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Human Capital Support

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Learnership Options

Make the most of Skills Development by meeting your organisation’s training needs

Transcend provides a range of accredited Learnerships to meet the training needs of organisations. Many organisations battle the challenge of securing points on their BEE scorecard under disability equity and Learnerships to maximising their points under the Skills Development priority element.

The various Learnership offerings can be offered as hosted solutions in non-profit organisations, or in the sponsors work-place.

General Education & Training Certificate - (NQF Level 1)
CREDENTIALS DESCRIPTION

SAQA ID 61755

NQF Level 1

Credits 121

Potential newly employable or recently appointed personnel, and even struggling entrepreneurs, could benefit from part or all this qualification. It seeks to embed the six key literacy’s required by business organizations: Numeracy, Literacy, Entrepreneurial, Financial, Technological and Cognitive.
National Certificate: Contact Centre Support - (NQF Level 2)
CREDENTIALS DESCRIPTION

SAQA ID 71490

NQF Level 2

Credits 128

Any individual who are or wish to be involved in the Contact Centre industry, will have access to this qualification. It also serves as the entry qualification into Contact Centre operations and management.
National Certificate: Information Technology: End User Computing - (NQF Level 3)
CREDENTIALS DESCRIPTION

SAQA ID 61591

NQF Level 3

Credits 136

This qualification is intended for learners already employed or new learners entering the workplace, requiring End User Computing skills. The unit standards of this qualification may be added to other industry qualifications to provide an End User Computing focus with comparison, choice, interpretation and the application of knowledge.
National Certificate: Business Administration Services - (NQF Level 3)
CREDENTIALS DESCRIPTION

SAQA ID 67465

NQF Level 3

Credits 120

This qualification is for any individual who is, or wishes to be, involved in the Administration function. It contains all the competencies, skills and values required by a learner who wishes to access the National Certificate in Business Administration Services at NQF: Level 3.
National Certificate: Generic Management - (NQF Level 4)
CREDENTIALS DESCRIPTION

SAQA ID: 59201

NQF Level 4

Credits 128

Intended for Team Leaders, Supervisors, Foremen, Section Heads or entry-level Managers of small, medium to large organizations INCLUDING those aspiring to these positions, or where it is part of the learner’s Personal / Professional Development Plan (PDP).
Further Education & Training Certificate: Marketing - (NQF Level 4)
CREDENTIALS DESCRIPTION

SAQA ID 67464

NQF Level 4

Credits 141

This qualification is designed for people already in marketing or aspire to a similar career. The Qualification allows the learner to work towards a nationally recognized professional Qualification. It aims to develop individuals who wish to be qualified in one of the five sub-disciplines of Marketing: Direct Marketing, Marketing Communication, Customer Management, Marketing Management, and Marketing Research. The Qualification has building blocks from which a deeper and fuller appreciation of marketing can be developed and will help learners to achieve personal, learning and career goals.
Further education & Training Certificate: Generic Management - (NQF Level 4)
CREDENTIALS DESCRIPTION

SAQA ID 5771

NQF Level 4

Credits 150

This qualification is intended for anyone preparing to become employed, newly (or not-so-newly) appointed personnel, or struggling entrepreneurs, could benefit from part or all this qualification. It seeks to embed the six key literacies required by business organizations: Numeracy, Literacy, Entrepreneurial, Financial, Technological and Cognitive.
Further education & Training Certificate: Information Technology: Systems Development - (NQF Level 4)
CREDENTIALS DESCRIPTION

SAQA ID 78965

NQF Level 4

Credits 165

This qualification is suitable for individuals wishing to build a foundational entry into the field of Computer Sciences and Information Technology, specifically into the field of Systems Development, covering basic knowledge needed for further study in the field of Systems Development at Higher Education Levels.
Further education and Training Certificate: Project Management - (NQF Level 4)
CREDENTIALS DESCRIPTION

SAQA ID 50080

NQF Level 4

Credits 137

This qualification is intended for those with prior work experience or an NQF Level 3 qualification in project management or business administration or equivalent. The learners accessing this qualification will be working in or with project management teams or using a project approach to their business. These projects may be technical projects, business projects, government projects or community development projects and will cut across a range of economic sectors.

Employment Equity Committee Support

Transcend has built a best of breed process towards not only Department of Labour compliance, but also to manage your Employment Equity (EE) committee and Department of Labour (DoL) submissions using a seamless process.

Equip your EE committee with the tools needed to conduct semi-structured interviews in the company building a bottom-up approach to surfacing barriers and recommendations from your employees. This would then address the qualitative aspects of the DoL submission.

If you are responsible for your company’s Employment Equity Committee, it is imperative that you have followed due process in order to affect your fiduciary responsibility including understanding:

  • EE Act definitions and scope
  • Fair and unfair discrimination
  • EE reporting process
  • EE committee training
  • Employer responsibilities
  • Committee responsibilities
  • Constitution of EE committee
  • Roles and responsibilities of EE committee
  • DoL inspection guidelines

Skills committee roles and responsibilities should the committee serves both roles.

For each of the groups to be effective in their role and contribute towards the overall transformation of the organisation, they need to fully understand their roles, responsibilities and duties.  The purpose of the training sessions is to equip each attendee with the knowledge, skills and competencies to be effective in their role and pro-actively contribute towards the overall transformation of the organisation.

Our proposed scope of work for this process will include the following:

  • Preparing customised training material to address EE committee member’s roles and duties
  • Equipping the committee with an understanding of the legal requirements in terms of the Employment Equity Act, their roles and duties and committee members as well as other opportunities in terms of the Revised BEE Codes of Good Practice (EE element)
  • Offering support and input to the EE plan

Workplace Skills Plan Support

As per the Skills Development Levies act, every month companies pay 1% of their payroll over to the SETAs via SARS in levies.

Poor management of the SETA process results in levies not being claimed back. However, correct Workplace Skills Plan (WSP) and Annual Training Report (ATR) submissions would ensure that a portion of those levies is claimed back. In order to achieve this refund, the company must be compliant with their SETA’s governance requirement which includes the management of an employee skills development portfolio and the annual WSP/ATR submissions. This must be in line with the SETA requirements as well as with company strategies so that compliance is achieved in a way that is sustainable and makes the most business sense.

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Offering

Our team of consultants come to you to assess your skills process and manage the skills development portfolio ensuring compliance and reporting that is aligned with legislation. WSP serves to structure the type and amount of training for the year ahead and is based on the skills needs of the organisation. A good WSP should consider current and future needs, taking into account gaps identified through a skills audit, the performance management system, succession planning initiatives, and any new process changes planned for the year.

Employee personal development

Management discusses the company’s goals with employees who in turn commit to the process of achieving these goals. Management gets the opportunity to discover talent as well as skills that they did not know they had. This is linked to employee retention strategies.

Mandatory and discretionary grants

WSP submissions unlock access to mandatory grants for your organisation, as well as discretionary grants advertised by the SETA. This data provides the SETA with insight into your specific industries to better equip you with further development and support.

Black Economic Empowerment (BEE)

WSP and ATR submission also enables your organisation to receive points under the skills development element of the BEE scorecard. The implementation of priority skills puts your organisation at an advantage.

Learnership tax incentives

A recurring annual allowance and completion allowance of R30 000 is claimable at the end of the learnership. Furthermore, the allowance differs if the learnership agreement is entered into with a person with disability, in which case the allowance is increased to R50 000.

Scope

Our support to your approved WSP/ATR submissions will include:

  1. The Workplace Skills Plan serves to structure the type and amount of training for the year ahead, and is based on the skills needs of the organisation. A good WSP should consider current and future needs, taking into account gaps identified through a skills audit, the performance management system, succession planning initiatives, and any new process changes planned for the year.
  2. With our inputs management would discuss the company’s goals with employees who in turn commit to the process of achieving these goals. Management gets the opportunity to discover talent as well as skills that they did not know that they had.
  3. Managing the process of WSP/ATR submission, which provides access to the mandatory grant, as well as discretionary grants advertised by the SETA.
Outcome
  • Skills Audit to determine current gaps
  • Skills planning
  • Relationship Management with selected training institutions
  • Discretionary grant application
  • Management of training reports quarterly
  • Submission of Workplace Skills Plan and Annual Training Reports including SETA registrations and liaisons
  • Reporting as per BEE requirement
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Job Grading

The recent Commission for Employment Equity report has shown how inconsistent companies are in grading their employees.  This affects not only the Employment Equity submissions but also your BEE scorecard. To work on improving this, it is important that employers examine their employee job profile, to match their employees’ skills, experience against BEE and EE job-level. One such method of job grading, which may assist in:

  1. The alignment to the amended employment equity act, specifically to the correction of wage differentials among various jobs
  2. A correct classification of employees relative to their education and technical expertise
  3. Optimising the BEE management control scoring and alignment to the EAP targets per job category
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Offering

Align current grading system to the semantic scale. And, if there is no grading system, then classify the current job per the semantic scale.

Scope
  • Understand the client industry for benchmark job classification
  • In-depth discussions with the HR business partners on the jobs available. These will include the reporting line, responsibility and creativity required etc.
  • Align the discussion to the semantic scale
Outcome
  • Final accurate classification of the jobs in the business
  • Management control report for the updated landscape
  • Comparison to the EAP targets towards EE reporting
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