Institute of People Development Advisor - July 2010
The winner's edge is all in the attitude, not aptitude. Dennis Waitley

In this month's issue

  • Ayoba! This month's quote is dedicated to our Bafana boyz who made us proud!
  • What's New?
  • Training game: Success is
  • Skills Development Facilitation is a Strategic Business Function
  • Public Training Schedule

WHAT'S NEW?

It is with great excitement that we enter the 2nd semester of 2010 and the first date to diarise is our graduation ceremony which will be held on 15 October 2010!

We welcome Mrs Gizelle McIntyre to the IPD management team and believe her experience and professionalism will add geat value to the future of our organisation and its valued clients and learners. Gizelle will head up Project Management, Facilitation & Consulting, Assessment Manangement and Career Counselling. We wish Gizelle a long and fruitful 'innings' with us as we serve the learning and development profession in the next decade.

Coming soon from our Academic Head: Dr Miemsie de Jager … Research based Good Practice Guides on Implementing Learning & Development in South Africa … soon to be posted to the IPD Reference Library - so please bookmark: www.peopledevelopment.co.za/library.asp and keep a close watch on this new material that promises to add great value to you as a professional adult learning practitioner.

Check Out our Online Webstore and order single CPD modules or a full CPD Toolkit (payment now by credit card). Get many hours of training sessions on DVD with self-study workbooks at extremely reasonable rates. Check out these great tools and more on our website today!


BUSINESS GAME: SUCCESS IS…

Objective:

To provide an opportunity for participants to compare and contrast their value systems at various points in their lives.

Procedure:

In discussing success, leadership, values, or related topics, ask the group to think about the word "success" and how they perceive it. First, ask them to think back to the time they were "kids," and individually write out what "success" meant to them, or how they might have "seen" or identified that word at that time. For example, they might as younger children have equated "success "with rock stars, movie personalities, sports heroes, etc. Allow 2-3 minutes for this. Second, ask them to write down how they "saw" or identified success when they were leaving school of graduating from college. (Answers often will measure success when they were leaving school or graduating form college. (Answers often will measure success in monetary figures, i.e., making R25- 100000 a year.) Give them 2-3 minutes. Ask them to jot down their thoughts or comments as to how they identify success or what does success mean to them. (Responses typically are in terms of job satisfaction, service activities, career of family achievements, etc.) Allow them a few minutes to write out their responses. Then divide them into groups of 3-4 participants and ask them to compare answers and discuss the similarities of differences in their "definitions".

Discussion questions

1. How did you define success at different periods?
2. Why is there such a change?
3. What have you learned from others' responses?

Source: Even more games trainers play - J Newstrom


SKILLS DEVELOPMENT FACILITATION IS A STRATEGIC BUSINESS FUNCTION

In the 20th century, the South African economy was driven by the mining industry. At the time both skilled and unskilled workers were imported for specific tasks related to deep mining. This had a major impact on the legacy of skills development in South Africa as neither the employees/mine owners, nor the government of the day saw skills development as an important and strategic priority. The implementation of the Skills Development Act in 1998 was proof of government's commitment to address the development of skills in South Africa. The purpose of the Skills Development Act (1998) was to provide an institutional framework to devise and implement national, sector and workplace strategies to develop and improve the skills of the South African workforce; to integrate those strategies within the National Qualifications Framework contemplated in the South African Qualifications Authority Act, 1995; to provide for learnerships that lead to recognised occupational qualifications; to provide for the financing of skills development by means of a levy-grant scheme and a National Skills Fund; to provide for and regulate employment services; and to provide for matters connected therewith.

A Skills Development Facilitator (SDF) role is crucial in enabling the raising of skills levels within an organisation. Also when organisations collectively raise their skills levels, it contributes nationally to the overall global competitiveness of the country. Castells (1999) is of the opinion that the following aspects have an impact on a global economy:

  • Productivity and competitiveness based on knowledge and information, powered by information and communication technologies (ICTs)
  • The information economy versus the knowledge economy
  • Flexible labour versus generic labour, and
  • The double logic of inclusion and exclusion.

The SDF is not only responsible for executing operational functions but it is imperative that he/she also performs strategic roles. This implies that the SDF must be up to date with international benchmarks and trends, develop learning and development strategy (internally) and build internal strategic relationships to name a few. Employers must therefore provide the Skills Development Facilitator with the resources, facilities and training necessary to perform the various functions. The Institute of People Development (IPD) has certificated more than 4000 SDF's over the past ten years. IPD's well developed four-day SDF Training programme will be conducted from 20 -23 July 2010 that will assist companies to equip their staff that fulfils this important role.


2010 PUBLIC TRAINING SCHEDULE - MIDRAND (GAUTENG)

For more information about all our OD-ETDP training programmes, visit our website at http://www.peopledevelopment.co.za/ and embark on an exciting journey of Outcomes-Based Learning through IPD. All programmes are available in other Provinces on demand.

Click the programme title below to download a detailed PDF brochure.

Learning Programme SAQA Registered Qualification Training Dates 2010
Needs Analysis & Skills Planning (SDF Training) 123396 - Define target audience profiles and skills gaps
15218 - Conduct an analysis to determine outcomes of learning for SD and other purposes
15217 - Develop an organisational training and development plan
15232 - Coordinate planned skills development interventions in an organisation
15222 - Promote a learning culture in an organisation.
15221 - Provide information and advice regarding skills development and related issues
20-23 July
ETD Management & Quality Management 15237 - Build teams to meet set goals and objectives.
15233 - Harness diversity and build on strengths of a diverse working environment.
10146 - Supervise a project team of a developmental project to deliver project objectives.
114226 - Interpret and manage conflicts within the workplace.
15224 - Empower team members through recognising strengths, encouraging participation in decision making and delegating tasks.
115791 - Use language and communication strategies for vocational and occupational learning.
15228 - Advise on the establishment and implementation of a QMS for SD practices in an organisation.
114925 - Manage learner information using an information management system.
16-20 Aug
Assessment, Moderation & Evaluation 115755 - Design and develop outcomes-based assessments
115753 - Conduct outcomes-based assessments
115759 - Conduct moderation of outcomes-based assessments.
123397 - Evaluate a learning intervention using given evaluation instruments
13-17 Sep
Continuous Professional Development for Skills Development Practitioners 1-year programme - 8 x CPD modules

An official CPD Programme for Learning & Development Practitioners by the South African Board for Peope Practices (SABPP)
14 Aug 2010
Recognition of Prior Learning 50332 - FET Certificate in OD-ETD Practices - NQF 4 (120 credits)
50334 - National Certificate in OD-ETD Practices - NQF 5 (120 credits)
50333 - National Diploma in OD-ETD Practices - NQF 5 (240 credits)
26 Jul 2010
25 Aug 2010
NQF 4 Qualification 50332 - FET Certificate in OD-ETD Practices - NQF 4 (120 credits) 06 Oct 2010
NQF 5 Qualification 50334 - National Certificate in OD-ETD Practices - NQF 5 (120 credits) 02 Aug 2010
NQF 5 Qualification 50333 - National Diploma in OD-ETD Practices - NQF 5 (240 credits) 16 Aug 2010
NQF 6 Qualification 50331 - National Certificate in OD-ETD Practices - NQF 6 (145 credits)
1-year programme - 8 x CPD modules
14 Aug 2010
NQF 6 Qualification 50331 - National Certificate in OD-ETD Practices - NQF 6 (145 credits)
Distance learning: CPD Toolkit + e-Tutor support
Purchase CPD Toolkit NOW!

To download IPD House Training Center Brochure including map: click here.

Submit Enquiry, send us an email, or call us on (011) 315-2913.
Institute of People Development - Accredited Education & Training Provider ETDP 0133
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