Rethink Relationships Between Vocational -Myassignmenthelp.Com

Question: Discuss About The Rethink Relationships Between Vocational? Answer: Introduction The sole purpose of skill development facilitation is to provide proper planning, implementation and training to the employees of an organization. Skill development facilitation in an operations is crucial since it enhances the skills of both the employees and the employers in an organization by developing an effective Workplace Skills Plan. In South Africa, the Education, Training and Development Practices Sector, Education and Training Authority is working on promoting and facilitating the improvement and development of the skills of the employees and employers in the workplace. SWOT Analysis of the company Strengths: Quality of the facilities offered, reputation of the organization. Weaknesses: Gaps in knowledge and skills of the employees, financial issues, management and leadership issues. Opportunities: Strategic alliances and acquisitions, taking advantages of new trends. Loss of major consumers. Several Critical Cross Cultural Field Outcomes (CCFOs) are applied by us to enhance the skills of employers and employees of South African Organization. The first CCFO that is applied by us includes identification and solving issues faced by the organization. Being a team of Skill development facilitators, our team has faced several problems associated with organizing and planning of learning opportunities and various difficulties of the learners (Allais 2012). Some of the issues identified are lack of departmental skill plans, poor understanding and awareness about Human Resource Development (HRD) policies among the employees, poor skill development practicing, inefficient functioning of consultative committees and poor support by stakeholders. In order to solve the issues with the knowledge of employees, effective training needs to be provided. Proper learning and training should be provided to the managers of the organization in order to deal with lack of organizational plan. We n eed to create ideal workplace environment for active participation of the stakeholders. This CCFO not only enhance my knowledge about organizational issues but enhance my skill of solving organizational problem. The second CCFO applied includes effectively analyze, design and deliver the ETD strategies in South African Organizations, it is important for each one of us to maintain the unity of our team. In order to analyze the issues, we conduct interviews with managers, supervisors and employees. Then a draft is created from the information collected. Once the gaps of the organization are obtained, training and occupational knowledge is provided in order to feel up the gaps (Hynes 2012). In order to perform the above mentioned tasks effectively, we require the cooperation of the employees and the employers of the organization. The basic function of a skills development facilitator involves assisting the employers and the employee to develop a Workplace Skills Plan (WSP) and submit the plan to the relevant SETA. This CCFO enable me to understand the importance of working as a team. Thus I will be able to apply this knowledge in my future practice. Thirdly, we applied the CCFO that includes teaching both the employers and employees to manage and organize their responsibilities effectively (Boese 2013). For this, we provide both online and offline training to the employees. Conduction of training imposes positive impact on our practice as it enables us to understand the various issues faced by the employees to properly understand the training. This in turn, enables us to eradicate the issues during future implementation of issues. Fourthly we implement the CCFO that involves collection, organization and evaluation of the information. Another CCFO implemented by us includes communication with the employees with the help of both visual and mathematical modes of communication. Therefore we need to collect, analyze and organize the information obtained from interviewing the staffs and then critically evaluate strategies in order to create the perfect Workplace Skill Plan. While visual methods of communication involves showing documentaries and Power Point demonstrations, mathematical communication involves showing statistical data and graphs (Simons and Buitendach 2013). In order to understand the effectiveness of the training, we give and receive constant feedback to and from the employees. Apart from this, advanced technologies are also used for training purposes (Navimipour and Zareie 2015). We provide both online and offline trainings to the employees so that they can have access to the training materials when ever needed. One of the crucial benefits of providing online training is that online training allows us to customize training based on each employees needs and preferences. This service provided by us enable us learn about the different type of implementations of technologies in training. This knowledge will help us to use to use these technologies effectively in future. Thus it can be concluded that effective training provided to the managers, supervisors and employees of an organization enhances the overall profit of that organization. Education, training and development practices do have a highly positive impact on skill development of both the employees and employers within the occupational field. The necessity of ETD in an organization is evidenced when performance appraisal indicates the requirement of employee training. Effective ETD enhances the morale job satisfaction among both the employers and the employees. It also enhances employee motivation. Apart from this, the organization also gets benefited due to the enhancement of efficiency of the employees resulting in financial gain. Reference List: Allais, S., 2012. Will skills save us? Rethinking the relationships between vocational education, skills development policies, and social policy in South Africa.International Journal of Educational Development,32(5), pp.632-642. Boese, T., Cato, M., Gonzalez, L., Jones, A., Kennedy, K., Reese, C., Decker, S., Franklin, A.E., Gloe, D., Lioce, L. and Meakim, C., 2013. Standards of best practice: Simulation standard V: Facilitator.Clinical Simulation in Nursing,9(6), pp.S22-S25. Hynes, G.E., 2012. Improving employees interpersonal communication competencies: A qualitative study.Business Communication Quarterly,75(4), pp.466-475. Navimipour, N.J. and Zareie, B., 2015. A model for assessing the impact of e-learning systems on employees satisfaction.Computers in Human Behavior,53, pp.475-485. Simons, J.C. and Buitendach, J.H., 2013. Psychological capital, work management and organisational commitment amongst call centre employees in South Africa.SA Journal of Industrial Psychology,39(2), pp.1-12.