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HRM > Education and Training (3) > Flashcards

Education and Training (3) Flashcards

1
Q

Training and development can be defined as the?

A

‘official and ongoing educational activities within an organization designed to enhance the fulfilment and performance of employees’

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2
Q

Development can be described as?

A

a process whereby learning occurs through experience.

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3
Q

Development programmes should aim?

A

to enhance someone’s skill set, as well as their personal maturity and growth.

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4
Q

Training, on the other hand, is more specific. It is concerned with?

A

mastering a particular skill or skill set.

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5
Q

Training is also considered to be easier to measure, compared to?

A

that of development.

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6
Q

Why are training and development challenging in an organisation in South Africa?

A
  • an oversupply of unskilled workers, and
  • a shortage of skilled workers
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7
Q

What does the PESTEL analysis assist an organisation to determine?

A
  • Identify any opportunities or threats that the organisation may be exposed to;
  • identify any important trends within the business environment, for the purpose of adapting the organisation to follow these trends;
  • avoid implementing any practices that may fail; and
  • ‘break free’ of any habits and assumptions concerning how people should be managed, as this may help to create more innovative approaches to the training and development of employees.
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8
Q

A company provides a training programme to new recruits. During the training programme, the company provides biodegradable paper plates and cups, and prints the programme on double-sided paper. Which elements of the environment macro factor are they addressing in this example?

A

Recycling, and waste creation

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9
Q

The new political party decides to campaign for better education. They allocate more resources to training that improves educational programmes and facilities. They identify which organisations will provide training, how much funding they will receive, and when this funding will be received. Which macro factor is described in this example?

A

Political

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10
Q

BBBEE is considered an element of which macro factor?

A

Legal

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11
Q

Which option is the best description of development?

A

Development refers to personal growth and skills development through experience

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12
Q

Which option is NOT considered a macro factor?

A

The individual personalities of the employees

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13
Q

An organisation decides to give employees scrap pieces of paper that have been lying around the office, to use for note-taking during a training session

A

Environmental

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14
Q

The Skills Development Act (SDA) should play an important role in the kind of training and development that should take place, as well as where this training and development should take place

A

Legal

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15
Q

The advantages of developing teams will extend beyond the organisation, to the sector in which you operate. These advantages include?

A
  • knowledgeable and innovative team members;
  • an increase in the company’s talent pool;
  • setting the company apart from its competitors; and
  • attracting self-motivated employees with a passion for lifelong learning.
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16
Q

There are a number of external incentives that can encourage organisations to upskill their team. These incentives also encourage organisations to upskill unemployed people. Such incentives can include?

A
  • tax incentives;
  • SETA grants; and
  • funding agents.
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17
Q

The aim of a learnership is to help an individual to build?

A

the necessary skills required by the career path that they have chosen

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18
Q

The government offer vat incentives that allow companies to claim when registering?

A

a learner onto a learnership

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19
Q

There are two types of learners, in terms of the SDLA?

A
  • Employed learners who are referred to as ‘section 18(1) learners’
  • Unemployed learners who are referred to as ‘section 18(2) learners’
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20
Q

State the requirements for claiming tax rebates, when implementing a learnership.

A

There must be a signed contract between the following parties:
- The learner/employee
- The employer
- The training provider

Further, you will not be able to claim the tax rebate, if you do not provide SARS with the following information:
- Proof of registration of the learnership agreement at the SETA and the SETA’s name
- The Department of Labour, title and code of the allocated learnership
- All the details of the learners who are involved in the learnership – e.g. ID number, full names and contact details
-Confirmation that the requirements of the SDLA have been met

Lastly, deductions are not permissible if:
the employer, who is party to the learnership agreement, changes;
- a learnership agreement is substituted by another learnership - agreement that is entered into with the same learner; and
- there are duplicate learnership agreements with the same - learner, for the same learnership.

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21
Q

What does SETA stand for?

A

Sector Education and Training Authority (SETA)

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22
Q

There are two main types of internships, namely?

A

undergraduate internships; and
graduate internships.

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23
Q

What are the Characteristics of undergraduate internships?

A
  • Conducted or run by a large, national or multinational organisation.
  • The intern usually gets paid.
  • Typically happens over a short-term period
  • May lead to the organisation offering the best candidates a job.
  • All costs for the internship are covered by the organisation.
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24
Q

What are the Characteristics of graduate internships?

A
  • Work experience is gained after the qualification is completed.
  • The intern can be paid or unpaid.
  • The internship may last from a few weeks, to a few years.
  • The contract ends upon completion of the internship.
  • The intern may be offered a job, if a vacancy exists.
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25
Q

Apprenticeships are a form of training that?

A

is included under learnerships in the new SDA.

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26
Q

What does SAQA stand for?

A

The South African Qualifications Authority (SAQA)

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27
Q

Note that assessment entails the process of gathering and weighing evidence, in order to determine whether or not learners have demonstrated the applied competence, in relation to outcomes. Assessment itself is further divided into the following forms of assessment?

A
  • Integrated assessment
  • Formative assessment
  • Summative assessment
  • Integrated assessment: This assesses the ability to combine key, foundational, practical and reflexive competencies with some critical cross-field outcomes; and then to apply these in a practical context for a specifically defined purpose. Integrated assessment – at a qualification level – must also provide opportunities for learners to show that they are able to integrate concepts, ideas and actions across unit standards, to achieve a competence that is clearly linked to the purpose of the qualification.
  • Formative assessment: This refers to the use of a range of formal, non-formal, and informal ongoing assessment procedures that are set up to help focus teaching and learning activities, in order to improve learner attainment.
  • Summative assessment: This refers to the assessment conducted at the end of sections of learning, or at the end of a whole learning programme, to evaluate learning achievements relating to a particular qualification, part-qualification or professional designation.
28
Q

Where would you go to find out what funds are available for skills development in your specific field of work

A

SETA website.

29
Q

How will you maximise on the PIVOTAL grants?

A

The way to maximise claiming on PIVOTAL grants is to:
- implement learnerships;
- conduct intern programmes;
- send staff members to accredited training; and
- focus on full qualifications.

30
Q

Write an informal report for your manager. The report must provide details with regard to how the ten requirements (previously listed) will be met.

A
  • Information required
  • Purpose and rationale for the qualification
  • Learning assumed to be in place and recognition of prior learning
  • Qualification rules
  • Exit-level outcomes
  • Assessment criteria
  • Integrated assessment

The applied competence (practical, foundational and reflective competencies) of this qualification will be achieved if a learner is able to achieve all the exit-level outcomes of the qualification. The identification and solving of known problems, team work, organising of self, use of data, implication of actions and reactions in the world, as a set of related systems, must be assessed during any combination of practical, foundational and reflexive competency assessment methods and tools, in order to determine the development of the person as a whole, and the integration of applied knowledge and skills.

Formative assessment

The assessment methods and/or tools used by the assessor must be fair, in the sense that they must not hinder or advantage the learner; valid, in the sense that they measure what they intend to measure; reliable, in the sense that they are consistent and deliver the same output across a range of learners; and practical, in the sense that they take into account the available financial resources, facilities, equipment and time.

Summative assessment

Summative assessments are carried out at the end of the learning programme, to assess the achievement of the learner. A detailed portfolio of evidence is required to prove the practical, applied and foundational competencies of the learner.

International comparability

The South African Police Service (SAPS) has engaged in extensive liaison with colleagues and related services in the international community. Material, best practices and many other innovations have been considered and integrated into this qualification.

Articulation options

On completion of this qualification, learners will proceed to the National Diploma in Resolving of Crime, as well as advanced certificates in various specialisation fields. The choice of elective learning components will allow the learner to change to another pathway in the investigation environment – at the same or at the next level.

& 10. Moderation options and the criteria for the registration of assessor

All providers offering the learning to achieve this qualification must be accredited by the relevant ETQA (i.e. the Education and Training Quality Assurance body), or through a memorandum of understanding with the relevant ETQA.

31
Q

Write an informal report for your manager. The report must provide details with regard to how the ten requirements (previously listed) will be met.

A
  • Information required
  • Purpose and rationale for the qualification
  • Learning assumed to be in place and recognition of prior learning
  • Qualification rules
  • Exit-level outcomes
  • Assessment criteria
  • Integrated assessment
  • Formative assessment
  • Summative assessment
  • International comparability
  • Articulation options
32
Q

A type of skills programme What is a PIVOTAL?

A

Grant funding guidelines published each year by SETA’s

33
Q

What is a learnership?

A

A combination of formal learning and work-based experience

34
Q

All of the following are advantages of developing employees except?

A

Employees automatically assume more responsibility

35
Q

Which of the following is an example of a funding agent?

A

National Youth Development Agency

36
Q

What is the function of a SETA?

A

provide grants for training and development

37
Q

SAQA has the following responsibilities?

A
  • promote high-quality education and training in South Africa;
  • ensure access to education and training to improve the lives of South Africans;
  • evaluate foreign education qualifications to equate them to South African qualifications; and
  • support and promote lifelong learning.
38
Q

The purpose of the SAQA Act was to develop?

A

a qualifications framework, which is now known as the NQF.

39
Q

The objectives of the NQF are to?

A
  • create a single integrated national framework for learning achievements;
  • facilitate access to, and mobility and progression within education, training and career paths;
  • enhance the quality of education and training; and
  • accelerate the redress of past unfair discrimination in education, training and employment opportunities.
40
Q

The NQF consists of ten levels, which are further broken down into three sub-frameworks. These are as follows?

A
  • General and Further Education and Training Sub-Framework (GFETQSF) Level 1 to 4
  • The Higher Education Qualifications Sub-Framework (HEQSF) Level 5 to 10
  • The Occupational Qualifications Sub-Framework (OQSF) Level 1 to 6
41
Q

Explain the NQF levels briefly?

A

4: Grade 12 / National Senior Certificate / Standard 10 / Matric
5 : Higher certificates
6 : Diploma / Advanced certificates
7 : Bachelor’s degree
8 : Honours degree / Postgraduate diploma / Professional
qualifications
9 : Master’s degree
10 : Doctor’s degree

42
Q

The main aim of the kills Development Act (SDA) is to?

A

improve the skills of the country’s workforce.

43
Q

The SDLA states that all employers must?

A

pay a levy to the National Skills Fund, via SARS

44
Q

ELS Company sold over R 2 million worth of products and made a profit of just over R 500 000. They employ 15 people, ranging from a general assistant to those in management positions. Their salary bill is R 382 000 per year.
Required: What is the amount that the company has to pay toward the skills development levy?

A

The company needs to pay one per cent of its remuneration bill toward the skills development levy. This would be one per cent of R 382 000, which amounts to R 3 820.

45
Q

The purpose of the Labour Relations Act 66 of 1995 (LRA) is to?

A
  • promote economic development,
  • social justice,
  • labour peace and democracy in the workplace
46
Q

The LRA mainly consists of the following elements?

A
  • Freedom of association
  • Collective bargaining and collective agreements
  • Strikes and lockouts
  • Workplace forums
  • Trade unions and employer organisations
  • CCMA and the Labour Court
  • Dispute resolution
  • Unfair dismissals
47
Q

The purpose of the Basic Conditions of Employment Act 75 of 1997 (BCEA) is as follows?

A

To give effect to the right to fair labour practices by establishing and making provision for the regulation of basic conditions of employment

48
Q

The BCEA helps regulate?

A

fair labour practices with regard to the regulation of work hours for employees.

49
Q

The BCEA has the following two main objectives?

A
  • Firstly, to regulate fair labour practices and to ensure everything is aligned with the Constitution.
  • Secondly, to ensure that these regulations are actually followed – in other words, the BCEA is responsible for not only establishing, but also enforcing, the basic conditions of employment.
50
Q

The purpose of the Employment Equity Act 55 of 1998 (EEA) is to achieve?

A

equity in the workplace.

51
Q

To ensure that the affirmative action measures are properly implemented, the employer needs to do the following?

A
  • Recognise and eliminate all the employment barriers and unfair discrimination affecting individuals in designated groups.
  • Ensure that the diversification of the workplace is carried out with dignity and respect.
  • Ensure that there is an equal representation of designated groups within the business environment.
52
Q

The ELS company employs 15 people. Would ELS Company be required to submit an employment equity plan? Explain your answer.

A

No, as they only employ 15 people. The Act states that if a company employs more than 50 people, they must submit an employment equity plan.

53
Q

What are the responsibilities of the employer with regard to the submission of an employment equity plan?

A

When preparing the employment equity plan, the employer must consult with employees about the analysis and implementation of the process. A report must also be sent to the Department of Labour.

54
Q

Explain The Protected Disclosures Act 26 of 2000 (PDA)?

A

The Protected Disclosures Act 26 of 2000 (PDA) makes provision for procedures where employees, in both the public and private sector, may disclose information regarding unlawful or irregular conduct by their employers or other employees. The PDA provides employees with protection from being subjected to an occupational detriment, as a result of having made a disclosure that is protected under the PDA

55
Q

Which Act aims to improve the skills of a county’s workforce?

A

Skills Development Act

56
Q

Which NQF levels represent postgraduate level studies?

A

Levels 8-10

57
Q

Which Act aims to create a single integrated national framework for learning achievements and accelerate the redress of past unfair discrimination in education. training and employment opportunities?

A

The National Qualifications Framework Act

58
Q

What is the levy required to be paid for skills development by organisations with an annual wage bill of above R500 000?

A

1%

59
Q

What have the South African Qualifications Authority Act been replaced with?

A

National Qualifications Framework Act

60
Q

What is the purpose of the Protected Disclosure Act of 2000?

A

To regulate what information may be disclosed

61
Q

Which Act promotes economic development, social justice, labour peace and democracy in the workplace?

A

Labour Relations Act

62
Q

What happens if a business does not implement an employment equity plan?

A

The Labour Court can impose fines

63
Q

Which Act protects people in the workplace against discrimination?

A

The Employment Equity Act of 1998

64
Q

Which Act regulates working hours, overtime and termination of employment?

A

The Basic Conditions of Employment Act 75 of 1997

65
Q

The purpose of the Occupational Health and Safety Act 85 of 1993 (OHS Act) is?

A

to provide for the health and safety of persons at work and the health and safety of persons in connection with the use of plant and machinery; the protection of persons other than persons at work against hazards to health and safety arising out of or in connection with the activities of persons at work; to establish an advisory council for occupational health and safety; and to provide for matters connected in addition to that.

66
Q

The OHS Act, therefore, aims to ensure that each employer provides their employees with a safe and healthy environment in which to work. For example, the employer has to make sure that?

A
  • any equipment or systems used by the employee is properly maintained;
  • they take preventative measures to eliminate any potential hazards or threats to workers;
  • they educate and train employees regarding the potential risks of performing certain tasks; and
  • the OHS Act is fully enforced in the organisation.

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