Frequently Asked Questions About Training and Development
Questions and answers to help you understand training and development
HOW CAN AN EMPLOYER PREVENT LOSSES WHEN PAYING FOR EMPLOYEE TRAINING?
Where an employer offers training to an employee at its cost, the employer could, for example, require the employee to conclude a training agreement as a condition before receiving the training. In terms of this the cost of training or part thereof can be “clawed back” if the employee leaves the organisation. For example, an employer could recoup the training costs from an employee if he leaves within a certain timeframe after undergoing the training. The liability would diminish with time.
HOW DO I CLAIM BACK MY SKILLS DEVELOPMENT LEVY FOR STAFF TRAINED?
In terms of the Skills Development Act, every employer must pay skills levy on a monthly basis. The skills levy amount is determined by the relevant SETA. The skills levy is paid over to SARS. (South African Revenue Services) on a monthly basis and not to the department of Labour.
In order for the employer to claim back a portion of the skills development levy, a workplace skills plan and a training report must be submitted on an annual basis to the SETA.
The employer won’t be able to claim all the training expenses but the Skills Development Act allows for a percentage of the annual skills levy to be paid back to the employer if a workplace skills plan and training report has been submitted.
EIGHT REASONS WHY YOU SHOULD USE E-LEARNING
1. It will reduce the cost of training because one tool can be used by many learners.
2. Learners can access the tool at any time and take as long as they need to complete it.
3. The skill level can be tested before they begin through self-assessment so that they can start at the correct level.
4. The training can be carried out at their work station so there is no cost for refreshments, travel or accommodation.
5. E-learning is a good way to study which will lead to increased retention of information. This is because information is supported with pictures, videos, quizzes and answers.
6. The learner can understand more information in a shorter period of time. This is because they can skip information they already know and move onto other sections of the training. They don’t have to wait for other learners to catch up.
7. Assessment is on-going and the learner’s progress can be checked at the end of each module.
8. The learner can work with other learners in online discussion groups, even if they aren’t in the same room.
WHAT YOUR INDUCTION MANUAL SHOULD INCLUDE
• A list of your products and services
• Telephone numbers, internal and external
• Email addresses, internal and external
• List of important clients, suppliers and service providers
• Security aspects – codes to enter the building and parking garage
• Parking arrangement
• Lay-out of the building
• Organogram of the company and who reports to whom
• Tea and coffee stations and lunch arrangements. Some companies don’t like employees to eat at their work stations at all. It’s only fair to tell the employee about these rules upfront.
• Computer log-in details and pass-codes for the telephones and Internet access
• Explain what the cell phone policy of the company is; and point the employee to the relevant code of conduct around cell phone usage.
• Personnel file requirements: Employee’s ID number, payroll requirements, tax numbers, addresses, telephone numbers, etc.
• Medical aid and pension fund provisions, rules and conditions
• Leave provisions and how to apply for leave
• Explain where the company policies, procedures and codes of conduct can be found, and explain that it is their responsibility to read them.
• Key company dates (e.g. financial year end, etc.)
• Employee Assistance Programmes
MUST I PAY FOR STUDY LEAVE WHEN AN EMPLOYEE PAYS FOR HIS OWN STUDIES?
Study leave is not regulated by the BCEA and employers usually have their own internal arrangements on this issue. There’s no maximum or minimum.
If the employer’s leave procedure or conditions of employment do not provide for study leave, the employee will have to take annual leave or unpaid leave.
This will apply for courses which are related and also which are not related to the employer’s business.
DOES AN EMPLOYEE LEGALLY HAVE TO GET AN INCREASE IF THEY FINISH STUDYING?
No, there is no legislation that provides for any entitlement to an increase. This is at management’s discretion and becomes a matter that must be negotiated between the employee and the employer.
WHY YOU MUST NEVER IGNORE THE NEED FOR INDUCTION
1. The employee will be more productive sooner.
2. The risk and cost of CCMA referrals will be reduced if the employee knows the rules, the codes of conduct and the procedures.
3. Understanding the culture of the organisation reduces misunderstanding and projects a positive image to the customer. An employee who doesn’t know the culture of the organisation is more likely to say the wrong thing than an employee who does know what the organisation stands for.
4. The employee will understand the job better and you’ll be able to measure their performance sooner.
5. It will improve team spirit, as the employee will understand his role sooner and be more understanding and co-operative. Employees, who understand the rules and the reasons for them, are more likely to adhere to them.
6. Important clients will be kept happy.
7. The employee will know whom to consult in the business to ensure smoother running of their KPA’s.
“I recently had the pleasure of using FIC CONSULTING, and Tiaan Dwyer. He is very professional and incredibly knowledgeable, and an absolute gentleman. He focuses on small/ medium businesses. As an owner of a small business trying to navigate staff issues and labour law is a nightmare.
Should you need assistance with anything labour related, please do not hesitate to contact him. 5 star service is what you will get. Thank you Tiaan for all your help.”
Lisa Klimke – Owner Second Chance Clothing store
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