Skills Auditing and Needs Analysis Conference 2016

1. Skills Auditing and Needs Analysis Conference 2016 Gizelle Mc Intyre Director: The Institute of People Development

2. Institute of People Development (IPD) The Institute of People Development (IPD) is committed to an ongoing process of achieving and maintaining its status as a "centre for learning excellence". • Primary Aim • To enhance the quality of workplace learning provision through the development of managers, supervisors and learning development practitioners. • The Institute strives to be a "change agent" by • Providing qualifications to managers, supervisors and learning & development practitioners • Offering recognition of prior learning (RPL) services to experienced learning & development practitioners • Conducting research projects designed to generate best practice products and processes through a continuous professional development (CPD) programme • Expanding the field of learning & development practices to the wider public through seminars, media releases, on-line resources and communities of practice workshops and consulting • Making available its learning facilities and resources in Midrand to its clients and stakeholders for the purposes of high quality learning provision

3. Quick Question • What brings you to the conference? • a) Knowledge building • b) Networking opportunities • c) My boss made me attend

4. ROI • OK let’s make today worth your while….. • Please turn to the person to your right and left and identify and consolidate 2 main ideas you have found useful thus far today. • Please write them down on the paper provided.

5. Topics up for discussion Training Evaluations • It is important to consider evaluation of learning and development activities at the planning stage and build this into your TNA. • Strong evaluation will help in planning future training and learning activity that has shown it to be effective. • Afternoon tea/coffee

6. Topics up for discussion Calculating Training Return on Investment • Return on investment (ROI) is a measure that investigates the amount of additional profits produced due to a certain investment. • Businesses use this calculation to compare different scenarios for investments to see which would produce the greatest profit and benefit for the company. • The following will be discussed: • Simple ROI problem • Simple ROI for training • Analysing different problems

7. Why do we do what we do? • Training for compliance begs the question – when will South Africa opt for a healthy skills development approach? • The key is to employ skills development is to : • foster better engaged workers, • build people’s proficiencies and • upskill the nation NOT to gain some BBBEE points or tick a tick box on your scorecard. • This process is garnering some cynicism and a feeling of exhaustion amongst the true believers of real skills development and transformation. Ironic, considering the points can still be gained with a focus on meeting real needs.

8. Acronyms are king! • ABET – Adult Basic Education and Training • AQP – Assessment Quality Partner • AIDS – Acquired Immunodeficiency Syndrome • BBBEE – Broad-based Black Economic Empowerment • CHE – Council on Higher Education • COGTA – Department of Cooperative Governance and Traditional Affairs • DHET – Department of Higher Education and Training • DPSA – Department of Public Service and Administration • DQP – Development Quality Partner • DTI – Department of Trade and Industry • FABCOS – Foundation of African Business and Consumer Services • FET – Further Education and Training • GDP – Gross Domestic Product • HEI – Higher Education Institution • HESA – Higher Education South Africa • HIV – Human Immunodeficiency Virus • HRDSSA – Human Resource Development Strategy for South Africa • ICT – Information and Communication Technology • IPAP – Industrial Policy Action Plan • JIPSA – Joint Initiative on Priority Skills Acquisition • M&E – Monitoring and Evaluation • NAMB – National Artisan Moderating Body • NCV – National Certificate (Vocational) • NSA – National Skills Authority • NSDS – National Skills Development Strategy • NGO – Non-governmental Organisation • NQF – National Qualifications Framework • NSF – National Skills Fund • PIVOTAL – Professional, Vocational, Technical and Academic Learning • QCTO – Quality Council for Trades and Occupations • SEDA – Small Enterprise Development Agency • SETA – Sector Education and Training Authority • SLA – Service Level Agreement • SMME – Small, Medium and Micro-sized Enterprises • SSP – Sector Skills Plan

9. Current and New Landscape

10. CHE UMALUSI QCTO

11. Evaluate training

12. Why Measure Training? • Why did you do the training in the first place?

13. Kirkpatrick

15. ROI • We now need a fifth …. • Level 5 (ROI)

16. Does your training do this?

17. Skills Development Process

18. To Summarise Questions to ask when conducting a planning evaluation • Why was the programme developed? What is the need to which it is responding? What is the intended impact? • Who are the stakeholders? Who are the people who have a necessary interest in the programme? Are they all included in the project somehow? • What do stakeholders want or need to know? You should formulate these as a set of questions. Which questions are the most important? Rank them… • Who are the participants to be served, or the beneficiaries of the programme? • What are the activities and strategies to address the problem or need? • What are the intended outcomes of the programme? (Planning techniques such as log frames have been developed as a way of specifying these outcomes). • Where will the programme take place? • How long will it take, and when? • Is this good timing, and has adequate time been allowed? • How much will the programme cost? Have these costs been adequately budgeted? What are the hidden costs?

19. To Summarise • What is the relationship between costs and benefits? • How will the project’s success be measured? • Are the measurement criteria and processes transparent to all involved in the project? • How will information be collected? • How will the programme be managed? Questions to ask when conducting an implementation evaluation • Were the appropriate participants selected for the programme? • Do the activities and strategies match those in the plan? • Are the appropriate staff involved? • Are the deadlines being met? • Are the required management systems in place?

20. Employment Equity and Skills Development Also needs to be Evaluated • Compliancy is the name of the game…. • Do you have an Employment Equity Plan and is it up to date? • Have you done a Skills Audit in order to analyse you workforce profile? • Do you have quarterly committee meetings? • Have you submitted your EE reports? • Have you submitted your WSP/ATR?

21. Return on Investment ROI

22. Simple Formula – Complicated World • Return on Investment (ROI) is a common metric used in finance today for evaluating, approving, and measuring the success of investments or projects. Typical situations for using the metric could include: purchasing a new piece of equipment, opening a new facility, or developing a new product. To use this metric effectively it is important to understand the overall formula, the definition of each of the terms in the equation, and the steps to take for using it in the decision making processes. • In general, the formula would look something like this: • Simple ROI = (Gain from Investment – Cost of Investment) / (Cost of Investment)

23. ROI is a Process

24. Implications of equity policies and BBBEE driving skills development • Are we training only for EE reports and BBBEE points? • What about critical, customised/industry specific skills? • What about the providers who don’t comply but provide what we need?

25. Workplace Integrated Learning

26. Workplace Learning: 70-20-10 model

28. Our Future Reflexive Practical Foundational

29. Thank you! “Man often becomes what he believes himself to be. If I keep on saying to myself that I cannot do a certain thing, it is possible that I may end by really becoming incapable of doing it. On the contrary, if I have the belief that I can do it, I shall surely acquire the capacity to do it even if I may not have it at the beginning.” ― Mahatma Gandhi

30. Contact Details Institute of People Development 011 315 2913 www.peopledev.co.za gizellem@peopledev.co.za