to obtain their accreditation (as we know this process is not for sissies and not a cheap process – if done correctly).  They want to now get as many contacts as possible to actually start making money and recover some of the costs. They have great goals to be the best educational institution SA has to offer. They need to recruit, induct, enroll, train mentor, motivate, dedicate, encourage, assess, moderate and exit learners successfully. With graduation day and a 100% retention rate as their focus.

The workplace ~ these are companies who have been offered “free learners” for 12 months.  They see a cut in their salary bill and an opportunity to increase the output of their businesses.

Put these 4 together without understanding expectations and we have a recipe for disaster.

Can you identify with any of the above?

Our all-time favourite, “say it like it is” founding member, Jeanine Topping, will be presenting an interactive 1-day workshop to prepare you with checklists and solutions to ease your stress…

After all, shouldn’t life be stress free?

Date: 23rd May 2019 (8am to 4pm)

Venue: TBC – depending on numbers (DBN only).

Cost: R1 250 plus VAT. Tea/coffee and light lunch included.

Seats are limited and confirmed on a first come first serve basis.

Call Shanice on 087 150 1554 or complete the below booking form and we will contact you.

[contact-form-7 id=”2399″ title=”Workshop: Understanding YOUR role in funded and unfunded Learnerships”]

GemTrain Training Material Easter SALE – 15 to 18 April 2019 only

What’s on the cards for your Training Company in 2019

Since 2003, Gemini Training Material has developed and sold “Accreditation Ready” material, which have all been marketed and sold through various channels and accredited with various SETAs for: individual unit standards, learning programmes, skills programmes, full qualification learning material sets and RPL toolsets.

GemTrain are offering you a 30% discount on their standard prices ON SELECTED UNIT STANDARDS AND QUALIFICATIONS until 13h00 on 18 April 2019.

Contact us for information on the list of selected single unit standard learning material sets and qualification learning material sets – note that the learning material standard prices include VAT.

Each learning material set consists of the following:

· Learner Guide

· Learner Workbook (formative assessment)

· Learner Portfolio of Evidence Guide (summative assessment)

· Facilitator Guide with Memorandum

· Assessor Assessment Guide with Memorandum

· Assessor Feedback Document

· Moderation Plan, Guide and Report

· Programme Curriculum, Strategy and Alignment document

Terms and conditions apply on all sales.

Contact our Business Development Team on 087 150 1554 to obtain a quote on accreditation assistance including this discounted training material.

Tips on surviving a 12 month Learnership

Tips on surviving a 12 month Learnership

Dear Funding Company.

Congratulations on embarking on your first unfunded Learnership!

I am quite sure your organisation would like to see a measurable return on investment.

The beginning of a Learnership can be quite stressful for a new company to manage, so we have put together some basic tips and solutions to help this be a smoother experience.

Understanding where your learners come from
Most of your learners will be from outlying rural areas. You may try to recruit matriculated learners, however if you are required to train disabled learners, most of them were unable to pass Matric.

Learners entering a Learnership do not go through the usual rigorous process used to employ full time staff members – they are, after all, unemployed with limited skills.

They may never have worked in a formal company before and therefore won’t be aware of all the rules and regulations.

How does the knowledge above help you to help your learners?

Attendance in class and at the Workplace
Your Code of Conduct is very important ~ emphasising your expectations, disciplinary procedures and consequences with the learners at their Induction should ensure a faster on-boarding process and creates a sense of buy-in.

Discuss the importance of attendance and punctuality as well as the consequences of tardiness and/or absenteeism (a quick mention of stipend deductions usually sorts this out). Tea and lunch breaks are a must to explain, as is obtaining a commitment from learners to follow your canteen/kitchen rules (be clear on what can or cannot be consumed on your premises).

Remember most learners with disabilities will be required to visit the clinic monthly, so please address notice periods and procedures for this.

Completion of assignments in class and back at the Workplace
In class learners will complete theory knowledge-based questions on what they’ve learnt for the day. Back in the Workplace they need to complete Assignments which are practical.

Introducing a new role in your company – a Mentor.
You will probably ask your HR Manager to fulfil this role ~ we highly suggest you appoint a few mentors from your existing staff to manage learners.

We encourage the Mentors to be involved in the Induction process so that everyone is clear about expectations and times the learner can have access to the Mentor. We highly suggest your mentors set times with the learners to discuss the requirements for the day, this should be monitored – perhaps through a daily feedback report for learners which is completed and handed to their mentor at the end of the day.

It is important for your Mentor to see this as an opportunity within your Company to develop their leadership skills. We find that when Mentors work closely with the training company and know what assignments the learners need to complete the Mentor has sufficient time to prepare.

Access to resources
Learners will need access to a desk, chair and computer with internet and email access as well as the usual office stationery and the ability to print as/when required.

Learners will need to be able to create Word, Excel and PowerPoint documents and usually have limited knowledge and experience with the use of these programmes. They will also need to use the internet for research purposes and will be required to print and collate information.

What is your IT Policy with regards to learner access to the server, company information and IP? We suggest your IT Division restricts access to only the required items and limits social media access.

Your guidelines to classroom and Workplace presentability
If your company has a strict uniform policy, it might be a great idea to provide a uniform to your learners whilst they are in the Workplace. This will alleviate any challenges with inappropriate workwear. If this is not possible, we suggest you show the Learners pictures of what is and is not acceptable.

Meeting the Boss!
Most unemployed Learnerships are a result of the Founding Member or Director wanting to give back to society. They see this as an opportunity to upskill unemployed learners. So as much as they have paid for the training and monthly stipends, they want to see a return on investment. Their expectation is to see the learner come out with a skill that can be used in the working world.

We have found that when learners meet “the boss” and hear their WHY for the funding ~ and their expectations ~ the learners are more committed to attending class and the Workplace as they are now part of a bigger vision for their lives.

Lending learners money
We highly discourage this. Enough said.

Graduation Day
This makes “the Boss” smile! This is the return on investment that makes most business owners proud. We highly encourage funding companies to be involved in the graduation process. After all, the learners have spent 12 months completing assignments and trying really hard with all their newly learnt skills. A great opportunity for photos with family, friends and “the Boss” (funding company).

For Training Providers needing us to capacity build your funding companies to prepare them for Learnerships, please contact us or call Lindsay on 087 150 1554 .