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SDF

Strategic Role of the SDF

Skills Development Facilitator (SDF)

A Skills Development Facilitator (SDF) is responsible for the planning, implementation and reporting of training in an organisation, with Seta-related duties.

1.1    Appointment of an SDF

In larger organisations, a currently employed training or Human Resources (HR) manager may be appointed as an internal SDF. In smaller organisations there is often no dedicated training or HR professional fulfilling this role, and so a manager or company owner will assume the responsibility. The role can also be outsourced to a professional external SDF.

1.2   Function of an SDF

The functions of an SDF are to:

  • Assist the employer and employees to develop a Workplace Skills Plan (WSP) which complies with the requirements of the Seta.
  • Submit the WSP to the relevant Seta.
  • Advise the employer on the implementation of the WSP.
  • Assist the employer to draft an Annual Training Report (ATR) on the implementation of the WSP.
  • Advise the employer on the quality assurance requirements set by the Seta.
  • Act as a contact person between the employer and the Seta.
  • Serve as a resource with regard to all aspects of skills development.
  • Communicate Seta initiatives, grants and benefits to the employer.
  • Communicate with branch offices, and all employees in the main office and branch offices, concerning events and grants being offered at the Seta.

1.3    Roles of an SDF

The employer must provide the SDF with the resources, facilities and training necessary to perform the functions set out above.

An SDF is a:

  • Facilitator: To facilitate the development of an employer’s skills development strategy
  • Expert: To serve as an expert resource for accrediting the employer as a training provider and for the implementation of appropriate learnerships and skills programmes
  • Administrator: To complete and submit the WSP and ATR
  • Advisor: To  advise  the  employers  and  employees  on  the  National Strategy (NSDS) and on the implementation of the WSP Skills  Development
  • Education and needs evaluator: To assess the skills development needs of the organisation
  • Mediator: To serve as a contact person between the employer and the relevant Seta

1.4    SDF unit standards

The  South  African  Board  of Personnel  Practitioners  (SABPP)  and  the  Education  and  Training Development Practices (ETDP) Seta are the accredited Education and Training Quality Authorities (ETQAs) for seven SDF unit standards. There is currently no full qualification for SDFs although this has been in the pipeline for some time. These unit standards fall under a number of qualifications, including:

  • National Certificate: Practices (50331) Occupationally   Directed    Education,   Training and    Development
  • National Diploma: Human Resources Management and Practices (61592)

The seven SDF unit standards are:

  • Develop an organisational training and development plan. (15217)
  • Conduct an analysis to purposes. (15218) determine outcomes of learning for skills development and other
  • Provide information and advice regarding skills development and related issues. (15221)
  • Promote a learning culture in the organisation. (15222) (OPTIONAL)
  • Conduct skills development administration in an organisation. (15227) (OPTIONAL)
  • Advise on the establishment and implementation of a quality management system for skills development practices in an organisation. (15228)  (OPTIONAL)
  • Coordinate planned skills development interventions in an organisation. (15232)

It is not a requirement that a SDF has to have any formal training to practice as an SDF. Some Setas however have enforced  SDFs should have some training and show competence against relevant unit standards, and retain the right to reject the SDFs grant submissions.

It is important for SDFs to remain up-to-date with the latest developments in the field.

Principles of Management

1. Principles of Management are Universal

    *Management principles are applicable to all kinds of organizations – business & non business.
    *They are applicable to all levels of management.
    *Every organization must make best possible use by the use of management principles.
    *Therefore, they are universal or all pervasive.

2. Principles of Management are Flexible

    *Management principles are dynamic guidelines and not static rules.
    *There is sufficient room for managerial discretion i.e. they can be modified as per the requirements of the situation.
    *Modification & improvement is a continuous phenomenon in case of principles of management.

3. Principles of Management have a Cause & Effect Relationship

    *Principles of management indicate cause and effect relationship between related variables.
    *They indicate what will be the consequence or result of certain actions. Therefore, if one is known, the other can be traced.

4. Principles of Management – Aims at Influencing Human Behavior

    *Human behavior is complex and unpredictable.
    *Management principles are directed towards regulating human behavior so that people can give their best to the organization.
    *Management is concerned with integrating efforts and harmonizing them towards a goal.
    *But in certain situations even these principles fail to understand human behavior.

5. Principles of Management are of Equal Importance

    *All management principles are equally important.
    *No particular principle has greater importance than the other.
    *They are all required together for the achievement of organizational goals.

Originally posted 2013-10-05 08:52:28. Republished by Blog Post Promoter

What is Motivation ?

Motivation is the word derived from the word ’motive’ which means needs, desires, wants or drives within the individuals. It is the process of stimulating people to actions to accomplish the goals. In the work goal context the psychological factors stimulating the people’s behaviour can be –

    *desire for money
    *success
    *recognition
    *job-satisfaction
    *team work, etc

One of the most important functions of management is to create willingness amongst the employees to perform in the best of their abilities. Therefore the role of a leader is to arouse interest in performance of employees in their jobs. The process of motivation consists of three stages:-

A felt need or drive
A stimulus in which needs have to be aroused
When needs are satisfied, the satisfaction or accomplishment of goals.
Therefore, we can say that motivation is a psychological phenomenon which means needs and wants of the individuals have to be tackled by framing an incentive plan.

Originally posted 2013-10-05 08:52:26. Republished by Blog Post Promoter

Re: Disability as a barrier

Policy implications and guidelines for addressing disability as a barrier

Learners who experience barriers to learning as a result of disability should be welcomed in ordinary school environments provided that the necessary support is in place for learners to achieve their full potential. Teams that include parents, teachers and other relevant professionals should establish the nature and extent of support needed by the learner. Below are a few examples of how the system could be modified or changed to meet different kinds of support that individual learners may require:

• Modified access to buildings e.g. ramps, adapted toilets and speaker systems in where applicable.
• Brailed signage on doorframes, passages and outbuildings.
• Enlarged print.
• Appropriate assistive devices e.g. Braillers, hearing aids, tape recorders, splints, adapted computers, wheelchairs, walkers, modified tricycles and standing frames.
• Therapeutic intervention.
• Learner based and learner paced teaching.

Originally posted 2013-10-06 00:03:06. Republished by Blog Post Promoter

Jobs Trainer, Assessors, Moderators and SDF

Opportunities for Qualified Trainers, Assessors, Moderators, SDF’s and Programme Developers to register on our FREE database.  We get daily request for qualified Trainers, Assessors, Moderators, SDF’s and Developers, but how do we find you?

Any individual who is:
•    Trainer – SETA Qualified/Registered
•    Assessor –  SETA Qualified/Registered
•    Moderator – SETA Qualified/Registered
•    SDF – SETA Qualified/Registered
•    Programme Developers with experience

  • What Kind of Training Do You Need?
  • Where to Get Training
  • Are There Special Programs to Help Me?
  • Where to Get Help
  • Additional Training and Education Opportunities

Register on www.skillsjobs.co.za – NO CATCH – TOTALLY FREE.

Another product of TRAINYOUCAN – supporting our learners and our community.

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Originally posted 2013-10-03 23:14:14. Republished by Blog Post Promoter

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