|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
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
To provide an opportunity for participants to compare and contrast their value systems at various points in their lives.
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".
1. How did you define success at different periods?
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:
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.
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|Institute of People Development - Accredited Education & Training Provider ETDP 0133|