How we work

Overview | Training for Sustainability | Assessment & Moderation Policies | How we work | Experiences  | Structures | Outcomes| Evaluation

How we work Have a look down the steps, and you will see that we follow a strict process to ensure that we get it right first time. Step One: You tell us what you think you want and need. Step Two: If you are in South Africa, we discuss your Workplace Skills Plan and your Skills Levy status with you.  If you are in another country, we do an assessment of the best way to reduce costs within your specific taxation relief framework. We determine how the training you want can best be accommodated within this status, and to your best advantage.  in other words, we try and find out how to reduce the cost of training. Step Three: We read your brief, that you gave us in Step One, and we conduct a thorough Needs Analysis of the situation, and the candidates you have identified.  We also look at future training needs and how all this will impact on your Succession Planning. Step Four: We sit down with you, look at the brief, and our Needs Analysis and we determine the Training Outcomes and Strategy.  (All this is pretty standard "SAQA-stuff".  In other countries, it's all about Outcomes-based Training, or OBT.  This is the same as we have all been doing for twenty years under other labels, like Criterion-Referenced Instruction or CRI, and Competency-based Training or CBT) Step Five: We define the outcomes, and write them into an Enterprise Standard, and search for appropriate Unit Standards to give your candidates the credits they deserve. Alternatively, we will write out the outcomes and the assessment criteria.  We use a strict format as it helps us to make sure that everything ties up together. Step Six: We write the assessment tools, instruments and methods to determine whether the candidates have mastered the skills required.  these we write into an Assessment Guide.  We appoint the Assessors and Moderators.  We also design the Training Evaluation.  we want to know if we have trained properly, and you want to know if your learners are now competent.  Both of these things, we will PROVE to you. Step Seven: We write, or adapt, or identify, or acquire the appropriate training materials. Step Eight: We train, and while we are training we are already assessing.  We use the appropriate Formative Assessment tools so that we can report of progress every step of the training. Step Nine: We start assessing competence and evaluating training effectiveness.  Don't forget that we agreed all these methodologies with you way back in Step Six. You know and we know how we are going to evaluate and assess, and if things are not working exactly as we hoped, we will put in corrective measures IMMEDIATELY. We nip problems in the bud.  We can see problems as they are rearing their heads, and we deal with them while they are still small. Step Ten: We evaluate the competencies attained, and evaluate the immediate effectiveness of the training.  We report this to you, and start work on other strategies and long term needs. Step Eleven: Six months to a year down the line we come back.  We check the skills competencies and evaluate the effectiveness of the training in terms of impact on your organisation.  We do our homework, and we sit down with you to discuss frankly, "Was it worth it?".  This is probably the most important step of the lot, and we won't let you skip it.