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PENDULA GROUP INFOMAGE RIMS GROUP

Joint Forces

Joint Prospectus 2017/18

Contact us:

Pendula:

Tel: (+27) 861 436 436

Fax: (+27) 861 436 392

http://www.pendula.co.za

[email protected]

http://www.pendula.co.za/

mailto:[email protected]

Contents

1. About Learning Exchange ................................................... 7

2. What we offer ................................................................. 8

2.1. Driving .................................................................................................................................. 8

2.2. Lifting .................................................................................................................................... 9

2.3. Yellow Plant .......................................................................................................................... 9

2.4. Occupational Health & Safety .............................................................................................. 10

3. Entry Requirements ......................................................... 10

4. Learnerships: ................................................................. 11

4.1. National Certificate in Professional Driving .......................................................................... 11

4.2. National Certificate: Freight Handling .................................................................................. 12

4.3. Further Education and Training Certificate: Road Transport Supervision.............................. 14

4.4. Further Education and Training Certificate: Freight Forwarding and Customs Compliance ... 15

4.5. General Education and Training Certificate: Transport......................................................... 16

4.6. Freight Forwarding and Customs Compliance ...................................................................... 17

4.7. National Certificate: Occupational Hygiene And Safety ........................................................ 18

4.8. National Certificate: Occupational Health, Safety And Environment .................................... 20

5. Unit Standards: ............................................................... 22

5.1. Title: Operate A Mobile Crane ............................................................................................. 22

5.2. Title: Operate A Tower Crane .............................................................................................. 23

5.3. Title: Operate Counter-Balanced Lift Truck .......................................................................... 23

5.4. Title: Operate Truck Mounted Crane ................................................................................... 24

5.5. Title: Operate Truck Mounted Loader Crane........................................................................ 25

5.6. Title: Operate Tailgates And Tail-Lifts .................................................................................. 26

5.7. Title: Operate A Defined Purpose Lift Trucks ....................................................................... 26

5.8. Title: Operate A Defined Purpose Lift Trucks (F06, F07, F12) ................................................ 27

5.9. Title: Operate A Watercart .................................................................................................. 29

5.10. Title: Operate A Tip Truck ................................................................................................ 29

5.11. Title: Operate A Roller ..................................................................................................... 30

5.12. Title: Operate A Sideboom .............................................................................................. 30

5.13. Title: Operate A Backhoe/Loader ..................................................................................... 31

5.14. Title: Operate A Service Truck.......................................................................................... 31

5.15. Title: Operate A Tracked Dozer ........................................................................................ 32

5.16. Title: Operate An Articulated Dump Truck ....................................................................... 33

5.17. Title: Operate An Excavator ............................................................................................. 33

5.18. Title: Operate A Grader ................................................................................................... 34

5.19. Title: Operate A Front End Loader ................................................................................... 35

5.20. Title: Operate A Skid Steer Loader ................................................................................... 35

5.21. Title: Operate A Wheeled Dozer ...................................................................................... 36

5.22. Title: Operate A Rigid Body Dump Truck .......................................................................... 36

5.23. Title: Explain And Perform Fall Arrest Techniques When Working At Heights ................... 37

5.24. Title: Erect And Dismantle Scaffolding ............................................................................. 38

5.25. Title: Erect, Use And Dismantle Access Scaffolding .......................................................... 38

5.26. Title: Perform Basic Fire Fighting ..................................................................................... 39

5.27. Title: Apply Occupational Health, Safety And Environmental Principles ........................... 40

5.28. Title: Carry Out Basic First Aid In The Workplace.............................................................. 40

1. About Pendula Trainers .................................................... 41

2. What we offer: ............................................................... 41

3. Learnerships .................................................................. 42

3.1. Qualification title: Generic Management ............................................................................. 42

3.2. Qualification Title: Business Administration ......................................................................... 43

4. Business and Professional Development Courses ..................... 44

4.1. Business Strategy & Entrepreneurship ................................................................................. 44

4.2. Communication ................................................................................................................... 46

4.3. Customer Service ................................................................................................................ 48

4.4. Finance & Accounting.......................................................................................................... 48

4.5. Human Resources and People Management ....................................................................... 49

4.6. Logistics and Supply Chain ................................................................................................... 51

4.7. Management & Leadership ................................................................................................. 51

4.8. Personal Development ........................................................................................................ 54

4.9. Project and Process Management ....................................................................................... 55

4.10. Sales & Marketing ........................................................................................................... 57

4.11. Training and Development .............................................................................................. 60

1. About RIMS: ................................................................... 62

2. What we offer: ............................................................... 62

2.1. Business Administration NQF Level 3 – SAQA 67465 ............................................................ 63

2.2. Business Practice NQF Level 1 - SAQA ID 61755 ................................................................... 64

2.3. Contact Centre and Business Process Outsourcing Support NQF Level 3 – SAQA 80566 ....... 66

2.4. Curriculum Matrix (Fluid Power) NQF Level 4 - SAQA 58880 ................................................ 67

2.5. Generic Management NQF Level 5 - SAQA ID 66069 ............................................................ 68

2.6. Human Resources Management and Practices NQF Level 5 - SAQA ID 61592 ...................... 70

2.7. Management NQF Level 3 - SAQA ID 23654 ......................................................................... 72

2.8. Management and Administration NQF Level 4 - SAQA ID 49129 .......................................... 74

2.9. New Venture Creation (SMME) NQF Level 4 - SAQA ID 66249 .............................................. 75

2.10. Project Management NQF Level 4 - SAQA ID 50080 ......................................................... 78

1. About B & A: .................................................................. 81

2. What we offer: ............................................................... 81

2.1. SUPERVISING/MANAGING IN A UNIONISED ENVIRONMENT .............................................. 81

2.2. BASIC LABOUR LAW ............................................................................................................ 82

2.3. PRACTICAL LABOUR LAW .................................................................................................... 83

2.4. DISCIPLINE & DISMISSALS .................................................................................................... 83

2.5. MANAGING POOR PERFORMANCE & INCAPACITY ............................................................... 84

2.6. INITIATING DISCIPLINARY ENQUIRIES .................................................................................. 84

2.7. RULES OF EVIDENCE ............................................................................................................ 85

2.8. CHAIRING DISCIPLINARY ENQUIRIES .................................................................................... 86

2.9. HANDLING DISCIPLINARY HEARINGS ................................................................................... 87

2.10. PRACTICAL ARBITRATION SKILLS ...................................................................................... 87

2.11. PRACTICAL NEGOTIATING SKILLS - LABOUR RELATIONS ................................................... 88

2.12. PRACTICAL NEGOTIATING SKILLS - COMMERCIAL NEGOTIATIONS .................................... 89

2.13. ASSERTIVE CONFLICT HANDLING ..................................................................................... 89

2.14. HANDLING COMPLAINTS AND GRIEVANCES..................................................................... 90

2.15. HR ROLE IN DISCIPLINE .................................................................................................... 91

2.16. SHOPFLOOR ROLE DYNAMICS .......................................................................................... 91

2.17. EMPLOYMENT EQUITY ACT.............................................................................................. 92

2.18. PERFORMANCE MANAGEMENT ....................................................................................... 93

2.19. PATERSON JOB EVALUATION ........................................................................................... 94

2.20. SELECTING FOR EXCELLENCE ........................................................................................... 95

2.21. SEXUAL HARASSMENT – THE CODE OF GOOD PRACTICE .................................................. 95

2.22. SHOP STEWARD LEADERSHIP SKILLS ................................................................................ 96

2.23. DISCIPLINARY HANDLING SKILLS FOR SHOP STEWARDS ................................................... 97

2.24. SHOP STEWARD FUNCTIONAL SKILLS ............................................................................... 97

2.25. MODULE 1: LEADERSHIP COMMUNICATION SKILLS ......................................................... 98

2.26. MODULE 2: UNDERSTANDING LEADERSHIP ..................................................................... 99

2.27. MODULE 3: ROLE OF THE LEADER .................................................................................... 99

2.28. MODULE 4: MOTIVATING A WORK TEAM ...................................................................... 100

2.29. MODULE 5: JOB INSTRUCTION & COACHING ................................................................. 101

2.30. LEADERSHIP COMMUNICATION SKILLS .......................................................................... 101

2.31. UNDERSTANDING OPERATIONAL LEADERSHIP ............................................................... 102

2.32. TEAM BUILDING SKILLS .................................................................................................. 102

2.33. SELECTION & COACHING SKILLS ..................................................................................... 103

2.34. WORKPLACE COACHING & MENTORING ........................................................................ 103

2.35. DISCIPLINARY HANDLING REFRESHER ............................................................................ 104

2.36. BASIC BUSINESS AWARENESS ........................................................................................ 104

2.37. EMPLOYEE BUSINESS AWARENESS ................................................................................ 105

2.38. ASSERTIVENESS & TIME MANAGEMENT ........................................................................ 106

2.39. STRIKE HANDLING SKILLS ............................................................................................... 106

2.40. COURSE FACILITATOR SKILLS ......................................................................................... 107

2.41. INTERACT WITH CUSTOMERS ........................................................................................ 108

2.42. CONDUCT OUTCOMES-BASED ASSESSMENTS ................................................................ 108

2.43. LEVERAGING DIVERSITY ................................................................................................ 109

2.44. GENERIC INDUCTION PROGRAMME (Customised) ......................................................... 109

2.45. INDUCTING A TEAM MEMBER ....................................................................................... 110

2.46. EFFECTIVE PRESENTATION SKILLS .................................................................................. 111

2.47. INTRODUCING LEADERSHIP ........................................................................................... 111

2.48. ENERGIZED TEAMS ........................................................................................................ 112

2.49. ENERGIZED TEAM DISCOVERY ....................................................................................... 112

2.50. LEADERSHIP DEVELOPMENT WORKSHOP - NQF 4 .......................................................... 113

2.51. RESULTS DRIVEN LEADERSHIP ....................................................................................... 114

2.52. REACHING RESOLUTION WORKSHOP ............................................................................. 115

Learning Exchange

1. About Learning Exchange

OUR VALUES To deal with our clients with integrity; To be ethical in our dealings with staff and clients; To go the extra mile; To develop staff in line with their roles and responsibilities and To be professional in every aspect of our business dealings. ACCREDITED TRANSPORT & DRIVER TRAINING Learning Exchange has successfully delivered accredited driver and plant operator training programmes for over 20 years. We have successfully implemented learnerships and skills programs for several blue chip clients.

We facilitate comprehensive training through specially-designed courses which we customise for you, and which can be conducted at our clients' premises. We serve the Taxi, Commuter Transport, Freight Transport, Mining, FMGC, Courier, Agricultural and Construction Industries, and are compliant in terms of B-BBEE. Learning Exchange (Pty) Ltd has over 20 years' experience in delivering driver and operator training. We are an accredited training provider with the Transport Education and Training Authority (TETA) and the Construction Education and Training Authority (CETA). Learning Exchange operates from its head office in Ruimsig, Gauteng, and its project offices, nationally. The company is managed by a board of directors, consisting of a managing director and two full-time operations directors. Our staff consists of qualified skills development practitioners, accountants, administrative support staff and project managers. Together we manage and assist a team of more than 30 qualified, accredited trainers on

various projects. We also employ registered moderators to ensure that the highest quality standards are maintained throughout training processes.

We use customised IT systems extensively, to support the seamless delivery of training.

2. What we offer Learning Exchange offers training programmes and learnerships under the following four categories:

2.1. Driving

Unit Standard Unit Standard Title

13716 National Certificate in Professional Driving

50285 National Certificate in Professional Driving

57831 National Certificate Freight Handling

48439 Further Education and Training Certificate: Road Transport Supervision

59298 Further Education and Training Certificate: Freight Forwarding and Customs Compliance

59300 General Education and Training Certificate: Transport

59365 Freight Forwarding and Customs Compliance

2.2. Lifting

2.3. Yellow Plant

Unit Standard

Unit Standard Title

262764

Operate a Water cart

262734 Operate a Tip truck

262805

Operate a Roller

262824 Operate a Side Boom

262727

Operate a backhoe/loader

262790 Operate a Service Truck

262729

Operate a Tracked Dozer

262745 Operate an Articulated Dump Truck

262744

Operate an Excavator

262735

Operate a Grader

262747 Operate front end loader

262712 Operate a skid steer loader


116254 Operate a Mobile Crane

116255 Operate a Tower Crane

242974 Operate overhead/gantry cranes

242978-C32 Operate a Truck-Mounted Crane (C32)

242974 Operate counter-balanced Lift Truck

116253 Operate a Truck mounted Loader Crane

123260 Operate tailgates and Tail- lifts

242972 Operate advanced defined purpose Lift Trucks

242981-F12 Operate defined purpose lift trucks (F12)

242981-F06 Operate defined purpose lift trucks (F06)

242981-F07 Operate defined purpose lift trucks(F07)

262713 Operate a wheeled dozer

262731 Operate a Rigid Body Dump Truck

229998 Explain and perform fall arrest techniques when working at heights

119074

Erect and dismantle scaffolding

263245

Erect, use and dismantle access scaffolding

261664 Erect, use and dismantle access equipment for construction work

2.4. Occupational Health & Safety


74290 National Certificate: Occupational Health, Safety and Environmental Safety

50062 National Certificate: Occupational Health and Safety

3. Entry Requirements Lifting Driver Occupational Health

and Safety Yellow Plant

NQF Level 2 Mathematical Literacy and Communication competence

NQF Level 2 Mathematical Literacy and Communication competence

Mathematical literacy at NQF Level 1 Communication at NQF Level 1 Computer literacy at NQF level 1

Communication at NQF Level 1 Mathematical literacy at NQF Level 1

Medical Certificate PDP

Code 10 or Code 14 Licence

Medical Certificate PDP

4. Learnerships:

4.1. National Certificate in Professional Driving PURPOSE AND RATIONALE OF THE QUALIFICATION Purpose: The purpose of the qualification is to ensure competent professional driving competence

in the road transport sector, thus improving earning capacity of professional drivers as well as transport sector professionalism and economic growth. The qualification is set to create an environment for growth and development of learners, by improving the employment prospects and marketable competence of drivers, and accelerating the redress of past unfair discrimination in education, training and employment opportunities. By setting the minimum standards contained in this qualification, professional driving education and training will also improve. The professional status of drivers of commercial vehicles will be enhanced by awarding a formal qualification in recognition of their professional competence. This qualification is designed to allow maximum access to, mobility and progression within education and training, and within a career path in the transport sector. Competence achieved in this qualification provides building blocks towards NQF level 4 qualifications. The inclusion of communication and language, and mathematic literacy requirements contributes to learner development beyond simply the requirements for professional driving. Qualified learners are capable of: • Obtaining and communicating road transport operational information.

• Assessing loads against given permissible load requirements. • Planning road transport service delivery that meets specified requirements. • Driving a vehicle conveying a specific freight commodity or category of passengers. Qualified learners also elect to achieve at least one of the following specialisations: • Using computerised spreadsheets and word processing. • Planning the establishment of a small business according to relevant business

principles. • Conducting vehicle maintenance according to specified procedures. • Operating lifting equipment according to specified procedures. Rationale: Learners credited with this qualification are working, or intend working, in the commercial road transport industry as drivers. This qualification builds on light vehicle driving competence, and credits competent drivers, who are driving vehicles carrying freight or passengers for commercial purposes.

Unit Standard: 50285 Credits: 122

NQF Level: 03 Duration: 55 Days

The demand for this qualification lies primarily in the transport industry's requirement for drivers to have employable competence beyond that of a basic driving license and

professional driving permit. Currently, more than 7000 individuals work in the sector that would benefit from this qualification. Learners can be persons entering the sector, persons already working in the sector as drivers, persons already working in the field in a non-driving capacity, and/or self-employed persons within the sector. There is a critical need in the industry to recognise learner competence regarding professional driving, and to ensure that legal requirements are adhered to. In South Africa, the transport industry is experiencing a shortage of competence in and good training for professional driving. Direct costs of poor driving include human and economic costs. Improved professional driving could influence the South African economy in direct transport, social and economic costs alone to the value of millions of Rands each year. By improving professional driving competence, road safety is improved and social and economic costs associated with road accidents are decreased. Learning Assumed To Be In Place And Recognition Of Prior Learning It is assumed that learners have already attained NQF Level 2 Mathematical Literacy and Communication competence.

4.2. National Certificate: Freight Handling PURPOSE AND RATIONALE OF THE QUALIFICATION Purpose:

The safe handling of freight is dependent upon the applicable people complying with the relevant procedures and applying the necessary skills to their handling. This Qualification, therefore, is aimed at providing learners in the Freight sector with: • An integrated practical and theoretical grounding in Freight Handling. • The ability to work more effectively with others. • The skills necessary to maintain and enhance the level of service and quality of

service expected by customers. • An awareness and understanding of key business principles that lead to

transformation, transferability, economic growth and social development in the freight handling industry.

The key areas of specialisation identified within the Freight Handling Industry are as follows: • Warehousing and Distribution. • Port Operations. • Stevedoring. • Courier Operations. • Bulk Handling.

• Airfreight.



• Forwarding and Clearing.

Learners completing this Qualification, in whatever area of specialization selected, will be able to demonstrate the ability to consider a range of options related to their chosen field in order to make decisions and improve performance around, inter alia, freight handling administration, planning, goods handling, storage, transport planning, and basic freight handling equipment maintenance. Rationale: People involved in freight handling play a key role in the movement of goods since they represent the physical link that ensures that the freight is efficiently and safely handled. The required knowledge and skills can be used in many other goods handling environments or equally as well in a full warehousing environment. On-the-job experience can progressively lead to positions of more responsibility in the safe handling of goods and freight. The majority of learners for this Qualification are likely to be either unemployed persons wishing to enter the industry, or persons currently working in the greater freight handling sector that wish to improve their skills and enhance their own career path opportunities.

The Qualification will provide learners with the opportunity to acquire the essential knowledge needed to further their studies in differing specialist areas within the transport sector of the South African economy. This Qualification reflects workplace-based needs in the wider Freight Handling Industry, both now and for the future. Freight Handling is diverse in its nature, so a fairly wide range of competencies are required by employees. The Qualification aims to provide the foundational and initial skills required for an individual in the industry to handle freight successfully; be an effective team member and undertake those tasks required to contribute to the effective processing of freight.

4.3. Further Education and Training Certificate: Road Transport Supervision

PURPOSE AND RATIONALE OF THE QUALIFICATION Purpose: The purpose of this Qualification is to facilitate training and educational opportunities for individuals currently employed in the Southern African Road Transport industry or those wishing to pursue a career in this industry. Individuals will have the opportunity to specialise in either freight or passenger related fields. The training will be applicable and appropriate to companies where transport is a primary or secondary function. The qualifying learner will obtain the relevant underpinning knowledge of road transport operations in order to apply this to all assigned functions. These core components of learning include knowledge of transport logistics operations, implementing of routing and scheduling, principles of road transport management, marketing strategies and decision making and problem solving to manage the transportation of passengers or freight that is

applied in operating successfully in a road transport logistics environment. Rationale: This Qualification has been designed as the second of three levels in road transport; to address the specific need as expressed by the road transport industry of South Africa. This Qualification serves as a progression from the National Certificate in Road Transport at NQF level 3 into the specialized area of road transport against the backdrop of the transport industry as a whole. It would serve to foster professionalism in the Southern African Road Transport industry and form the basis for further learning towards the National Certificate in Transport Management at NQF level 5. This Qualification provides the bridging opportunity for individuals wishing to pursue a career in road transport operations and management. It would also serve to formally recognize the experience gained by learners employed in the sector. This Qualification equips a learner for employment and/or career advancement opportunities within the Transport Industry of Southern Africa, as well as enables him/her to pursue more advanced levels of study in this specific field.



4.4. Further Education and Training Certificate: Freight Forwarding and Customs Compliance

PURPOSE AND RATIONALE OF THE QUALIFICATION Purpose: This Qualification is to provide learners with the conceptual framework and the skills necessary to perform routine functions within the Freight Forwarding and Customs Compliance environment. This Qualification is intended to equip learners to operate cross-functionally within the Freight Forwarding and Customs Compliance environment of the international logistics industry. Qualifying learners will be able to pursue further development and Qualifications in specialist fields such as the international logistics and supply chain management. Learners who successfully complete this Qualification will be able to: • Apply the competencies of numeracy and literacy to everyday work related

situations. • Adhere to the required processes and procedures related to the import and export

of internationally traded goods.

• Use geographic and logistics concepts to carry out routine import and export policies and procedures.

This Qualification aims to assist people entering a career in the freight forwarding and customs compliance field and those already working in it maintain and improve their competencies in fulfilling and anticipating the needs of their clients and customers. It will create the opportunity: • For a career path. • To provide process and service standards. • To improve productivity. • To improve service delivery. Rationale: It has been estimated that logistics costs as a whole constitute at least 14% of the cost of goods in South Africa, which is at least 50% above the global norm. A large proportion of this overspend is attributed to inefficiencies caused by lack of competence. In order to become world competitive South Africa needs to deliver its goods on time at the right place and at an acceptable cost. To do this requires the establishment and maintenance

of world class supply chains. Competent international logistics and supply chain management practitioners and support staff are required for this purpose. This is a Qualification in a series for learners who want to follow a career in the field of freight forwarding and Customs compliance. This Qualification focuses on developing skills and knowledge necessary to perform in a competent manner in this industry.


NQF Level: 04 Duration: 12 Months of which 30 Classroom Days

The NC: Freight Forwarding and Compliance, NQF Level 3 replaces the following

Qualifications: • National Certificate: Freight Forwarding, NQF Level 3. • National Certificate: Customs Clearing, NQF Level 3.

4.5. General Education and Training Certificate: Transport PURPOSE AND RATIONALE OF THE QUALIFICATION Purpose: The purpose of this qualification is to provide learners with entry-level knowledge, skills and attitudes for the transport and logistics sector of the South African economy. Furthermore, qualifying learners will be afforded the choice of specialisation in any of the modes of transport. The range of typical learners will include: • Unemployed learners with accessibility for employment within the sector. • Currently employed learners with a planned combination of learning outcomes,

thereby promoting flexibility to pursue further studies across all sectors of industry. • Access for all learners to formal education and recognition of current skills.

Learners credited with this qualification will be able to: • Explain the composition of the supply chain in relation to their role in the transport

and logistics industry. • Apply the relevant health, safety, security and environmental legislation, policies,

and practices within the transport and logistics industry. • Demonstrate life-skills and entry-level workplace skills in the transport and logistics

environment. Rationale: The transport sector of the South African economy has demonstrated consistent growth over the last five years. Projected expansion is targeted in terms of the National Department of Transport Strategy 2006-2009. This, together with the ever expanding business interests in the African continent, has created more employment opportunities within the Transport and Logistics sector of the economy. These factors demonstrate the need for an entry-level qualification. This qualification will assist the transport industry to meet the demands of the future and

enable employment opportunities contributing to the growth of the South African economy. The General Education and Training Certificate (GETC) is part of an integrated lifelong learning programme incorporating basic literacy, numeracy and general education, specifically reflecting the workplace needs of the transport and logistics industry, namely


NQF Level: 01 Duration: 12 Months of which 30 Classroom Days

road transport, forwarding and clearing, freight handling, maritime transport, rail transport and air transport.

Whilst this National Qualification was designed with the transport and logistics industry in mind, the largely generic nature of the qualification will also equip learners to enter the world of work in a number of industries, as it provides for vertical and lateral articulation within the transport industry and other sectors of the economy. The flexibility within the range of electives allows an individual to pursue a career within any one of the specialised modes within the transport industry (namely aerospace, warehousing and distribution, stevedoring, rail, road freight transport, courier industry, maritime, fishing, port operations, forwarding and clearing, pipeline operations and road passenger transport.) This will ensure the availability of suitably trained employees within an industry that has been targeted for growth.

4.6. Freight Forwarding and Customs Compliance PURPOSE AND RATIONALE OF THE QUALIFICATION Purpose: The safe handling of freight is dependent upon the applicable people complying with the relevant procedures and applying the necessary skills to their handling. This Qualification, therefore, is aimed at providing learners in the Freight sector with: • An integrated practical and theoretical grounding in Freight Handling.

• The ability to work more effectively with others. • The skills necessary to maintain and enhance the level of service and quality of

service expected by customers. • An awareness and understanding of key business principles that lead to

transformation, transferability, economic growth and social development in the freight handling industry.

The key areas of specialisation identified within the Freight Handling Industry are as follows: • Warehousing and Distribution. • Port Operations. • Stevedoring. • Courier Operations. • Bulk Handling. • Airfreight. • Forwarding and Clearing. Learners completing this Qualification, in whatever area of specialization selected, will

be able to demonstrate the ability to consider a range of options related to their chosen


NQF Level: 03

field in order to make decisions and improve performance around, inter alia, freight handling administration, planning, goods handling, storage, transport planning, and basic

freight handling equipment maintenance. Rationale: People involved in freight handling play a key role in the movement of goods since they represent the physical link that ensures that the freight is efficiently and safely handled. The required knowledge and skills can be used in many other goods handling environments or equally as well in a full warehousing environment. On-the-job experience can progressively lead to positions of more responsibility in the safe handling of goods and freight. The majority of learners for this Qualification are likely to be either unemployed persons wishing to enter the industry, or persons currently working in the greater freight handling sector that wish to improve their skills and enhance their own career path opportunities. The Qualification will provide learners with the opportunity to acquire the essential knowledge needed to further their studies in differing specialist areas within the transport sector of the South African economy.

This Qualification reflects workplace-based needs in the wider Freight Handling Industry, both now and for the future. Freight Handling is diverse in its nature, so a fairly wide range of competencies are required by employees. The Qualification aims to provide the foundational and initial skills required for an individual in the industry to handle freight successfully; be an effective team member and undertake those tasks required to contribute to the effective processing of freight.

4.7. National Certificate: Occupational Hygiene And Safety

PURPOSE AND RATIONALE OF THE QUALIFICATION Purpose: This qualification enables learners to identify, evaluate, advise and report on occupational safety, hygiene and environmental factors, in occupational environments, which may have a detrimental effect on the health and safety of workers in such environments. The qualification is designed to be flexible and accessible. Learners credited with this qualification are capable of: • Performing essential inspections, measurements and evaluations to ensure health

and safety in occupational environments. • Communicating effectively using visual, mathematical and language skills in the

modes of oral and written presentation.


NQF Level: 03

• Solving mathematical problems related to finances, patterns, statistics, shape and motion using numbers and number systems.

• Describing concepts and principles in science and the natural environment. • Operating personal computers and computer systems. • Collecting, analysing, organising and critically evaluating information about

occupational hygiene, safety and environmental conditions and elements using science and technology effectively and critically to measure them.

• Identifying and solving problems to make responsible decisions regarding workplace hazards and risks.

• Ensuring a safe and healthy workplace environment and conduct. • Working effectively with others as a member of a team, group, organisation or

community to attain operational competence in occupational safety and hygiene. Rationale: Learners credited with this qualification are likely to be working in the occupational safety, hygiene and environmental disciplines. Learners are required to integrate practical skills with essential knowledge, to be able to take proactive and reactive measures in order to maintain a healthy and safe environment. In South Africa and internationally, the social and economic impact of occupational safety,

hygiene, health, and environment is great. Direct costs that result from poor workplace safety, hygiene, health, and environments include both human and economic costs. Indirect costs are also incurred and include aspects such as poor morale, poor productivity, and downtime. Improved workplace safety, hygiene, health, and environments could influence the South African economy in direct costs alone to the value of millions of Rands each year. This qualification aims to meet the demand for learners that are able to facilitate a safe, healthy and productive occupational environment. There is a critical need in the industry to recognise learner competence regarding essential operations associated with a healthy, safe and productive working environment. This qualification is the next step in a career path in one of the areas of specialisation in Occupational Safety and Hygiene. It is generic enough to allow maximum mobility within the field of application. Skills, knowledge, values and attitudes (competencies) reflected in the qualification are building blocks towards a level 4 qualification.

4.8. National Certificate: Occupational Health, Safety And Environment

PURPOSE AND RATIONALE OF THE QUALIFICATION Purpose: This Qualification is to equip learners working in any type of workplace with a broad understanding and knowledge of Occupational Health, Safety and Environmental (HSE) concepts and practices with sufficient detail to enable them to function in a safe and healthy way and to deal with health and safety problems and issues. It will also contribute to the further development of learners within this environment by providing articulation, recognition and mobility within this dynamic and changing environment. A learner acquiring this Qualification will be able to: • Use verbal and written practices to communicate in the workplace and apply

mathematical processes to solve every day numerical problems. • Explain the requirements of current legislation impacting on Health, Safety and

environmental issues in the workplace. • Recognise, assess and report health and safety hazards and situations in the

workplace. • Administer various health and safety functions, planning, policy and behaviours in

the workplace. Qualifying learners will be able to show responsibility, and independently and effectively manage themselves in the workplace regarding generic health and safety issues. Learners will be able to identify and evaluate occupational safety, health and environmental factors, in occupational environments, which may have a detrimental effect on health and safety of people in such environments. Learners credited with this Qualification are able to perform essential measurements and functions that promote a culture of health and safety in the workplace. Rationale: This Qualification provides learners with opportunities for professional development and career advancement within the broader constituencies of the Health, Safety and Environment (HSE) community that will contribute to providing better and safer workplaces for all people in the Republic of South Africa. It will assist those health and safety professionals who play an increasingly complex and crucial role in ensuring the

health and safety of employees have a well-grounded and comprehensive understanding of the key issues that are essential to meet these high demands. It covers the key issues involved at ground level and is designed to cover general health and safety issues with the specifics being incorporated in the Elective category.


NQF Level: 02

In South Africa and internationally, the social and economic impact of occupational safety, hygiene, health, and environment is great. Direct costs that result from poor workplace

safety, hygiene, health, and environments include human and economic costs. Indirect costs are also incurred and can include inter alia poor morale, poor productivity, and downtime. Improved workplace safety, hygiene, health, and environments could influence the South African economy in direct costs alone to the value of millions of Rand each year. This qualification aims to meet the demand for learners that are able to assist with the provision of a safe, healthy and productive occupational environment. There is a critical need in the industry to recognise learner competence regarding essential operations associated with a healthy, safe and productive working environment. This qualification is the entry level to a career path in one of the areas of specialisation in Occupational HSE. It is generic enough to allow maximum mobility within the field of application. Obtaining formal qualifications in HSE will enable the learner to operate in a wide range of environments. This enhances the employment opportunities of learners and also ensures a wider coverage of HSE Practitioners in the South African work environment. Formal qualifications, and especially at this level open up a career path in HSE and access to further studies, formal and informal, not only in this field but also other, related, fields.

Skills, knowledge, values and attitudes (competencies) reflected in the qualification are building blocks towards a higher qualification.

5. Unit Standards:

5.1. Title: Operate A Mobile Crane PURPOSE OF THE UNIT STANDARD The qualifying learner is capable of:

Demonstrating an integrated practical and theoretical grounding in crane operations according to safe handling and maintenance practices in compliance with crane manufacturers and legislated standards. The contribution to the national skills development strategy is the key developmental interface between learners and new competencies to be achieved. Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of civil engineering construction crane operators who are able to competently use science and technology when applying operation techniques. The contribution to socio-economic transformation is that learners will be able to undergo RPL-assessment and thereby receive recognition for previous learning and experience. This in turn will enhance the employability and career prospects of learners employed in this sector. Specific Outcomes

• Demonstrate knowledge of the functions of a mobile crane. • Identify the safety and suitability of crane. • Apply the recognised methods for inspecting and recording the operational fitness

of all components of the crane. • Operate mobile crane.

Unit standard ID: 116254 NQF level: 2

Credits: 20

5.2. Title: Operate A Tower Crane PURPOSE OF THE UNIT STANDARD The qualifying learner is capable of: Demonstrating an integrated practical and theoretical grounding in Crane Operations according to safe handling and maintenance practices in compliance with crane manufacturers and legislated standards. The contribution to The National Skills Development Strategy is the key developmental interface between learners and new competencies to be achieved.

Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of Civil Engineering Construction Crane Operators who are able to competently use science and technology when applying operation techniques The contribution to socio-economic transformation is that learners will be able to undergo RPL-assessment and thereby receive recognition for previous learning and experience. This in turn will enhance the employability and career prospects of learners employed in this sector. Specific Outcomes • Demonstrate knowledge of the functions of a tower crane. • Identify the safety and suitability of crane. • Apply the recognised methods for inspecting and recording the operational fitness

of all components of the crane. • Operate tower crane.

5.3. Title: Operate Counter-Balanced Lift Truck PURPOSE OF THE UNIT STANDARD The person credited with this Unit Standard is able to operate a counter-balanced lift

truck in a safe manner. They will also be able to conduct pre and post inspections to ensure the performance of the lift truck. The person will be able to handle the loading and storage of freight by using the equipment and its accessories in the required manner. They will also be able to access emergency system and services in the event of an incident or accident.


Credits: 20


Credits: 20

The qualifying learner is capable of: • Applying the recognised methods for inspecting and recording the operational

fitness of all components of the lift truck with reference to safety procedures in the workplace.

• Identifying and classifying freight/loads taking into account documentation, packaging and labelling associated with the specific freight.

• Handling, loading and storing freight in accordance with industry standards environmental requirements, and with due consideration to inter alia the commodities and their properties, storage area and placement of load.

• Achieving maximum work performance of lifting equipment and attachments, by applying knowledge of equipment dimensions, controls, principles of operation and capacities, manufacturing specifications and circumstances in the working environment.

• Operating equipment in accordance with laid down organisational and legislative standards and procedures as well as manufacturer's guidelines.

• Accessing available emergency support system and services in case of incidents and accidents.

Specific Outcomes • Apply the recognised methods for inspecting and recording the operational fitness

of all components of the lift truck with reference to safety procedure in the workplace.

• Identify and classify freight/loads taking into account documentation, packaging and labelling associated with the specific freight.

• Handle, load and store freight in accordance with industry standards, environmental requirements, and with due consideration to inter alia the commodities and their properties, storage area and placement of load.

• Achieve maximum work performance of lifting equipment and attachments, by applying knowledge of equipment dimensions, controls, principles of operation and capacities, manufacturing specifications and circumstances in the working environment.

• Operate equipment in accordance with laid down organisational and legislative standards and procedures as well as manufacturer's guidelines.

5.4. Title: Operate Truck Mounted Crane PURPOSE OF THE UNIT STANDARD The person credited with this unit standard will be able to understand the functions of a truck mounted crane while using the crane in a safe and suitable manner. They will also be able to access support and emergency services in the case of an incident or accident in the workplace.

Unit Standard ID: 242978 NQF Level: 3

Credits: 8

The qualifying learner is capable of: • Demonstrating knowledge of the functions of a truck mounted crane.

• Identifying the safety and suitability of the crane. • Inspecting and recording the operational fitness of the components of the truck and

crane. • Operating a truck mounted crane. • Accessing available support systems and emergency services in case of incidents

and accidents.

5.5. Title: Operate Truck Mounted Loader Crane

PURPOSE OF THE UNIT STANDARD The qualifying learner is capable of: Demonstrating an integrated practical and theoretical grounding in Crane Operations according to safe handling and maintenance practices in compliance with crane manufacturers and legislated standards. The contribution to The National Skills Development Strategy is the key developmental interface between learners and new competencies to be achieved. Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of Civil Engineering Construction Crane Operators who are able to competently use science and technology when applying operation techniques

The contribution to socio-economic transformation is that learners will be able to undergo RPL-assessment and thereby receive recognition for previous learning and experience. This in turn will enhance the employability and career prospects of learners employed in this sector. Specific Outcomes • Demonstrate knowledge of the functions of a truck mounted loader crane. • Identify the safety and suitability of the crane. • Operate truck mounted loader crane. • Apply the recognised methods for inspecting and recording the operational fitness

of all components of the crane.


Credits: 20

5.6. Title: Operate Tailgates And Tail-Lifts PURPOSE OF THE UNIT STANDARD The purpose of the learning is to ensure that professional drivers who achieve this unit standard are able to operate tailgates and tail-lifts safely, and according to legal, organisational and manufacturer specifications. This will improve the learner's career flexibility, and will ensure that accidents and injuries are prevented, improving the compliance, success and profitability of road transport service delivery.

The qualifying learner is capable of: Describing mechanical operation of equipment according to given specifications. Identifying and categorising loads accurately. Ensuring functional equipment and legal compliance by means of equipment inspection. Operating tailgates and tail-lifts in accordance with manufacturers', legal and organisational standards and procedures. The skills, knowledge and understanding demonstrated within this unit standard are essential for the development of professional, productive and safe operators. Specific Outcomes • Describe mechanical operation of equipment according to given specifications. • Identify and categorize loads accurately. • Ensure functional equipment and legal compliance by means of equipment

inspection. • Operate tailgates and tail-lifts in accordance with manufacturers', legal and

organisational standards and procedures.

5.7. Title: Operate A Defined Purpose Lift Trucks PURPOSE OF THE UNIT STANDARD The person credited with this unit standard is able to operate a battery operated defined purpose lift truck. They are able to access emergency support and services in the case of

an emergency while operating a lift truck. The person is also able to identify and classify the load, handle and move the freight while operating the lifting equipment in accordance with standards and its performance capabilities. They are also able to monitor the fitness of the lift truck.


Credits: 2

Unit Standard ID: 242972

NQF Level: 3

Credits: 7

The qualifying learner is capable of: • Accessing available emergency support systems and services in case of incidents

and accidents. • Identifying and classifying freight/loads. • Handling, loading and storing freight. • Achieving maximum work performance of battery powered lifting equipment and

attachments. • Operating equipment. Specific Outcomes • Access available emergency support systems and services in case of incidents and

accidents. • Identify and classify freight/loads. • Handle, load and store freight. • Achieve maximum work performance of battery powered lifting equipment and

attachments. • Operate equipment.

5.8. Title: Operate A Defined Purpose Lift Trucks (F06, F07, F12)

PURPOSE OF THE UNIT STANDARD The person credited with this unit standard is able to operate a basic purpose lift truck. They are able to access emergency support and services in the case of an emergency while operating a lift truck. The person is also able to identify and classify the load, handle and move the freight while operating the lifting equipment in accordance with standards and its performance capabilities. They are also able to monitor the fitness of the lift truck. The qualifying learner is capable of: • Inspecting and recording the operational fitness of battery powered lift trucks. • Identifying and classifying freight/loads. • Handling, loading and storing freight. • Achieving maximum work performance of battery powered lifting equipment and

attachments. • Operating freight equipment. • Accessing available emergency support systems and services.

Specific Outcomes • Inspect and record the operational fitness of battery powered lift trucks. • Identify and classify freight/loads. • Handle load and store freight.


Credits: 4

• Achieve maximum work performance of battery powered lifting equipment and attachments.

• Operate freight equipment. • Access available emergency support systems and services. UNIT STANDARD RANGE The applied competence expressed in this standard may be demonstrated across a range of lifting trucks (capacity, functionality) involved in familiar operational functions in any industry context, and in any environmental conditions. The certificate of competence issued must indicate the equipment, its rated capacity and the attachments in terms of which the learner has demonstrated competence. Lift Truck shall include: • F6: Pedestrian-controlled lift truck below rated capacity of 2000kg. • F7: Pedestrian-controlled lift truck above rated capacity of 2000kg. • F12: Pallet lift truck with battery power propulsion (specify capacity). Attachments and special equipment shall include: • A: Side Shift.

• B: Single pole. • C: Carton or paper roll clamp. • D: Crane Hook. • E: Push Pull/Slip sheet equipment. • F: Load Rotator. • G: Wire Guidance system. • H: Load Extender Pantograph. • I: Rotating Mast (Turret Truck). • J: Tilting Bucket. • K: Tandem Forks. • L: Container Vanning and Devanning. • M: Container Handling. • N: Forks. • O: Cradle (Safety Cage). The above codes and attachments correspond with the SA National Code of Practice.

5.9. Title: Operate A Watercart PURPOSE OF THE UNIT STANDARD The qualifying learner will be able to operate a water cart by understanding the functions of starting, shutting down and operating procedures for the machine. Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of Construction Plant operators.

The qualifying learner will be capable of: • Demonstrating knowledge of the functions of a water cart. • Planning for work activities and prepare work area. • Starting and shutting down water cart. • Operating water cart. • Transporting water cart to and from site.

5.10. Title: Operate A Tip Truck

PURPOSE OF THE UNIT STANDARD The qualifying learner will be able to operate a tip truck by understanding the functions of starting, shutting down and operating procedures for the machine. Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of Construction Plant operators. The qualifying learner will be capable of: • Demonstrating knowledge of the functions of a tip truck. • Planning for work activities and prepare work area. • Starting and shutting down tip truck. • Operating tip truck. • Transporting tip truck to and from site. Specific Outcomes

• Demonstrate knowledge of the functions of a tip truck. • Plan for work activities and prepare work area. • Start and shut down tip truck. • Operate tip truck.


Credits: 8


Credits: 8

5.11. Title: Operate A Roller PURPOSE OF THE UNIT STANDARD The qualifying learner will be able to operate a roller by understanding the functions of starting, shutting down and operating procedures for the machine. Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of Construction Plant operators.

The qualifying learner will be capable of: • Demonstrating knowledge of the functions of a roller. • Planning for work activities and prepare work area. • Starting and shutting down roller. • Operating roller. • Transporting roller to and from site. Specific Outcomes • Demonstrate knowledge of the functions of a roller. • Plan for work activities and prepare work area. • Start and shut down roller. • Operate roller. • Transport roller to and from site.

5.12. Title: Operate A Sideboom PURPOSE OF THE UNIT STANDARD The qualifying learner will be able to operate a Sideboom by understanding the functions of starting, shutting down and operating procedures for the machine. Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of Construction Plant operators.

The qualifying learner will be capable of: • Demonstrating knowledge of the functions of a Sideboom. • Planning for work activities and prepare work area. • Starting and shutting down Sideboom. • Operating Sideboom.


Credits: 5


Credits: 8

• Transporting Sideboom to and from site.

Specific Outcomes • Demonstrate knowledge of the functions of a Sideboom. • Plan for work activities and prepare work area. • Start and shut down Sideboom. • Operate sideboom.

5.13. Title: Operate A Backhoe/Loader

PURPOSE OF THE UNIT STANDARD The qualifying learner will be able to operate a backhoe/loader by understanding the functions of starting, shutting down and operating procedures for the machine. Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of Construction Plant operators. The qualifying learner will be capable of: • Demonstrating knowledge of the functions of a backhoe/loader. • Planning for work activities and prepare work area. • Starting and shutting down backhoe/loader. • Operating backhoe/loader. • Transporting backhoe/loader to and from site. Specific Outcomes • Demonstrate knowledge of the functions of a backhoe/loader. • Plan for work activities and prepare work area.

• Start and shut down backhoe/loader. • Operate backhoe/loader. • Transport backhoe/loader to and from site.

5.14. Title: Operate A Service Truck

PURPOSE OF THE UNIT STANDARD The qualifying learner will be able to operate a service truck by understanding the functions of starting, shutting down and operating procedures for the machine. Learners


Credits: 15


Credits: 8

who master the applied competence described in this unit standard will contribute to the development of a professional community of Construction Plant operators.

The qualifying learner will be capable of: • Demonstrating knowledge of the functions of a service truck. • Planning for work activities and prepare work area. • Starting and shutting down service truck. • Operating service truck. • Transporting service truck to and from site. Specific Outcomes • Demonstrate knowledge of the functions of a service truck. • Plan for work activities and prepare work area. • Start and shut down service truck. • Operate service truck. • Transport service truck to and from site.

5.15. Title: Operate A Tracked Dozer PURPOSE OF THE UNIT STANDARD The qualifying learner will be able to operate a tracked dozer by understanding the functions of starting, shutting down and operating procedures for the machine. Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of Construction Plant operators.

The qualifying learner will be capable of: • Demonstrating knowledge of the functions of a tracked dozer. • Planning for work activities and prepare work area. • Starting and shutting down tracked dozer. • Operating tracked dozer. • Transporting tracked dozer to and from site. Specific Outcomes • Plan for work activities and prepare work area. • Demonstrate knowledge of the functions of a tracked dozer. • Start and shut down tracked dozer. • Operate tracked dozer. • Transport tracked dozer to and from site.


Credits: 15

5.16. Title: Operate An Articulated Dump Truck PURPOSE OF THE UNIT STANDARD The qualifying learner will be able to operate an articulated dump truck by understanding the functions of starting, shutting down and operating procedures for the machine. Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of Construction Plant operators.

The qualifying learner will be capable of: • Demonstrating knowledge of the functions of an articulated dump truck. • Planning for work activities and prepare work area. • Starting and shutting down articulated dump truck. • Operating articulated dump truck. • Transporting articulated dump truck to and from site. Specific Outcomes • Demonstrate knowledge of the functions of an articulated dump truck. • Plan for work activities and prepare work area. • Start and shut down articulated dump truck. • Operate articulated dump truck. • Transport articulated dump truck to and from site.

5.17. Title: Operate An Excavator PURPOSE OF THE UNIT STANDARD The qualifying learner will be able to operate an excavator by understanding the functions of starting, shutting down and operating procedures for the machine. Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of Construction Plant operators.

The qualifying learner will be capable of: • Demonstrating knowledge of the functions of an excavator. • Planning for work activities and prepare work area. • Starting and shutting down excavator. • Operating excavator.


Credits: 10


Credits: 15

• Transporting excavator to and from site.

Specific Outcomes • Demonstrate knowledge of the functions of an excavator. • Plan for work activities and prepare work area. • Start and shut down excavator. • Operate excavator. • Transport excavator to and from site.

5.18. Title: Operate A Grader

PURPOSE OF THE UNIT STANDARD The qualifying learner will be able to operate a grader by understanding the functions of starting, shutting down and operating procedures for the machine. Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of Construction Plant operators. The qualifying learner will be capable of: • Demonstrating knowledge of the functions of a grader. • Planning for work activities and preparing work area. • Starting and shutting down grader. • Operating grader. • Transporting grader to and from site.

Specific Outcomes • Demonstrate knowledge of the functions of a grader. • Plan for work activities and prepare work area. • Start and shut down grader. • Operate grader. • Transport grader to and from site.


Credits: 15

5.19. Title: Operate A Front End Loader PURPOSE OF THE UNIT STANDARD The qualifying learner will be able to operate a front end loader by understanding the functions of starting, shutting down and operating procedures for the machine. Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of Construction Plant operators. The qualifying learner will be capable of:

• Demonstrating knowledge of the functions of a front end loader. • Planning for work activities and prepare work area. • Starting and shutting down front end loader. • Operating front end loader. • Transporting front end loader to and from site. Specific Outcomes • Demonstrate knowledge of the functions of a front end loader. • Plan for work activities and prepare work area. • Start and shut down front end loader. • Operate front end loader. • Transport front end loader to and from site.

5.20. Title: Operate A Skid Steer Loader PURPOSE OF THE UNIT STANDARD The qualifying learner will be able to operate a skid steer loader by understanding the functions of starting, shutting down and operating procedures for the machine. Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of Construction Plant operators. The qualifying learner will be capable of:

• Demonstrating knowledge of the functions of a skid steer loader. • Planning for work activities and prepare work area. • Starting and shutting down skid steer loader. • Operating skid steer loader. • Transporting skid steer loader to and from site.


Credits: 12


Credits: 8

Specific Outcomes • Demonstrate knowledge of the functions of a skid steer loader.

• Plan for work activities and prepare work area. • Start and shut down skid steer loader. • Operate skid steer loader. • Transport skid steer loader to and from site.

5.21. Title: Operate A Wheeled Dozer

PURPOSE OF THE UNIT STANDARD The qualifying learner will be able to operate a wheeled dozer by understanding the functions of starting, shutting down and operating procedures for the machine. Learners who master the applied competence described in this unit standard will contribute to the development of a professional community of Construction Plant operators. The qualifying learner will be capable of: • Demonstrating knowledge of the functions of a wheeled dozer. • Planning for work activities and prepare work area. • Starting and shutting down wheeled dozer. • Operating wheeled dozer. • Transporting wheeled dozer to and from site. Specific Outcomes • Demonstrate knowledge of the functions of a wheeled dozer.

• Plan for work activities and prepare work area. • Start and shut down wheeled dozer. • Operate wheeled dozer. • Transport wheeled dozer to and from site.

5.22. Title: Operate A Rigid Body Dump Truck

PURPOSE OF THE UNIT STANDARD The qualifying learner will be able to operate a rigid body dump truck by understanding the functions of starting, shutting down and operating procedures for the machine. Learners who master the applied competence described in this unit standard will


Credits: 12


Credits: 10

contribute to the development of a professional community of Construction Plant operators.

The qualifying learner will be capable of: • Demonstrating knowledge of the functions of a rigid body dump truck. • Planning for work activities and prepare work area. • Starting and shutting down rigid body dump truck. • Operating rigid body dump truck. • Transporting rigid body dump truck to and from site. Specific Outcomes • Demonstrate knowledge of the functions of a rigid body dump truck. • Plan for work activities and prepare work area. • Start and shut down rigid body dump truck. • Operate rigid body dump truck.

5.23. Title: Explain And Perform Fall Arrest Techniques When Working At Heights

PURPOSE OF THE UNIT STANDARD Learners wishing to acquire the competencies in this standard will be, people working at height where there is a risk of injury from a fall. Learners will be involved in performing tasks at height. Qualifying learners are able to follow fall arrest principles to perform work at height safely, under supervision of a qualified supervisor. The qualifying learner is capable of: • Explaining the use and limitations of a limited range of fall arrest equipment and

fall arrest plan. • Inspecting, assembling and storing fall arrest equipment. • Selecting suitable anchor points. • Using fall arrest systems with a double lanyard. • Using pre-installed vertical and horizontal life-lines. • In order for a successful learner of this standard to be able to function in a rope

access operation, the learner must: • Be medically fit and in possession of a medical certificate, declaring the learner

free from a condition that may prevent the learner from working safely as specified

in the range statement. Specific Outcomes • Demonstrate basic knowledge of the limitations of a limited range of fall arrest

equipment and regulations. • Inspect, assemble and store fall arrest equipment.


Credits: 2

• Select suitable anchor points. • Use fall arrest systems with a double lanyard.

5.24. Title: Erect And Dismantle Scaffolding PURPOSE OF THE UNIT STANDARD The qualifying learner is capable of:

Preparing to erect scaffolding, erecting scaffolding, dismantling and storing scaffolding and demonstrating a knowledge of scaffolds and scaffold components. These learning outcomes form part of the elective learning in the "national certificate in construction". This unit standard will contribute to the development of competent construction workers. The skills, knowledge and understanding demonstrated within this unit standard are essential for social and economic transformation and upliftment within the construction environment. Specific Outcomes • Prepare to erect scaffolding. • Erect scaffolding. • Dismantle and store scaffolding. • Demonstrate a knowledge of scaffolds and scaffold components.

5.25. Title: Erect, Use And Dismantle Access Scaffolding PURPOSE OF THE UNIT STANDARD The skills, values and knowledge reflected in this unit standard are required by people in

the field of building and civil construction. Learners should be able to perform duties in installing access equipment for construction work effectively and safely. A person credited with this unit standard is able to: • Erect and dismantle a system scaffold with ladder access. • Erect and dismantle a trestle scaffold.


Credits: 4


Credits: 6

• Erect and dismantle an extension ladder. • Make use of a step ladder.

Specific Outcomes • Erect and dismantle a system scaffold with ladder access. • Erect and dismantle a trestle scaffold. • Erect and dismantle an extension ladder. • Erect and dismantle a step ladder.

5.26. Title: Perform Basic Fire Fighting

PURPOSE OF THE UNIT STANDARD The skills, values and knowledge reflected in this unit standard are required by people in the field of manufacturing and engineering. The learning outcomes in this unit standard also contribute to the exit level outcomes required for various manufacturing and engineering qualifications. Qualifying learners can select and use the appropriate fire-fighting equipment to extinguish or control fires in the workplace. Specific Outcomes • Discuss and explain procedures for dealing with fires in the workplace. • Identify the type of fire, its context and select the appropriate fire-fighting

procedure. • Identify, select and check appropriate fire-fighting and safety equipment. • Fight containable/extinguishable fires. • Retreat from fire site and hand over to appropriate personnel. • Report/record status of fire and equipment.


Credits: 4

5.27. Title: Apply Occupational Health, Safety And Environmental Principles

PURPOSE OF THE UNIT STANDARD Learners acquiring this standard will be learning towards obtaining a national qualification or are working within a health and safety environment, where acquisition of competence against this standard will add value to learner`s job, or chances of finding employment. The qualifying learner is capable of: • Identifying hazards. • Evaluating hazards. • Controlling hazards. • Explaining and using relevant legislation and regulations. • Gathering and organising occupational health, safety and environmental

information from the workplace. • Carrying out occupational health and safety training.

5.28. Title: Carry Out Basic First Aid In The Workplace PURPOSE OF THE UNIT STANDARD This unit standard is for persons who are responsible to apply first aid in a working place. Persons credited with this standard are able to: • Describe first aid equipment and explain basic application • Assess the accident scene, report and make safe

• Prioritise the casualties and treat Specific Outcomes • Describe first aid equipment and procedures, and explain their basic application. • Assess the accident scene of the incident, make safe and report. • Prioritise casualties and treat.


Credits: 10


Credits: 2

PENDULA TRAINERS

1. About Pendula Trainers Pendula consists of a small group of companies specialising in individual and corporate training and development and HR/IR-related services. We are well-known in the training and development industry and have distinguished ourselves as specialists who are able to effectively maximise the potential of individuals contributing to organisational success, and the taxation/levy–benefits that can be accessed as a result of well-planned and executed training and development activities for our clients. Pendula established a solid infrastructure and network, and is well-positioned to provide professional solutions to support and manage our clients’ skills planning, training delivery and administration, skills levy reporting and claims. We are able to advise you on strategies to unlock and access your tax rebates, educational funding and other benefits to the maximum. We are able to recruit and enrol learners, deliver the training and provide you with a complete set of services with minimum input from you. We have the expertise, training material, facilitators, SDFs, assessors and project managers that will simply take care of this entire function for you. Whether your requirement is for workshops, learnerships, internships and anything in-between, we are able to manage everything for you, from start to finish.

2. What we offer:

1. Accredited Training & Development Pendula offers a wide range of training courses including full learnerships and short courses which are customised to the needs of our clients:

2. Learnerships:

National Certificate: Generic Management

National Certificate: Information Technology: End User Computing

National Certificate: Business Administration

3. E-learning We offer a range of short courses via e-learning and we can provide you with your own e-learning platform to host your own courses, or we can host your courses for you.

4. Business and Soft skills Courses: We have a large library of business and soft skills courses that can be customised and

packaged to meet our clients’ specific needs and requirements.

3. Learnerships 3.1. Qualification title: Generic Management

PURPOSE OF THE QUALIFICATION This qualification is intended for junior managers of small organisations, junior managers of business units in medium and large organisations, or those aspiring to these positions. Junior managers include team leaders, supervisors, foremen and section heads. The focus of this qualification has been designed to enable learners to be competent in a range of knowledge, skills, attitudes and values including:

Gathering and analysing information.

Analysing events that impact on a business and its competitive environment.

Complying with organisational standards.

Motivating an individual or team.

Negotiating in a work situation.

Understanding the role of business strategy as it applies to junior management.

Managing the budget within a specific area of responsibility.

Applying management principles and practices within a specific area of responsibility.

Managing work unit performance to achieve goals.

Behaving ethically and promoting ethical behaviour in a work situation.

Demonstrating understanding of the consequences in a work unit of HIV/AIDS. The learners who achieve this qualification will be able to demonstrate competencies in management relating to Planning, Organising, Leading, Controlling and Ethics. Overall, this qualification will ensure that learners are capable of:

Developing plans to achieve defined objectives.

Organising resources in accordance with a developed plan.

Leading a team to work co-operatively to achieve objectives.

Monitoring performance to ensure compliance to a plan.

Making decisions based on a code of ethics.

This qualification lays the foundation for the development of management

qualifications across various sectors and industries. It specifically develops

Qualification Title: Generic Management

SAQA ID: 57712 NQF Level: 04

management competencies required by learners in any occupation, particularly those who are currently operating as junior managers.

3.2. Qualification Title: Business Administration PURPOSE OF THE QUALIFICATION The purpose of this qualification is to provide learners with the knowledge to further

their learning in the field of Business Administration, and in order to advance their careers, as well as to qualify for entry to an appropriate Diploma qualification at NQF Level 5. The qualification will allow entry into, or further development and expertise in, the following areas of application:

Accounting

Entrepreneurship

Business communication in a first and second language

Computer skills

Risk and project management

Business management and governance

Marketing

Corporate secretaryship

Business calculations The area of employment to which this FETC: Management and Administration, would apply consists mostly of clerical and administrative workers in the financial or similar fields, who may or may not have any recognised qualification/s. This qualification

addresses the need to assess the competencies of generic personnel requiring a background in governance, accounting and administration in order to provide opportunities for recognition and career advancement. Social and economic rationales for this qualification include the encouragement of redress for the previously disadvantaged, facilitation of access to a qualification, career advancement, further learning and personal development. This qualification aims to address the need for applied numeric and communication competence in this learning area, as a fundamental component, while providing a means of recognising prior learning whereby, for example, credit can be given for competent financial or computer skills.

SAQA ID: 49129 NQF Level: 04

4. Business and Professional Development Courses 4.1. Business Strategy & Entrepreneurship

Basic Business Management - Boot Camp for Business Owners 2 days Owning a business requires a vision balanced with attention to detail. You need to be a generalist who understands the multiple aspects of running a business, as well as the ability to step back and see the big picture and to reach into the future. This course provides essential learning for new business owners, whether the business is just in the idea stage or you have already begun and need to fill in the gaps.

Building a Consulting Business 2 days Today’s business environment isn’t focused on 9-to-5, lifelong, static positions like it was decades ago. Our world is constantly shifting and evolving, meaning that businesses (and workers) must evolve with it. As a result of this shift, consultants have more opportunities than ever before. This course will show you how to build a business as a consultant

Building an Online Business 2 days The Internet has changed the way that we work, live, shop, and play. You can take advantage of this new way of doing business whether you want to set up a part-time venture or create the next million-dollar enterprise. This course will give you everything that you need to build a successful online business.

Business Ethics for the Office 2 days This course will not provide you with an easy way to solve every ethical decision you will ever have to make. It will, however, help you define your ethical framework to make solving those ethical dilemmas easier. We’ll also look at some tools that you can use when you’re faced with an ethical decision. And, we’ll look at some techniques you can use so you don’t get stuck in an ethical quandary. Best of all, we’ll look at a lot of case studies so that you can practice making decisions in a safe environment.

Business Etiquette - Gaining That Extra Edge 2 days This course will help you handle most of those socially difficult moments. You’ll have an

extra edge in areas that you may not have given a lot of thought to until now.

Business Succession Planning - Developing and Maintaining a Succession Plan 2 days Change is a hallmark of today’s business world. In particular, our workforce is constantly changing – people come and go, and move into new roles within the company. Succession

planning can help you make the most of that change by ensuring that when someone leaves, there is someone new to take their place. This course will help you teach the basics about creating and maintaining a succession plan.

Communications for Small Business Owners 2 days This is a course to introduce and reinforce the essential components of written communication that will connect you with existing and potential customers. If you are new to the communications highway, this course will provide the foundation for future

development. If your company has some communications expertise, this course will help you strengthen and polish your essential components.

Conducting Accurate Internet Research 2 days This course will teach students how to conduct accurate Internet research by creating a

search plan, searching both the surface web and the deep web, and staying organized. Students will also learn how to think critically and find the best sources for their Internet search.

Creative Thinking and Innovation 2 days While some people seem to be simply bursting with creativity, others find it a struggle to think outside the square. If you fall into the latter category, it is important to understand that boosting your creative and innovative abilities takes practice. Recognizing and honing your own creative potential is a process. That’s what this course is all about.

Entrepreneurship 101 2 days This course will teach you the basics of entrepreneurship. You’ll consider if entrepreneurship is right for you and learn the basic steps of creating your own business. At the end of the course, you’ll have a solid foundation to start your entrepreneurial journey.

Developing a High Reliability Organization 2 days This course will explore how these organizations maintain high reliability even in times of serious crisis and stability. We will share their secrets in a way that can be applied to all organizations in order to create high reliability and continued success.

Intrapreneurship 2 days Who wants to feel empowered and recognized for their innovative and creative ideas? Who wants to make a difference? If participants answer yes to these questions, then this course will help them become energized and ready to push their ideas forward. After participants complete this course, they will have ways to get started and implement their plans.

Knowledge Management 2 days Understanding how to manage the knowledge within your organization is the key to business success. Mismanagement of organizational knowledge comes with a price: frustrated employees, angry customers, and decreased productivity. All of these things can affect a business’ bottom line. The purpose behind knowledge management is to help

us bridge organizational gaps and to use our greatest asset (our knowledge) to take our business performance to the next level. The theory of knowledge management has emerged to help us harness and enhance both the individual and collective brain power of our businesses. This course will introduce participants to knowledge management tips, techniques, and proven processes.

Skills for the Administrative Assistant 2 days Work is not the only thing that matters in life, but most of us want to take pride in what we do. While we don’t have to like the people we work with, or report to, at the very least we should be able to interact positively with them. The biggest influence on our job satisfaction is our relationship with others.

Our work should not be a burden to us and our offices shouldn’t be battlefields. We are human beings working with other human beings. This course is about working to the best

of your abilities, and encouraging the best in those who work with you, or for you.

Working Smarter - Using Technology to your Advantage 2 days Rudeness in the workplace is increasing to the level that universities are studying it. Everyone is busy, everyone is stressed, and most people take it out on their colleagues at one time or another. We’ve all been in a situation where we need to print something ASAP and someone has left the printer jammed, or we need coffee and the coffeepot is empty. Technology is supposed to make life easier and simpler, but most managers find themselves cleaning up the messes caused by too many gadgets. This course will show participants how to leverage technology to work smarter, not harder.

Writing a Business Plan 2 days This course is designed for business owners and entrepreneurs who are ready to create a business plan. All the essential steps are covered, including drafting the original document; identifying the audience; gathering information; researching; describing product plans; and marketing, sales, and accounting terms. Students will come away from the course energized and prepared to write their business plan.

Writing for the Web 2 days The Internet is full of fascinating places to find information, check out your favorite companies and stores, look for deals, read the news, and much more. However, people don’t read information on the web in the same way that they read a printed newspaper, magazine, or a book. As writers, we have to be very aware of how people approach a web page so that we can create interesting and engaging content. This course is for people who write for readers on the web.

Writing Reports and Proposals 2 days It is essential to understand how to write reports and proposals that get read. We write reports in a range of formats and a variety of purposes. Whether you need to report on a

product analysis, inventory, feasibility studies, or something else, report writing is a skill you will use again and again. Having a method to prepare these documents will help you be as efficient as possible with the task. This course will build on a solid base of writing skills to present information in formal, informal, and proposal styles

4.2. Communication Active Listening 2 days Communication skills are at the heart of everything we do each day, whether at home, at work, or at play. Active listening encompasses the best of communication, including listening to what others are saying, processing the information, and responding to it in order to clarify and elicit more information. This course will help participants develop and practice their active listening skills.

Advanced Writing Skills 2 days This is a course for those who already are good writers. Our time will be devoted to

writing letters of recommendation, of persuasion, of refusal, or of action, that reflect

current word usage and up-to-date formats. You can also learn some basics about

writing business cases, proposals, and reports.

Body Language: Reading Body Language as a Sales Tool 2 days Body language can make or break our efforts to establish long, trusting relationships. Our body language can help to reinforce and add credibility to what we say, or it can contradict our words. Understanding what signals you are sending, as well as being able to read the signals that your clients send, is an essential skill in sales and throughout our lives. What is your body language saying about you? Find out in this one day course!

Business Writing That Works 2 days In business writing, the language is concrete, the point of view is clear, and the points are well expressed. Good writing is hard work, and even the best writers get discouraged. However, with practice you can feel more confident about your own

writing. This course will give participants the tools to become better writers

Communication Strategies 2 days A major goal of this course is to help participants understand the impact that their communication skills have on other people. They will also explore how improving these skills can make it easier for them to get along in the workplace, and in life.

Conflict Resolution - Dealing with Difficult People 2 days Success comes from understanding how we behave, as well as how we can influence others. If we approach difficulties as needing to take place in one or a series of conversations, and we approach those conversations with a plan, we will find that we have less difficult people to deal with. More often than not, we will also have more meaningful and significant conversations. In this course, you will teach participants how to turn difficult situations into opportunities for growth.

Conflict Resolution - Getting Along In The Workplace 2 days This course will give participants the tools that will help them resolve conflict successfully and produce a win-win outcome

Conquering Your Fear of Speaking in Public 2 days Do you get nervous when presenting at company meetings? Do you find it hard to make conversation at gatherings and social events? Do you lock up in awkward social situations? If so, this one day course is just for you! It is aimed at anybody who wants to improve their speaking skills in informal situations. We’ll give you the confidence and the skills to interact with others, to speak in informal situations, and to present in front of small groups.

Meeting Management - The Art of Making Meetings Work 2 days Meetings come in all shapes and sizes, from the conventional to a quick huddle in an office hallway. This course will be concerned with small working meetings; with groups that have a job to do requiring the energy, commitment, and talents of those who participate.

The Minute Taker's Course 2 days If people can’t remember or agree on what actually occurred at a meeting, how can the group effectively accomplish its objectives? After this course you will understand your role as a minute-taker and the best techniques for producing minutes that include all the essential information needed.

Influence and Persuasion 2 days When we talk about influence and persuasion, we often talk about marketing and sales.

However, we influence in many ways and with great frequency. If you want a raise, sometimes you need to persuade your boss. If you want to convince your team to adopt a change, help your staff make choices, or choose the best place for lunch, there is often influencing taking place. This course will help participants learn how to influence and persuade in a variety of areas.

4.3. Customer Service

CRM - An Introduction to Customer Relationship Management 2 days This course will help introduce the different facets of Customer Relationship Management (CRM) to participants. It will also help them to identify who their customers really are, analyze the key components of CRM, and understand how it integrates within an organization.

Customer Service Training - Critical Elements of Customer Service 2 days While many companies promise to deliver an incredible customer experience, some are better at delivering than others. This course is designed around six critical elements of customer service that, when the company lives them, bring customers back to experience service that outdoes the competition.

Customer Service Training - Managing Customer Service 2 days The need to lead, model, and promote the organizational values within a customer service environment is essential for business success. This course will provide participants with

opportunities to explore their responsibilities within their role as a leader (supervisor or manager) in a customer service environment.

4.4. Finance & Accounting

Accounting Skills for New Supervisors 2 days Many of us flinch when we hear terms like depreciation, cash flow, balance sheet, and (worst of all!) budgets. However, these are all important concepts to understand if you’re going to succeed in today’s business world, particularly as a supervisor. Even better, financial terms are not as scary as they seem!

Budgets and Managing Money 2 days Understanding the cycle of finance will help you figure out where you fit into your company’s financial structure, and how to keep your department out of the red. This course will help you prepare budgets and make decisions with confidence.

4.5. Human Resources and People Management

Human Resources Training - HR for the Non-HR Manager 2 days In today’s fast-moving world, many managers and supervisors are expected to deal with some human resource issues. They may be asked to take part in developing job descriptions, take part in interviews, or take responsibility for discipline. This course will introduce those managers to human resource concepts. We will walk you through the hiring process, from performing a skills inventory to conducting the interview; discuss orientation; and cover some issues that arise after the hiring (such as diversity issues, compensation, and discipline).

Creating a Top-Notch Talent Management Program 2 days Organizations recognize that they do better business when their people are engaged, motivated, and yes, talented. Having the right people in place at the right time is a key aspect to continued growth, success, or even just stability. This course will provide you with just what it takes to have the right people ready. It will help you create a program

to measure the talents of your people and how to help them grow in preparation for the future. It will also help you support and grow your organization by teaching you how to apply the most current research and adapt your organization to the ever-changing marketplaces.

Managing Across Cultures 2 days Our culture defines many aspects of how we think, feel, and act. It can be challenging for managers to bridge cultural differences and bring employees together into a functioning team. This course will give supervisors and managers easy-to-use techniques for communicating across cultures, building teams, promoting multiculturalism in the organization, and leveraging the global talent pool.

Managing Difficult Conversations 2 days We have so many interactions in the run of a day, it’s reasonable to expect that some of them are going to be difficult. Whether these are conversations that you have in person, or you manage a virtual team and need to speak with someone in another city, there are things that you can do to make these conversations go smoothly. This course will give you the tools to manage difficult conversations and get the best results possible out of them.

Conducting Effective Performance Reviews 2 days Setting goals and objectives to aim for will give both supervisors and employees a focus, and is one of the key aspects to meeting overall company objectives. Supervisors must also learn how to give feedback, both positive and negative, on a regular and timely basis so that employees can grow and develop. Performance appraisals involve all these activities.

Managing the Virtual Workplace 2 days There are big benefits to today’s virtual workplace, but there can be big challenges too. This course will teach managers and supervisors how to prepare employees for the virtual workplace, create telework programs, build virtual teams, leverage technology and overcome cultural barriers.

Motivation Training - Motivating Your Workforce 2 days It’s no secret that employees who feel they are valued and recognized for the work they

do are more motivated, responsible, and productive. This course will help supervisors and managers create a more dynamic, loyal, and energized workplace. It is designed specifically to help busy managers and supervisors understand what employees want, and to give them a starting point for creating champions.

Performance Management - Managing Employee Performance 2 days Inspiring someone to be their best is no easy task. Just how do you manage for optimum performance? How do you create a motivating environment that encourages people to go beyond their best? This course will help you teach participants some ways of achieving those tasks, including:

Creating Successful Staff Retreats 2 days A staff retreat can evoke some pretty strong emotions. Dread of a week hanging around with people you would never invite home for dinner. Queasy thinking about throwing yourself backwards hoping your ‘new friends’ will catch you. However, staff retreats still continue even in hard times. Why? Many of the things we really need to get done take longer than the two hours you have in meeting time. As well, the retreat itself can bring about a change in approach not possible sitting in your boardroom for a meeting. This course will give you tools to be able to create staff retreats that are successful and help to bolster productivity, sales and positive workplace culture.

Team Building - Developing High Performance Teams 2 days Success as a manager is heavily influenced by how well your team operates and what kind of results they achieve. Is your team able to solve problems? Can they resolve conflict? Are they enthusiastic and motivated to do their best? Do they work well together? This course is designed for participants who want to develop their team leadership skills and

unleash the talent of their individual team members.

Tough Topics: Talking to Employees about Personal Hygiene 2 days This course has two major themes. First, we’ll give you a framework for having those tough conversations. We’ll also give you some guidelines for customizing that framework for your organization. Then, we’ll look at some common tough conversations that come up, including body odour, flatulence, poor clothing and hair decisions, and bad breath. At the end of the course participants will have a chance to role play a tough situation. You’ll walk away well prepared for any kind of challenging conversation.

Developing a Lunch and Learn Program 2 days This course will give you tools to be able to create a Lunch and Learn Program that creates opportunities for learning that might not otherwise happen. You will also prepare a short Lunch and Learn session and receive feedback from other course participants.

4.6. Logistics and Supply Chain

Inventory Management - The Nuts and Bolts 2 days This is an introductory course for you, the warehouse or stockroom manager, the person in charge of what comes in and goes out of your company. You want a smooth and cost-effective operation, with enough products on hand to satisfy needs without stockpiling too much. This course will discuss all aspects of inventory management, including common terms, the inventory cycle, how to maintain inventory accuracy, and what some of the latest trends are.

Logistics and Supply Chain Management 2 days The supply chain is a crucial part of any business’ success. Optimizing the flow of products and services as they are planned, sourced, made, delivered, and returned can give your business an extra competitive edge. This course will introduce you to the basic concepts of supply chain management, including the basic flow, core models, supply chain drivers, key metrics, benchmarking techniques, and ideas for taking your supply chain to the next level.

Purchasing and Procurement Basics 2 days In this course, you’ll learn the basics of procurement, including what a supply chain looks like, the purchasing cycle, essential tools and strategies for making the best purchasing relationships work, managing bids and more.

4.7. Management & Leadership

Conversational Leadership 2 days Effective leaders understand how powerful an opportunity can be when they can tap into the intelligence, wisdom, and innovation present in their workforce. Conversational leadership provides the space and infrastructure for knowledge sharing to take place; for employees, stakeholders, and the community to be involved in discussing big, important questions; and to generate solutions that people within the organization can take action on.

Beyond Workplace Politics: Using Social and Emotional Competencies 2 days This course will explore the social and emotional competencies and their role in working beyond workplace politics!

Building Better Teams 2 days With teams at the core of corporate strategy, an organization’s success can depend on how well team members operate together. How are their problem-solving skills? Is the team enthusiastic and motivated to do its best? Do they work well together? This course

can help participants get there!

Managing Pressure and Maintaining Balance 2 days When things are extremely busy at work and you have your hands full with many tasks and dealing with difficult people, having skills you can draw on are essential for peace of mind and growth. This course will help participants understand the causes and costs of workplace pressure, the benefits of creating balance, and how to identify pressure points.

They will also learn how to apply emotional intelligence, increase optimism and resilience, and develop strategies for getting ahead.

Business Leadership - Becoming Management Material 2 days This course is a tool for your leadership development. It is designed to help you create

and accomplish your personal best and to help you lead others to get extraordinary things done.

Conference and Event Management 2 days Although it does take plenty of creativity to design an event that is memorable and meaningful, it also takes careful attention to detail, adaptability, effective delegating, and a lot of work. This course will walk you through the process of event management, from the beginning stages of planning, to the final touches (like decorations, food, and music).

Delegation - The Art Of Delegating Effectively 2 days Delegation is often one of the hardest skills for a manager to master. However, the skill can be learned. This one day course will explore many of the facets of delegation, including when to delegate and whom to delegate to. We will also go through the delegation process step by step and learn about techniques to overcome problems.

Developing Your Executive Presence 2 days Some people immediately command attention and respect when they walk into a room. Do you have that kind of presence? If not, is it something that you would like to develop? This course will help you do just that by building your credibility, improving your personal appearance, honing your networking skills, and enhancing your ability to communicate effectively. You will also receive an introduction to core leadership skills.

Employee Accountability 2 days In this course, you will learn about what accountability is how to promote it in your organization and how to become more accountable to yourself and others.

Goal Setting 2 days We all have things we want in life. The route to success is to take the things that we dream about and wish for, and turn them into reality. This course will lead participants through thinking, planning, and taking action on the things they really want. They will learn ways to ensure that they get to where they want to go in life.

Leadership Skills for Supervisors - Communication, Coaching, and Conflict 2 days Supervisors represent an important force in the economy. You have the power to turn on or turn off the productivity of the people who report to you. You are the crucial interface between the employee on the shop floor or the service desk and the managers of the

organization. Although you usually have more technical experience than the employees you supervise, you may not have had a lot of leadership experience. This course will give you the skills in communication, coaching, and conflict that you need to be successful.

Problem Solving; Decision Making 2 days Likewise, we’ve probably all looked at a solution to something and said, “I could have thought of that.” The key to finding creative solutions is not just creativity, although that will certainly help. The answer rests in our ability to identify options, research them, and then put things together in a way that works. Having a process to work through can take

the anxiety out of problem solving and make decisions easier. That’s what this course is all about.

Self-Leadership 2 days Self-leadership requires a commitment from individuals to decide what they want from life and to do what’s necessary to get the results they want. This course will help participants internalize the four pillars of self-leadership and to make meaningful, empowered choices while taking action to get where they want to go.

Strategic Planning 2 days If you and the people who work with you don’t understand where the company is going, they may all develop their own priorities and actually prevent you from getting where you need to be. Part of getting everyone on board is creating a strategic plan complete with the organization’s values, vision, and mission. Then, there is the challenge of bringing these principles to life in a meaningful way that people can relate to. This course will help you to explain the strategy clearly and help colleagues understand their own roles in it.

The ABCs of Supervising Others 2 days This course is designed to help participants overcome many of the supervisory problems that they will encounter as a workplace leader. Dealing with the problems that a new supervisor encounters isn’t easy, but it doesn’t have to lead to discouragement.

The Professional Supervisor 2 days With a host of new challenges and responsibilities to tackle, new supervisors need training that helps them adjust to their new role. Learning how to supervise your new employees on a trial and error basis can lead to discouragement. This course can help you overcome many of the problems a new supervisor may encounter, and to set the groundwork for a successful change in your working life!

Risk Management 2 days Risk Management has long been a key part of project management and it has also become an increasingly important part of organizational best practices. Corporations have realized

that effective risk management can not only reduce the negative impact of crises; it can provide real benefits and cost savings. The risk management framework provided in this course is flexible enough for any organization. You can apply it to a single project, a department, or use it as a basis for an enterprise-wide risk management program.

Global Business Strategies 2 days Topics such as trade financing, regulatory considerations, international business planning, sustainability, and much more are included in this course. The materials here are well suited for small and medium sized business leaders as they prepare to take their company into the global marketplace.

4.8. Personal Development

Building Your Self Esteem and Assertiveness Skills 2 days A healthy self-esteem is essential for growth and achieving success. Of all the judgments you make in life, none is as important as the one you make about yourself. Without some

measure of self-worth, life can be painful and unrelenting. In this course, participants will discover some techniques that can dramatically change how they feel about themselves, and how they approach the world to get the things that they want.

Critical Thinking 2 days The answer lies in critical thinking skills. The ability to clearly reason through problems and to present arguments in a logical, compelling way has become a key skill for survival in today’s world. This course will give you some practical tools and hands-on experience with critical thinking and problem solving.

Emotional Intelligence 2 days This course will help participants to understand what emotional intelligence means, recognize how our emotional health and physical health are related, learn techniques to understand, use and appreciate the role of emotional intelligence in the workplace.

Getting Stuff Done - Personal Development Boot Camp 2 days Over the course of this course, we will explore various time management and organizational tools and techniques so that you can build a customized productivity plan for your personal and professional lives. At the end of the course, you will emerge with a plan that works for you, so that you can start regaining control of your life!

Personal Brand: Maximizing Personal Impact 2 days This course is an exploration about the type of impact we want to have in life and work. Participants will consider and define the influence that they can have on their life and work. They will also learn skills for success and how to create those circumstances.

Public Speaking - Speaking Under Pressure 2 days This course has been designed for those in positions where they must speak in front of audiences that are hostile or demanding. This course is also suitable for those who are relatively new speakers who want some encouragement to speak up in meetings or who want some training before they begin making presentations on behalf of the organization.

Public Speaking - Presentation Survival School 2 days A great presenter has two notable qualities: appropriate skills and personal confidence. Confidence comes from knowing what you want to say and being comfortable with your communication skills. In this course, participants will master the skills that will make them a better speaker and presenter.

Research Skills 2 days This course will teach you how to research any topic using a number of different tools. We will start with basic techniques, such as reading, memory recall, note-taking, and planning. We will also talk about creating different kinds of outlines for different stages of your project, and how to move from the outline to actual writing, editing, and polishing.

Most importantly, we will talk about how to use all kinds of sources, including a library’s Dewey Decimal System, journals, and the Internet.

Stress Management 2 days Today’s workforce is experiencing job burnout and stress in epidemic proportions. Workers at all levels feel stressed out, insecure and misunderstood. Many people feel the demands of the workplace, combined with the demands of home, have become too much to handle. This course explores the causes of such stress, and suggests general and specific stress management strategies that people can use every day.

Time Management 2 days Get Organized for Peak Performance Time is money- the saying goes- and lots of it gets lost in disorganization and disruption. We also deal with a constant barrage of technology, people, and tasks that can contribute to that disorganization. Many people find that they flit from one task to another, trying to get everything done. In this course, you will learn how to make the most of your time by getting a grip on your workflow and office space, using your planner effectively, and delegating some of your work to other people.

4.9. Project and Process Management Advanced Project Management 2 days This course presumes that participants have a thorough understanding of project management, including topics such as preparing a statement of work, setting project goals, scheduling, budgeting, managing project risks and executing a project.

Balanced Scorecard Basics 2 days Over the past several decades, organizations have come to realize that success cannot only be measured in dollars and cents. Intangible assets (like a company’s reputation, the knowledge base created by their employees and training initiatives) can make up a huge portion of a company’s wealth. This course will introduce participants to the basics of the balanced scorecard and help them determine if this powerful tool is a good fit for their organization.

Business Process Management 2 days This course will introduce participants to business process management. Students will learn how business processes can help improve their company’s bottom line by providing a higher level of quality and consistency for customers.

Change Management - Change and How to Deal With IT 2 days Change is something that excites people who love opportunities for growth, to see and learn about new things, or who like to shift the status quo. Some changes however, are harder to adjust to and lead to expressions of resistance and anger. We can take concrete

steps to make change more palatable by understanding people’s hesitation, enlisting the help of others, setting up plans and managing stressors. These steps can also ensure that

desired changes are implemented successfully. In this course you will learn how to manage and cope with change and how to help those around you too.

Crisis Management 2 days Viable organizations need to be ready for emergencies because they are a fact of doing business. The worst plan is not to have any kind of plan at all, and the best plans are tested and adjusted so that they work over time. Fortunately, you do not need separate plans for fire, weather disasters, and all the different kinds of crises that can occur. One solid plan will help you to prevent, respond and recover from all crises. This course will help you ensure your organization is ready to manage any kind of crisis.

Effective Planning and Scheduling 2 days As project managers and leads, we all know how difficult it can be to accurately determine the duration of a project, yet that is exactly what is expected of us on a regular basis. This course will not disclose the secret of creating an accurate schedule, because there isn’t one. However, it will provide the factors and fundamental elements that you should consider and address when creating any type of schedule.

Intermediate Project Management 2 days This course is intended for those who understand the conceptual phase of a project’s life cycle, including setting goals, creating a vision statement, and creating the Statement of Work. This course will take you through the stages: planning, execution, and termination.

Lean Process Improvement 2 days This course will give participants the foundation to begin implementing Lean process improvement tools in their workplace. The first part will explore the foundations of Lean through the Toyota precepts and the five critical improvement concepts (value, waste, variation, complexity, and continuous improvement). The second part will give

participants tools to perform continuous improvement in their organization; including 5S, 5W-2H, PDSA, DMAIC, Kaizen, Genchi Genbutsu, and various Lean data mapping methods.

Process Improvement with Gap Analysis 2 days This course will give you the skills that you need to perform an effective gap analysis that will solve problems, improve processes, and take your project, department, or organization to the next level.

Project Management Fundamentals 2 days This course is not intended to take you from a supervisory or administrative position to that of a project manager. However, these topics will familiarize you with the most common terms and practices in terms of working on projects.

Project Management Training 2 days Understanding Project Management - This course is not intended to take participants from a supervisory or administrative position to that of a project manager. However, it will familiarize you with the most common terms and the most current thinking about projects.

In this course, participants will explore the nuts and bolts of project management, from setting priorities to controlling expenses and reporting on the results. They may still have

to cope with the unexpected, but they will be better prepared.

Project Management: All You Need to Know 2 days In this course, you will gain experience using the most common project management

execution tools from Project Tracking Forms, Risk Monitoring Tables to Communications Plans, Change Request Forms, Issues Logs and Lessons Learned Forms. Your small projects will be more successful than ever!

Project Planning: All You Need to Know 2 days In this course, we will gain experience using the most common project management planning tools and will completely plan a case study project from Statement of Work through Work and Resource Breakdown, Scheduling and end up with a completed Project Planning Worksheet. Your small projects will be more successful than ever!

Six Sigma: Entering the Dojo 2 days This course is designed to introduce students to basic concepts of Six Sigma particularly in continuous process improvement. Various quality tools used in process improvements will be explored as well as the importance of customer relationships. Courses in Lean, quality and teams will provide knowledge on the other aspects of how Six Sigma works. It is a predecessor to studies in Six Sigma Yellow, Green and Black Belt.

4.10. Sales & Marketing

Basic Internet Marketing 2 days This course is an ideal start for business owners and people new to marketing to learn the basics of Internet marketing. We’ve included information on how to market online, and even more importantly, how to determine what results you are getting. Then, you can figure out whether you are reaching your target market, where your qualified prospects are, and how they are engaged as a result of your efforts. This course includes sessions on search engine optimization, e-mail campaigns, pay per click advertising, and more.

Branding: Creating and Managing Your Corporate Brand 2 days This course will get you started on the road to creating a perfect brand. The first day will

cover the basics of branding, including how to develop a visual identity from start to finish. We will also give you some graphic design tips to help you communicate your expectations to a professional designer. The second day will focus on how to put your brand out there in the right way. We will also talk about how to keep your brand energized and alive with monitoring and evaluation tools.

Building a Brand on Social Media 2 days Your brand speaks for your company and its products and/or services. In today’s online-focused world, it’s important that your brand has a definitive, consistent and responsive presence. Whether you’re looking to build a brand from scratch, or strengthen an existing brand,

this course will help you build a brand using social media. We’ll cover how to build a social media strategy, identify social media platforms that fit your brand, craft strong messages that will engage your audience and evaluate and revise your strategy.

Building Relationships for Success in Sales 2 days No one questions that making friends is a good thing. In this course, participants will discover that the business of business is making friends, and the business of all sales professionals is making friends and building relationships. Strategic friendships will make or break any business, no matter how big and no matter what kind of market.

Call Centre Training - Sales and Customer Service Training for Call Centre Agents 2 days Whether we choose to embrace them or cannot stand being interrupted by their calls, call centres are a business element that is here to stay. This course will help call centre agents learn to make the most of their telephone-based work, including understanding the best ways to listen and be heard. Each phone interaction has elements of sales and customer service skills, which we will explore in detail throughout this energizing and practical course.

Creating a Google AdWords Campaign 2 days Many companies advertise with pay per click ads. This course focuses on the largest machine available: Google AdWords. In this course, participants will learn how Google AdWords work, what pay per click means, and the importance of correctly setting an AdWords budget, how to select keywords and set up ad groups, how to design a compelling ad, and how to make adjustments to increase success.

Creating Winning Proposals 2 days Proposals are persuasive documents that are fundamental tools in organizational funding and output. This course will look at sources of funding, types of proposals and how to write proposals that will meet funding agencies requirements. This will include a number of tips and techniques to increase the potential success of your proposals.

E-Commerce Management 2 days This program will teach entrepreneurs how to develop, market and manage an e-commerce business, giving them a crucial advantage in today’s competitive market.

Introduction to E-Mail Marketing 2 days E-mail marketing is here to stay, and knowing how to do it well is essential for marketers as well as small business owners, coaches, and consultants. In this course you’ll learn the

essentials of planning, creating, and delivering exceptional e-mail marketing campaigns that support your overall marketing strategy. After this course, you will be able to reach more clients and potential clients through your efforts at being an e-mail influencer.

Marketing and Sales 2 days A small marketing budget doesn’t mean you can’t meet your goals and business objectives. You just have to be more creative in your marketing tactics. This course will show you how to get maximum exposure at minimum cost. You will learn effective, low-cost, and non-cost strategies to improve sales, develop your company’s image and build your bottom

line.

Marketing for Small Businesses 2 days Marketing is about getting your business known and building your position within the marketplace. Small businesses don’t always have a big budget for marketing, so they have to do things a little differently than big business in order to grow their presence, increase results and meet business goals. This course will help small business owners and managers develop their marketing message, create a marketing plan and apply the right strategies.

Marketing with Social Media 2 days Social media remains an evolving aspect of our daily lives in addition to being a part of our businesses. This course is designed for people who have some familiarity with social media already. Participants will learn to develop a social media marketing plan as a part of their overall marketing strategy, determine who should be on their team, and choose how they will measure what is taking place. In addition, we will explore some of the major social media sites and look at how speciality sites and social media management tools can take their social media marketing to the next level.

Negotiating for Results 2 days Negotiating is a fundamental fact of life. Whether you are working on a project or fulfilling support duties, this course will provide you with a basic comfort level to negotiate in any situation. This interactive course includes techniques to promote effective communication and gives you techniques for turning face-to-face confrontation into side-by-side problem solving.

Networking for Success 2 days Business networking is an effective and efficient way for business people to connect, develop meaningful relationships, and grow their businesses. These achievements don’t come through a direct sales approach, however. They come from being interested in

helping others, in listening, and in purposefully meeting and introducing people to one another. In this course, participants will learn the essential ingredients for business networking, including in-person, people-centered connections and online spaces such as LinkedIn.

Overcoming Objections to Nail the Sale 2 days If you are like most sales professionals, you are always looking for ways to overcome customer objections and close the sale. This course will help you to work through objectives effectively. We will help you plan and prepare for objections so that you can address customer concerns, reduce the number of objections you encounter, and improve your averages at closing sales.

Public Relations Boot Camp 2 days The field of public relations has changed with the evolution of computers and the speed with which information can spread. However, the need for public relations to be clear, concise and accurate while being completely appropriate for the situation has not changed however. In this comprehensive course, learn how to determine the type of information

required, to approach PR strategically, create compelling releases and manage your media relations.

Selling Smarter 2 days It’s no secret that the sales industry continues to change and evolve rapidly. This is an exciting and dynamic profession, although it is often underrated and misunderstood. The back-slapping, high pressure, joke-telling sales person has disappeared. In his place is a new generation of sales professionals: highly trained and well groomed, with the characteristics of honesty, trustworthiness and competence.

Social Selling for Small Businesses 2 days In this course, we’re going to explore how social selling is an essential requirement for sales teams, and how the relationships that are created and nurtured within social media will help you grow and sustain your business. We will also learn how to apply specific techniques to connect with your audience and potential fans in the social space.

Telemarketing - Using the Telephone as a Sales Tool Virtually 2 days Everybody in sales today sells over the phone at least part of the time. Perhaps it is time for you to evaluate how you use the telephone and where it fits into your sales and marketing mix. This course will show you how the telephone can supplement, enhance, and sometimes replace other means of marketing and selling, and how this personal approach can dramatically increase your sales success. We will also talk about how to hone your communication skills, your ability to persuade, and techniques to personalize each sales call.

4.11. Training and Development

The Practical Trainer 2 days This course will give you the skills that you need so that your students not only learn, but also enjoy the process, retain information shared, and use their new skills back in the workplace. Participants will also have the opportunity to conduct a short group training session that incorporates these training techniques.

Advanced Skills for the Practical Trainer 2 days To reach this stage as an adult educator isn’t always easy, but success isn’t just for the naturally gifted. It is possible for all of us who put effort into our personal growth and development. We want the enormous satisfaction that comes from working with others to help them reach their potential as human beings. This course will help you reach that goal.

Coaching and Mentoring 2 days Coach, Mentor, Role Model, Supporter, Guide... do these words ring a bell? Being a coach involves being able to draw from several disciplines. Coaching is based on a partnership that involves giving both support and challenging opportunities to employees. Mentorship is a related skill that is often a part of coaching. It’s about being a guide, offering wisdom

and advice when it is needed. Knowing how and when to coach (and when to use other tools, like mentoring) is an essential skill that can benefit both you and your organization.

Developing a Training Needs Analysis 2 days The right training at the right time can make a huge difference in the productivity and profitability of your organization. Whether you are scanning your workplace for opportunities to make things better and training is the answer, or a client asks you to come into their organization and do an assessment, your answer is best framed in the form of a training needs analysis. Your ability to create an analysis that is comprehensive yet simply prepared is critical for it to be understood and acted upon. This course will help you to gather the information, access the data and present your suggestions for training or non-training solutions.

Developing Your Training Program 2 days Training is an essential element of development in any organization. Being knowledgeable and continuing to learn throughout your career can make you a very valuable asset. We also know that training and orientation (or ‘onboarding’) for newly hired employees are a key factor in retention. This course is designed for a trainer who wants to develop training programs that are meaningful, practical and will benefit both trainees and the organizations they work for.

Facilitation Skills 2 days It is impossible to be part of an organization today and not attend meetings. Staff meetings, project meetings, and planning and coordinating meetings all take time. This course has been created to make core facilitation skills better understood and readily

available for your organization. It represents materials and ideas that have been tested and refined over twenty years of active facilitation in all types of settings.

Measuring Training Results 2 days There are lots of good reasons to offer training and even more reasons to participate and take training, but there is also an accountability element where we ask ourselves:

What was the value of that training?

Did we meet the objectives that were set out?

Did the training bring about some kind of lasting change in behavior?

In this course, we’ll explore the essential elements in evaluating training and measuring results, while creating a process that is simple for trainers and human resource practitioners to implement.

INFOMAGE RIMS GROUP

1. About RIMS: (Rand International Management & Training Consultants): RIMS is an organization active in people development. The architects of this organization have since its inception been successful in the development of programs in Banking, Financial management, executive development, middle management, creative management development, accelerated learning as well as extensive involvement in

problem based program development. RIMS is also very strong in the installation of Quality Management Systems in business on the learnership frontend. We have 18 years’ experience in developing turnkey solutions to development, training and education problems. Our continuous commitment to the improvement of quality has served as a cornerstone of our survival.

2. What we offer: • National Certificate in Business Administration NQF L 3 • National Certificate: Management and Administration NQF L 4 • National Certificate: Management NQF L 4 • Further Education and Training Certificate: Project Management NQF L 4 • National Certificate New Venture Creation (SMME) NQF L 4 • National Certificate in Call Centre Support L2 and L3 • National Certificate: Beauty Technology NQF L 4 & 5

• National Certificate: Hairdressing NQF L 2,3 & 4 • National Certificate: Business Practice L 1 • Certificate in Generic Management Level 5 • Diploma in Human Resource Management L 5 • Diploma in Project Management L5

2.1. Business Administration NQF Level 3 – SAQA 67465

Skills Programme 1 – Communication US Number

Credits NQF level

Accommodate audience and context needs in oral communication

Interpret and use information from texts

Write texts for a range of communicative contexts

Communicate verbally and non-verbally in the work place

Skills Programme 2 – Mathematical Literacy US Number

Credits NQF level

Demonstrate an understanding of the use of different number bases and measurement units and an awareness of error in the context of relevant calculations

Use mathematics to investigate and monitor the financial aspects of persona, business and national issues

Perform basic business calculations

Describe, apply, analyse and calculate shape and motion in 2-and 3-dimensional space in different contexts

Investigate life and work related problems using data and probabilities

Skills Programme 3 – Secretarial Services US Number

Credits NQF level

Introduce new staff to the workplace

Monitor and control office supplies

Monitor and control the maintenance of office equipment

Maintain a secure working environment

Operate in a team

Skills Programme 4 – Administrative Services US

Number

Credits NQF

level

Co-ordinate meetings, minor events and travel arrangements

Maintain a booking system

Plan and prepare meeting communications

Plan and conduct basic research in an office environment

Skills Programme 5 – Business Services US Number

Credits NQF level

Demonstrate an understanding of a selected business environment

Demonstrate an understanding of employment relations in an organisation

Function in a business environment

Plan, monitor and control an information system in a business environment

Use communication to resolve and handle conflict in the workplace

Skills Programme 6 – Co-ordination Services US Number

Credits NQF level

Produce and use spreadsheets for business

Produce word processing documents for business

Demonstrate ability to use the World Wide Web

Process cheque, credit card and bank transactions

2.2. Business Practice NQF Level 1 - SAQA ID 61755 PURPOSE OF THE QUALIFICATION

This General Education and Training Certificate: Business Practice is for utilisation by all members of the population. Anyone preparing to become employed, or self-employed, in any business whatsoever would be the persons most likely to be attracted to this qualification. In fact many newly (or not-so-newly) appointed personnel, or struggling entrepreneurs, could benefit from part or all of this qualification. It seeks to embed the six key literacies required by business organisations: Numeracy, Literacy, Entrepreneurial, Financial, Technological and Cognitive. The Fundamental Component of the qualification enables learners to communicate and work with figures in a business environment, while the Core component offers empowerment in the areas of technology, life orientation, human and social sciences (customer service), economics and management (entrepreneurship), as well as cognition theory and practice. The learner successfully completing this qualification will have gained the knowledge and ability to:

Use fundamental skills in a business environment.

Make appropriate use of Information and Communications Technology in an office setting.

Incorporate a range of life skills in an employment or self-employment situation.

The learner will also develop some entrepreneurial and business knowledge coupled with correct business attitudes.


Credits NQF level

Engage in a range of speaking/signing and listening interactions for a variety of purposes

119635 6 1

Explore and use a variety of strategies to learn 119631 5 1

Read/view and respond to a range of text types 119640 6 1

Write/Sign for a variety of different purposes 119636 6 1

Skills Programme 2 – Maths Literacy US Number

Credits NQF level

Describe and represent objects in terms of shape, space and measurement

119373 5 1

Describe, interpret and represent mathematical patterns, functions and algebra in different contexts

119368 6 1

Process, analyse and communicate numerical data 110083 4 1

Work with numbers; operations with numbers and

relationships between numbers 119362 4 1

Skills Programme 3 – Economics and Management US Number

Credits NQF level

Demonstrate an understanding of a general business plan and adapt it to a selected business idea

14444 7 1

Demonstrate an understanding of basic accounting practices

13999 4 1

Demonstrate an understanding of entrepreneurship and develop entrepreneurial qualities

10006 2 1

Identify and discuss different types of business and their

legal implications 13994 4 1

Identify, analyse and select business opportunities 10007 3 1

Skills Programme 4 – Technology US Number

Credits NQF level

Develop and use keyboard skills to enter text 9357 4 1

Managing files in a Graphical User Interface (GUI) environment

117867 3 1

Operate a personal computer system 116932 3 1

Use generic functions in a Graphical User Interface (GUI)-

environment 117902 4 1

Use a Graphical User Interface (GUI)-based web-browser to search the Internet

116931 4 2

Use electronic mail to send and receive messages 116945 2 2

Use a Graphical User Interface (GUI)-based word processor to format documents

117924 5 2

Skills Programme 5 – Life Orientation US Number

Credits NQF level

Manage personal finances 243189 8 1

Plan to manage one`s time 15091 3 1

Skills Programme 6 – Human and Social Sciences US Number

Credits NQF level

Understand the impact of customer service on a business 110082 6 1

Demonstrate an understanding of sexuality and sexually transmitted infections including HIV/AIDS

14656 5 1

Demonstrate the ability to start and run a business and adapt to a changing business environment

10009 3 1

Describe and discuss basic issues relating to the nature of business, the stakeholders in a business and business

profitability

13176 3 1

http://regqs.saqa.org.za/showUnitStandard.php?id=9357









2.3. Contact Centre and Business Process Outsourcing Support NQF Level 3 – SAQA 80566

Skills Programme 1 – Communication Skills US Number

Credits NQF level

Accommodate audience and context needs in oral/signed communication

119472 5 3

Use language and communication in occupational learning programmes

119467 5 3

Write/present/sign texts for a range of communicative contexts

119465 5 3

Interpret and use information from texts 119457 5 3


Credits NQF level

Demonstrate an understanding of the use of different

number bases and measurement units and an awareness of error in the context of relevant calculations

9010 2

3


9013 4 3


9012 5 3

Use mathematics to investigate and monitor the financial aspects of personal, business and national issues

7456 5 3

Skills Programme 3 – Customer Service Management US Number

Credits NQF level

Communicate with customers in a Contact Centre and BPO 377441 10 2

Demonstrate an understanding of Contact Centre and BPO working practices

377420 4 2

Use time management techniques to manage time in a financial services environment

115772 2 2

Explain basic health and safety principles in and around the workplace

259639 4 2

Skills Programme 4 – Customer Handling US Number

Credits NQF level

Handle a range of customer complaints in a Contact Centre

and BPO 377401 10 2

Identify causes of stress and techniques to manage it in the workplace

244589 2 2

Apply knowledge of self and team in order to develop a plan to enhance team performance

13912 5 3

Carry out marketing administration within agreed parameters

252213 6 3

Skills Programme 5 – Customer Data Management US Number

Credits NQF level

Process data using information technology 110025 5 4

Collect and record information queries and requests from customers

377460 6 4

http://qspe.saqa.org.za/showUnitStandard.php?id=119472


















Demonstrate knowledge and application of ethical conduct

in a debt recovery work context 116608 6 2

Interpret classification systems in order to organise, retrieve and dispose of records

259458 8 2

Skills Programme 6 – Contact Centre Operations and Management

US Number

Credits NQF level

Manage in-bound and/or out-bound calls in a Contact Centre

377421 8 3

Process incoming and outgoing telephone calls 14348 3 2

Negotiate an agreement or deal in an authentic 13948 5 2

Manage credit grantor portfolio 116601 4 2

2.4. Curriculum Matrix (Fluid Power) NQF Level 4 - SAQA 58880


Credits

NQF level

Accommodate audience and context needs in oral/signed communication.

119472

5 3

Interpret and use information from texts 119457

5 3


119467

5 3

Write/present/sign texts for a range of communicative contexts 119465

5 3

Apply comprehension skills to engage written texts in a business environment

12155 5 4

Engage in sustained oral/signed communication and evaluate spoken/signed texts

119462 5 4


119471 5 4

Use the writing process to compose texts required in the business environment

12153 5 4


Credits

NQF level

Apply knowledge of statistics and probability to critically interrogate and effectively communicate findings on life related problems.

9015 6 4

Represent analyse and calculate shape and motion in 2-and 3-

dimensional space in different contexts

9016 4 4

Use mathematics to investigate and monitor the financial aspects of personal, business, national and international issues

7468 6 4







http://allqs.saqa.org.za/showUnitStandard.php?id=119472











Skills Programme 3 – Manufacturing and Assembling US

Number

Credi

ts

NQ

F level

Install and program basic programmable logic controllers. 13134 20 3

Conduct Basic Pneumatic Design 244699 8 4

Maintain and troubleshoot hydraulic systems 244707 6

4

Maintain the quality assurance system 13235 5 4

Repair variable displacement hydraulic pumps and motors 244697 12 4

Install and test advanced hydraulic systems 244694 8 4

Maintain and troubleshoot hydraulic systems 244685 12 4

Layout and assemble a simple hydraulic power pack 244692 8 4

Skills Programme 4 – Engineering and Related Design US Number

Credits

NQF level

Maintain fluid power components. 13235 5 4

Test Hydraulic Cylinders 244702 4 4

Specify hydraulic filtration and fluid requirements 244703 3 4

Skills Programme 5 – Project Management US Number

Credits

NQF level

Plan, organise and support project meetings and workshops. 120382 4 4

Work as a project team member 120379 8 4

2.5. Generic Management NQF Level 5 - SAQA ID 66069 PURPOSE OF THE QUALIFICATION A person acquiring this qualification will be able to manage first line managers in an organisational entity. First line managers may include team leaders, supervisors, junior managers, section heads and foremen. The focus of this qualification is to enable learners to develop competence in a range of knowledge, skills, attitudes and values including:

Initiating, developing, implementing and evaluating operational strategies, projects and action plans, and where appropriate, recommending change within

teams and/or the unit so as to improve the effectiveness of the unit.

Monitoring and measuring performance and applying continuous or innovative improvement interventions in the unit in order to attain its desired outcomes, including customer satisfaction, and thereby contributing towards the achievement of the objectives and vision of the entity.


Leading a team of first line managers, by capitalising on the talents of team

members and promoting synergistic interaction between individuals and teams, to enhance individual, team and unit effectiveness in order to achieve the goals of the entity.

Building relationships using communication processes both vertically and horizontally within the unit, with superiors and with stakeholders across the value chain to ensure the achievement of intended outcomes.

Applying the principles of risk, financial and knowledge management and business ethics within internal and external regulatory frameworks in order to ensure the effectiveness and sustainability of the unit.

Enhancing the development of teams and team members through facilitating the acquisition of skills, coaching, providing career direction, and capitalising on diversity in the unit.


Credits NQF level

Develop, implement and evaluate an operational plan 252032 8 5

Develop, implement and manage a project/activity plan 10043 5 5

Skills Programme 2 – Performance Management US Number

Credits NQF level

Apply the principles of knowledge management 252044 6 5

Formulate recommendations for a change process 252021 8 5

Monitor and evaluate team members against performance standards

252034 8 5

Select and coach first line managers 252035 8 5

Apply a systems approach to decision making 252026 6 5

Skills Programme 3 – Team Leadership US Number

Credits NQF level

Build teams to achieve goals and objectives 252037 6 5

Lead people development and talent management 252029 8 5

Manage a diverse work force to add value 252043 6 5

Analyse leadership and related theories in a work context 120300 8 5

Use communication techniques effectively 12433 8 5

Skills Programme 4 – Human Relations Management US Number

Credits NQF level

Manage individual careers 11911 5 5

Devise and apply strategies to establish and maintain workplace relationships

252027 6 5

Induct a new employee 10980 3 4

Skills Programme 5 – Risk Management US Number

Credits NQF level

Monitor, assess and manage risk 252025 8 5

Apply mathematical analysis to economic and financial information.

252036 6 5

Apply the principles of ethics to improve organisational culture

252042 5 5

Manage the finances of a unit 252040 8 5

Skills Programme 6 – Team Development US

Number

Credits NQF

level

Develop and implement a strategy and action plans for a team, department or division

15219 4 5

Set, monitor and measure the achievement of goals and objectives for a team, department or division within an organisation

15220 4 5

Coordinate planned skills development interventions in an organisation

15232 6 5

Implement skills development as workplace learning to support organisational transformation

116926 12 5

Promote a learning culture in an organisation 252041 5 5

Create and manage an environment that promotes innovation

252020 6 5

2.6. Human Resources Management and Practices NQF Level 5 - SAQA ID 61592 PURPOSE OF THE QUALIFICATION This diploma will be useful to people who operationalise some aspects of the core processes and practices at a basic level across the four role clusters in human resources management and practices:

Strategic planning for human resources management and practices.

Acquisition, development and utilisation of people.

Establishment and improvement of labour and employee relations. Compensation and administration related to human resources management and practices. Holders of the qualification will be able to operationalise some aspects of the core human resources management processes at a basic level and integrate them into an organisation's business processes.

Holding the qualification will enable holders to enter learning programmes for a generalist degree in Human Resources Management and Practices. Holding this qualification could serve as a requirement for professional registration at associate level.

Skills Programme 1 – Business and Communication Concepts

US Number

Credits NQF level

Implement a generic communication strategy 10044

Use communication techniques effectively 12433

Compile and control a budget for a range of office supply

requirements

110528

Use language and communication strategies for vocational

and occupational learning

115791

Contribute towards organisation policy development 230448

Develop holistic productivity improvement strategies and

plans 114882

Conduct an organisational needs analysis 12138

Skills Programme 2 – HR Administration US Number

Credits NQF level

Manage the induction of new staff 7848

Recruit and select candidates to fill defined positions 12140

Skills Programme 3 – Team Dynamics US Number

Credits NQF level

Identify and interpret Best Practice guidelines, and plan for

and implement Best Practice within the team, department

or division

15215

Implement codes of conduct in the team, department or

division 15229

Measure and assess the factors that influence labour

productivity and establish the relative impact of each

factor

11488

Monitor team members and measure effectiveness of

performance 15230

Recognise areas in need of change, make recommendations

and implement change in the team, department or division 15214

Set, monitor and measure the achievement of goals and

objectives for a team, department or division within an

organisation

15220

Supervise a project team of a business project to deliver

project objectives 10148

Skills Programme 4 – SA Legal Framework US Number

Credits NQF level

Demonstrate and apply an understanding of the Basic

Conditions of Employment Act (Act 75 of 1997) 114274

Demonstrate and apply an understanding of the Labour

Relations Act with respect to Collective Agreements and

Bargaining Councils

11427

Manage Payroll law Records 7882

Monitor and advise on substantive conditions of

employment and related rights and obligations in an

organisation

11909

Skills Programme 5 – Human Resource Management US Number

Credits NQF level

Develop holistic productivity improvement strategies and

plans 114882

Manage the capture, storage and retrieval of human

resources information using an information system 10171

Skills Programme 6 – Labour Relations US

Number

Credits NQF

level

Apply the principles of employment equity to organisational

transformation

116927

Draft an employment contract 11907

Institute disciplinary action 11286

Conduct a disciplinary hearing 10985

Facilitate the resolution of employee grievances 12139

Skills Programme 7 – Skills Development US Number

Credits NQF level

Conduct outcomes-based assessment 115753

Coordinate planned skills development interventions in an

organisation

15232

Appraise, develop and retain human capital for a function 264416

Conduct an analysis to determine outcomes of learning for

skills development and other purposes

15218

Develop an organisational training and development plan 15217

Manage individual careers 11911

Provide information and advice regarding skills

development and related issues

15221

Advise on the establishment and implementation of a

quality management system for skills development

practices in an organisation

15228

Skills Programme 8 – Education and Training Management US Number

Credits NQF level

Facilitate learning using a variety of given methodologies 117871

Demonstrate understanding of the outcomes-based

education and training approach within the context of a

National Qualifications Framework

114924

Promote a learning culture in an organisation 25204

2.7. Management NQF Level 3 - SAQA ID 23654

PURPOSE OF THE QUALIFICATION The purpose of the qualification is to build the knowledge and skills required by employees in junior management who have had schooling below NQF level 3. It is intended to empower learners to acquire knowledge, skills, attitudes and values required to operate confidently as junior managers in the South African community and to respond to the challenges of the economic environment and changing world of work. The National Certificate in Management: Level 3 is intended for personnel already employed and other learners who intend to follow a career in management. The unit standards classified as core may be added to other industry qualifications to provide a management focus and align qualifications to the work done by learners. Practical competence is within a number of contexts some of which may be non-routine. The

focus is on comparison, choice, interpretation and application of knowledge.

Qualifying learners are capable of:

Carrying out simple research tasks.

Interpreting current affairs related to a specific business sector.

Recognising the effect of HIV/AIDS on the specific workplace, business sub-sector

and own organisation.

Applying knowledge of self and team to enhance team performance.

Maintaining records.

Managing time and the work process.

Explaining the structure of an organisation.

Conducting a formal meeting.

Inducting a new member of a team.

Motivating a team.

Describing the management function of an organisation.

This qualification could also be useful to managers of small businesses.

Skills Programme 1 – Business Communication US Number Credits NQF level

Interpret and use information from texts 119457/8969 5 3

Write/present/sign texts for a range of communicative contexts

119465/8970 5 3


119467/8973 5 3


119472/8968 5 3

Skills Programme 2 – Organisational Structure US Number Credits NQF level

Investigate and explain the structure of a selected workplace or organisation

13919 10 3

Interpret current affairs related to a specific business sector

14665 10 3

Examine the applications of the Basic Conditions of Employment Act and its effect on earnings in own contract

10717 2 2

Demonstrate knowledge and understanding of HIV/AIDS in a workplace, and its effects on a business sub-sector, own organisation and a specific workplace

13915 4 3

Skills Programme 3 – Business Management US Number Credits NQF level

Induct a new member into a team 13911 3 3

Apply knowledge of self and team in order to develop a plan to enhance team performance managing a small

business or a business unit

13912 5 3

Indicate the role of a team leader ensuring that a team meets an organisation`s standards

13917 6 3

Motivate a team 13947 6 4


Apply knowledge of self in order to make a life

decision

11913 3 2

Skills Programme 4 – Operational Management US Number Credits NQF level

Produce presentation documents for business 7575 5 3

Produce word processing documents for business 7570 5 3

Identify and keep the records that a team manager is responsible for keeping

13916 4 3

Conduct a formal meeting 13914 3 3

Skills Programme 5 – Business Management US Number Credits NQF

level

Describe and apply the management functions of an organization

14667 10 4

Manage time and the work process in a business environment

13918 4 3

Describe the relationship of junior management to the general management function

13944 5 4

Skills Programme 6 – Numeracy in Business US Number Credits NQF level

Use mathematics to investigate and monitor the

financial aspects of personal, business and national issues

7456 5 3

Demonstrate an understanding of the use of different number bases and measurement units and an awareness of error in the context of relevant calculations

9010 2 3


9012 5 3


9013 4 3

2.8. Management and Administration NQF Level 4 - SAQA ID 49129

Skills Programme 1 – Business Methods US Number

Credits NQF level

Apply basic business principles 117497 10 4

Describe features, advantages and benefits of a range of

products or services

10324 6 4

Liaise with a range of customers of a business 10024 4 4

Skills Programme 2 – Office Administration Tasks US

Number

Credits NQF

level

Develop administrative procedures in a selected

organisation 110003 8 4


Manage administration records 110009 4 4

Apply efficient time management to the work of a

department/division/section 15234 4 5

Skills Programme 3 – Accounting Fundamentals US Number

Credits NQF level

Record and process workplace transactions 117492 10 4

Produce accounting reports 117491 10 4

Skills Programme 4 – The Fundamentals of Governance US Number

Credits NQF level

Assess legal contracts for business 117495 8 4

Comply to legal requirements in business 117494 7 4

Skills Programme 5 – Risk Management US Number

Credits NQF level

Analyse people related risks in an organisation in order to

control the risk 14999 3 4

Demonstrate knowledge and understanding of South African

law and the regulation of risk management 15007 4 4

Determine risk exposure in order to manage the risk in a

specific situation 15008 2 4

Explain the nature of risk and the risk management process 14995 4 4

Skills Programme 6 – Business Communication US Number

Credits NQF level

Engage in sustained oral communication and evaluate

spoken texts 8974 5 4

Read, analyse and respond to a variety of texts 8975 5 4

Write for a wide range of contexts 8976 5 4

Use language and communication in occupational learning

programmes 8979 5 4

2.9. New Venture Creation (SMME) NQF Level 4 - SAQA ID 66249 PURPOSE OF THE QUALIFICATION The purpose of the Qualification is to develop the appropriate skills and knowledge

required by a person for the establishment and development of a small to medium business venture, and address the economic, administrative and behavioural (psycho-social) barriers that contribute to success in starting and sustaining the venture. Recipients of this qualification will be able to:

Demonstrate an ability to identify and create a new venture.

Demonstrate knowledge of interpersonal skills required in a business

environment.

Demonstrate an understanding of basic economics within an market economy.

Manage a new venture by applying business principles and techniques.

Demonstrate an understanding of the role of leadership and management.

This Qualification will meet the needs of the formal and in-formal Small, Micro and Medium Enterprise Sector by providing training standards against which entrepreneurs can be trained. This Qualification meets the needs of society by, primarily, providing persons who are able to apply the fairly complex knowledge and skills required to be an entrepreneur and thus contribute to the economic upliftment of themselves, their community and thereby the nation as a whole. Alternatively this

Qualification is also attractive to persons who have not received formal training in this Sector but who are already managing and/or are working as employees within an established Small, Micro and Medium Enterprise business. The majority of the learners attempting this qualification are likely to be unemployed persons who, via a learnership, have been identified and selected as having the potential to create a new business venture. With this Qualification and the established of a Small, Micro and Medium Enterprise provides the learner access to further learning opportunities at NQF Level 5 in Business Consulting Practice and Business Advising.

Skills Programme 1 – Develop Own Entrepreneurial Profile US Number

Credits

NQF level

Demonstrate an understanding of an entrepreneurial profile 263356

5 4

Demonstrate knowledge and application of ethical conduct in a business environment

242655

4 4

Apply innovative thinking to the development of a small business 114600

4 4

Explain and apply the concept, principles and theories of motivation in a leadership context.

120389

6 4


119471

5 4


119467

5 3

Skills Programme 2 – Scoping New Venture Opportunities US Number

Credits

NQF level

Research the viability of new venture ideas/opportunities 114596

5 4

Apply the principles of costing and pricing to a business venture 263455

6 4

Finance a new venture 114584

5 4

Use mathematics to investigate and monitor the financial aspects of personal, business, national and international issues

7468 6

4

Interpret basic financial statements 11715

6 4 4

Interpret and use information from texts 119457

5 3

Skills Programme 3 – Starting up a New Venture US Number

Credits

NQF level

Produce business plans for a new venture 114592

8 4

Manage general administration 114805

4 4


119472

5 3

Write/present/sign for a wide range of context 119459

5 4

Write/present/sign texts for a range of communicative contexts 119465

5 3

Skills Programme 4 – Financing a New Venture US Number

Credits

NQF level

Manage the finances of a new venture 26347

4 6 4

Negotiate an agreement or deal in an authentic work situation 13948 5 4

Describe and apply the management of stock and fixed assets in a business unit

13945 2 4

Implement and manage human resource and labour relations policies and acts

116394

9 5

Skills Programme 5 – Launching a New Product US Number

Credits

NQF level

Implement an action plan for a new venture 263534

4 4

Demonstrate an understanding of the function of the market mechanisms in a new venture

263514

5 4

Read/view, analyse and respond to a variety of texts 119469

5 4

Skills Programme 6 – Quality Management and Productivity US Number

Credits

NQF level

Tender to secure business for a new venture 114593

5 4

Plan strategically to improve new venture performance 263456

4 4

Plan and manage production/operations in a new venture 263434

6 4

Engage in sustained oral/signed communication and evaluate

spoken/signed texts

11946

2 5 4

Represent, analyse and calculate shape and motion in 2-and 3 dimensional space in different contexts

9016 4 4

Apply knowledge of statistics and probability to critically interrogate and effectively communicate findings on life related problems.

9015 6 4

2.10. Project Management NQF Level 4 - SAQA ID 50080 PURPOSE OF THE QUALIFICATION The purpose of the Qualification is to enable a learner, under general supervision, to:

Plan, establish and manage a simple to moderately complex project and project team whilst using a variety of routine and non-routine processes.

Select from a wide choice of standard and non-standard procedures.

Take full responsibility for the nature, quantity and quality of output.

Take responsibility for group output as required.

Show possession of a wide range of scholastic and/or technical skills applicable in

the field of project management.

The purpose of this Qualification is to address the project and general threshold competence required to manage simple to moderately complex projects. A project manager operating at NQF Level 5 maybe a full-time manager or a part time manager involved in the product design and development work. He could be operating as a technical specialist and as a project manager. This Qualification is intended for people with prior project work experience. The learners accessing this Qualification will be working in or with Project Management teams or using a project approach to their business. These may be technical, business, public sector or community development projects from any economic sector. This Qualification could add value to learners operating their own business, as project management is an integral component of many business systems.

The National Diploma in Project Management, NQF Level 5 provides for a comprehensive set of competencies that will enable a person to manage, co-ordinate or support simple to moderately complex projects in any sector. In South Africa Project Management is considered a scarce skill and there is an urgent need for competent practitioners who can work as project leaders/co-ordinators and project managers.


Credits NQF level

Explain fundamentals of project management 120372 5 4

Contribute to project initiation, scope definition and scope

change control 116342 9 4

Develop a simple schedule to facilitate effective project execution

116345 8 4

Apply a range of project management tools and techniques 116364 7 4

Skills Programme 2 – Project Numeracy US Number

Credits NQF level

Apply knowledge of statistics and probability to critically interrogate and effectively communicate findings on life related problems

9015 6 4

Use mathematics to investigate and monitor the financial

aspects of personal, business, national and international issues

7468 6 4

Skills Programme 3 – Project Organisation and Logistics US Number

Credits NQF level

Plan, organise and support project meetings and workshops 120382 4 4

Skills Programme 4 – Project Writing and Reporting Skills US Number

Credits NQF level

Interpret and use information from texts 8969 5 3

Read, analyse and respond to a variety of text 8975 5 4

Use the writing process to compose text required in the business environment

12153 5 4

Write for a wide range of contexts 8976 5 4

Skills Programme 5 – Project Communication US Number

Credits NQF level


8973 5 3

Write texts for a range of communicative contexts 8970 5 3

Engage in sustained oral communication and evaluate spoken texts

8974 5 4

Skills Programme 6 – Project Finance and Administration US Number

Credits NQF level

Participate in the estimation and preparation of cost budget for a project etc.

120375 6 4

Conduct project documentation management to support project processes

120376 6 4

Implement project administration processes according to requirement

120381 5 4

Skills Programme 7 – Project Quality and Risk Management

US Number

Credits NQF level

Identify, suggest and implement corrective actions to improve quality of project work.

120377 7 4

Provide assistance in implementing and assuring project work meets quality requirements

120383 6 4

Contribute to the management of project risk within own field of expertise

120374 5 4

Skills Programme 8 – Leadership and Emotional Intelligence within the Project Environment

US Number

Credits NQF level

Apply the principles and concepts of emotional intelligence

to the management of self and others 252031 4 4

Analyse the role emotional intelligence plays in leadership 120305 8 4

Skills Programme 9 – Participating and Managing Projects US Number

Credits NQF level

Work as a project team member 120379 8 4

Provide procurement administration support to a project 120386 7 4

Supervise a project team of a small project to deliver project objectives

120388 14 5

Evaluate and improve the project team’s performance 120380 5

BRUNIQUEL & ASSOCIATES

1. About B & A: Bruniquel & Associates, one of South Africa’s early pioneers in diversity and labour relation training has been in business for over 35 years. B&A’s mission is to facilitate transformation, reduce conflict and normalise workplace relations by:

making parties aware of their rights and duties and the need to enforce boundaries;

providing advice and proven pragmatic policies, procedures and systems;

creating awareness of the need for leadership to change the cycle of conflict; and

providing practical systems based training to ensure role players have the necessary

knowledge and skills.

2. What we offer:

2.1. SUPERVISING/MANAGING IN A UNIONISED ENVIRONMENT

2 days TARGET POPULATION This programme is adapted to the different levels of management with a ½ day session for Executives and a 2 day course for managers and supervisors responsible for managing and supervising employees. CONTENT This non-accredited course should be the forerunner of any disciplinary training. It puts things into perspective by giving learners a basic understanding of how labour relations in South Africa have developed and how to manage/supervise in a unionised environment. Content is tailored to each level and covers:

How paradigms shape peoples’ thinking and behaviour and the self-fulfilling prophesy.

How patterns of conflict in SA labour relations keep repeating themselves and why a different approach is necessary to break the cycle.

The principles of power and their impact on workplace relations.

How good leaders create positive discipline and good leaderships with their teams.

Why rules are necessary and to develop a strategy to create buy-in from employees for willing compliance with rules and standards.

At the end of the training learners are given a workplace assignment to improve employee relations in the workplace based on clear boundaries, mutual respect and

caring.

2.2. BASIC LABOUR LAW 2 days

SAQA US No.

Title NQF Level

Credits

- Demonstrate an understanding of basic labour legislation (Shortened version of Practical Labour Law).

4/5 -

TARGET POPULATION This programme is targeted at all levels of leadership including managers, team leaders, supervisors, foremen, superintendents and trade union representatives. CONTENT This non-accredited course is a shortened version of the 3 day Practical Labour

Law course. It makes use of two videos – The Kenny Kunene Case featuring an assault on a supervisor during a strike and a main instructional video – Employment Rights & Duties, this video is divided into the following chapters:-

Overview of labour legislation and its link to the Constitution.

Organisational rights including the role, duties and limitations of shop stewards.

Discipline & Dismissal under the LRA. This includes LRA fairness requirements and a video of a procedurally unfair disciplinary enquiry.

Grievance and dispute procedures.

Key aspects of the BCEA and EEA.

Key aspects of skills development legislation.

2.3. PRACTICAL LABOUR LAW days + Minimum addition of 1 day for POE building workshop.

SAQA US No.

Title NQF Level Credits

13952 Demonstrate a basic understanding of the primary labour legislation.

4 8

TARGET POPULATION This programme is targeted at all levels of leadership including managers, team leaders, supervisors, foremen, superintendents and trade union representatives. CONTENT The course provides a basic platform for the legal framework to labour relations in South Africa. Three DVDs are used in the programme – The Kenny Kunene Case featuring an assault on a supervisor during a strike, Selecting for Excellence - The Incompetent Interviewer and the main instructional DVD, Employment Rights & Duties. This DVD which ‘drives’ the course, is divided into the following chapters:-

Overview of Labour Legislation, including common law and contracts of employment.

Organisational Rights including the role and duties of shop stewards.

Discipline & Dismissals under the LRA. This is a pre-requisite for all B&A disciplinary courses.

Grievance & Dispute Procedures.

Key aspects of the BCEA, EEA and Skills Development legislation.

LRA/EEA Interviewing Requirements.

For the courses above, participants receive a handy ready reference booklet with their course material. Various training methods are used to make what could be a ‘dry’ subject practical and interesting.

2.4. DISCIPLINE & DISMISSALS day

SAQA US No. Title NQF Level

Credits

- - 4 -

Please Note: For assessment purposes, learners must attend the Practical Labour Law course module - Unit standard 13952 - Demonstrate a basic understanding of the primary labour legislation NQF Level 4, 8 Credits.

TARGET POPULATION: As above. CONTENT Understand the procedural and substantive fairness requirements of the Labour Relations Act of 1995 (as amended in 2002 and 2014) in respect of discipline and dismissals.

Definitions of Dismissal.

Unfair Labour Practices.

Disciplinary Rules.

Corrective Discipline and probation.

Dismissal for Poor Performance and dismissal due to Incapacity.

Procedural Fairness.

DVD Case Study – The Unfair Dismissal.

Disciplinary Enquiries.

Substantive Fairness.

Disciplinary Appeals.

The DVD, narrated by Jack Devnarain, uses graphics and video clips from the SABC and other sources to illustrate in a practical way the requirements of the Labour Relations Act in respect of discipline and dismissals. It also examines the requirements of the Basic Conditions of Employment Act in respect of sick leave.

2.5. MANAGING POOR PERFORMANCE & INCAPACITY days


Credits

- No appropriate unit standard for this course. 4 -

TARGET POPULATION This programme is targeted at entry level and middle managers, supervisory levels and trade union representatives. CONTENT

Demonstrate an understanding of the legislation underpinning the management of poor

performance, absenteeism, sick leave, incapacity, ill-health and minor misconduct at the workplace.

Apply a structured problem solving approach to dealing with employee shortcomings in the workplace.

Identify unacceptable employee performance and behaviour and counsel and/or reprimand an employee constructively.

Identify the symptoms of a troubled employee.

Refer a troubled employee for professional counselling/medical assessment.

Conduct a formal corrective interview with an employee and take appropriate

corrective action.

Give recognition to an employee whose performance or conduct has improved. A DVD to augment the course: The Case of Seelan Pillay which features an employee who abstents himself intermittently.

2.6. INITIATING DISCIPLINARY ENQUIRIES 2 days + Minimum addition of 1 day for POE building workshop.

SAQA US No. Title NQF Level Credits

11286 Institute Disciplinary Action. 5 8

TARGET POPULATION This programme is targeted at entry level and middle managers, supervisory levels and

trade union representatives. CONTENT

LRA requirements in respect of dismissals for misconduct.

How to investigate an incident and prepare notice of a disciplinary enquiry, including collecting evidence and drafting the charges.

How to prepare for a disciplinary enquiry including preparing witnesses, preparing for

cross-examination, preparing opening statements and closing arguments.

Presenting your case including how to lead evidence and cross-examine witnesses.

Learners develop skills through participation in practical exercises and role-plays based

on actual incidents. They receive a handy ready reference booklet and an ‘Initiator’s Pack’ giving them a checklist and step-by-step approach to initiating at a disciplinary enquiry.

Clients may choose one of two DVDs to augment the course: • The Jabu Gumede Case which features a disciplinary enquiry into an employee’s alleged falsification of a sick certificate. The shop steward is very aggressive and confrontational in his approach. • The Zola Zubane Case which features the case of an employee who walks off the job and stays away the following day, resulting in a major client problem. The shop steward displays a less confrontational but nonetheless competent approach when representing the employee.

2.7. RULES OF EVIDENCE day + Minimum addition of 1 day for POE building workshop.

SAQA US No.

Title NQF Level

Credits

119952 Establish basic principles of evidence in [sic] mediation (incorrect – should be disciplinary and arbitration hearings).

5 6

TARGET POPULATION This programme is targeted at entry level and middle managers, supervisory levels and

trade union representatives. CONTENT The programme is ‘driven’ by a DVD narrated by Jack Devnarain and augmented by a PowerPoint presentation. The DVD, consisting of 16 chapters covers:

The principles of natural justice.

What is evidence?

Presumptions and the relevance and reliability of evidence.

Cautionary rules.

Hearsay and opinion evidence and direct and circumstantial evidence.

Character and previous fact evidence.

Privilege and privileged information.

Documents as evidence, photographs, video and electronic evidence.

Real evidence, polygraph evidence and evidence from computers.

Entrapment and Alco-testing.

In order to make what can be a ‘dry’ subject interesting case studies based on recent case law are used to illustrate the various subjects.

2.8. CHAIRING DISCIPLINARY ENQUIRIES days + Minimum addition of 1 day for POE building workshop.

SAQA US No.

Title NQF Level

Credits

10985 Conduct a disciplinary hearing. 6 5

TARGET POPULATION This programme is targeted at disciplinary chairpersons. CONTENT

LRA requirements in respect of dismissals for misconduct.

Procedure for disciplinary enquiries.

How to facilitate the leading of evidence and control cross-examination so as to ensure a fair hearing.

How to weigh and evaluate evidence and make a substantively fair finding.

Considering extenuating, aggravating and mitigating factors.

Determining an appropriate substantively fair sanction.

Preparing a written finding that will stand the scrutiny of CCMA arbitrator. Learners receive a Disciplinary Enquiry Record/Checklist, which they are required to use in a role-play based on an actual case. They also receive a Ready Reference booklet. Clients have the choice of two videos to augment the course: • The Zola Zubane Case (as described above under Initiating Disciplinary Enquiries). • The Grant Ross Case which features an enquiry into charges against an engineer who is accused of soliciting gifts from a supplier in return for his passing the supplier’s

invoices for payment. It provides an excellent example of how evidence should be led and an enquiry conducted.

2.9. HANDLING DISCIPLINARY HEARINGS days + Minimum addition of 1 day for POE building workshop.

TARGET POPULATION HR practitioners, chairpersons and initiators of disciplinary hearings. This is a systems-based approach and all relevant documents for successfully implementing the process are customised and supplied together with the training. Learners must have been through Managing Poor Performance & Incapacity and/or Initiating Disciplinary Enquiries. Note: Both initiators and chairpersons are trained in the same course but will do different practical exercises with initiators being assessed against US 119952 while chairpersons will be assessed against both unit standards.

CONTENT A disciplinary enquiry usually costs R1000 + per hour and much of the time spent is not necessary. This course is aimed at teaching initiators and chairpersons a new, procedurally fair but time-saving method of conducting disciplinary hearings. Initiators and chairpersons are trained together so there is common understanding but the emphasis for initiators will be on how to investigate an incident and prepare and present the case at the hearing. Chairpersons focus on how to facilitate a procedurally fair hearing by identifying and analysing evidence in dispute, facilitating evidence on allegations which are disputed, rules of evidence and substantive fairness requirements. In order to ensure that a holistic approach is adopted and there is transfer of learning from the classroom to the workplace, a complete customised pack of documents with related HR policies is supplied to clients before the training. Methodologies used include a video case study, an instructional video on the rules of evidence, case studies, practical exercises and role plays based on actual incidents.

2.10. PRACTICAL ARBITRATION SKILLS 2 days (3 days if run in conjunction with Rules of Evidence which is recommended)


Credits


TARGET POPULATION This programme is targeted at the representatives of employers and/or employees in dismissal arbitrations. CONTENT This ‘hands-on’ course covers:-

Conciliation and how best to use the process to resolve appropriate dismissal disputes.

Points in limine.

Case preparation for an arbitration, including conducting an investigation, preparing witnesses, preparing for cross-examination, preparing opening

statements and closing arguments.

Preparing a bundle of documents and researching relevant case law.

Leading the case for or against the employer in a dismissal arbitration.

Arbitration procedure and protocol.

An opening statement is presented.

Evidence-in-chief of witnesses is led and opposing witnesses are cross-examined.

A closing argument is presented.

The Case of Nad Govender, based on an actual case that went before the CCMA and Labour Court, is used to illustrate the process followed in an arbitration. A second DVD The Case of Robert Tusi, featuring insubordination is used as a practical exercise whereby learners have to prepare and role-play the case.

2.11. PRACTICAL NEGOTIATING SKILLS - LABOUR RELATIONS 2 days + Minimum addition of 1 day for POE building workshop.

SAQA US No.

Title NQF Level

Credits

13948 Negotiate an agreement or deal in an authentic work situation.

4 5

TARGET POPULATION

This course is targeted at persons who conduct labour negotiations. It provides learners with a basic understanding of the principles, strategies, tactics and techniques of negotiating. Emphasis is placed on planning and case preparation as well as conflict handling and negotiating techniques aimed at achieving win-win agreements. The course is highly participative and makes use of three DVDs featuring typical South African labour negotiations. All participants are given an opportunity to prepare and participate in a role play negotiation appropriate to their needs (i.e. wages/retrenchment/dispute resolution). CONTENT

The qualities of a good negotiator.

The principles of power and how to analyse power in bargaining relationships.

The importance of developing a working relationship with the other party.

Bargaining conventions.

How to structure a negotiating team.

How to conduct an expectation test, including breaking issues into their elements and determining key principles.

Determining long and short term negotiating objectives.

Identifying and using common ground;

Determining bargaining limits, a BATNA and concessions.

Negotiating a realistic mandate.

Pre-negotiating conditioning and the opening moves.

Conflict mapping.

Developing a negotiating strategy and plan;

Questioning to establish interests, opportunities and common ground;

Effective listening;

Behaviour labelling;

How to handle pressure and disruptive tactics

Various conflict handling and negotiating techniques;

Closing the negotiation and face saving;

The Agreement – where things go wrong

Finalising and communicating the agreement to stakeholders.

2.12. PRACTICAL NEGOTIATING SKILLS - COMMERCIAL NEGOTIATIONS

2 days + Minimum addition of 1 day for POE building workshop. TARGET POPULATION This course is targeted at managers who conduct commercial negotiations. Emphasis is placed on planning, case preparation and negotiating techniques aimed at achieving win-win agreements. The course is highly participative with all participants being given an opportunity to prepare and participate in a role play negotiation appropriate to their needs (i.e. service level agreements/sales contracts etc. taken from their actual work situation). CONTENT The content is the same as the Labour version but all Role plays and Exercises are geared towards Commercial Negotiations e.g. Service Level Agreements, Offer

to purchase, etc.

2.13. ASSERTIVE CONFLICT HANDLING 2 days

SAQA US No.

Title NQF Level

Credits

114226 Interpret and manage conflicts within the workplace. 5 8

Please Note: For assessment purposes this programme must be done in conjunction with Handling Complaints & Grievances - NQF Level 5. TARGET POPULATION This programme is targeted at entry level and middle managers, supervisory levels and trade union representatives. CONTENT

The differences between aggressive, passive, manipulative and assertive behaviour.

Assertive rights and an understanding of how people are conditioned to be non-assertive.

Emotional issues that undermine assertiveness.

Factors that determine one’s self-image.

The impact of emotions on behaviour and techniques for controlling emotions.

Sources of conflict in a business, including positive and negative characteristics of conflict in the workplace.

Transactional analysis and game playing.

Various ways and methods of handling conflict and difficult interactions. These include, planning a strategy for difficult interactions, listening and questioning techniques, dealing with bullies at work and being sensitive while giving candid but constructive feedback to people.

Practical exercises and role plays.

The DVD covers assertiveness versus aggression, various techniques and tactics for handling conflict, reflective listening, negotiating resolutions to conflict and handling conflict between employees.

2.14. HANDLING COMPLAINTS AND GRIEVANCES day

SAQA US No.

Title NQF Level

Credits

114226 Interpret and manage conflicts within the workplace. 5 8

Please Note: For assessment purposes this programme must be done in conjunction with Assertive Conflict Handling - NQF Level 5.

TARGET POPULATION This programme is targeted at middle and junior managers, team leaders, supervisors, foremen, superintendents and trade union representatives. CONTENT

Grievance and internal dispute procedures.

Issues which may not be raised under the grievance procedure.

LRA dispute resolution procedures.

Handling an employee complaint including reflective listening and questioning

techniques.

Handling an employee grievance as either a chairperson or representative for the employer or employee including case preparation and negotiating a resolution to the grievance.

Learners receive a Ready Reference booklet with this course.

Two DVDs are used in the programme. Employment Rights & Responsibilities covers grievance and dispute procedures while The Case of Thuli Nokwe concerns an employee’s complaint about not being considered for promotion.

2.15. HR ROLE IN DISCIPLINE days


Credits


TARGET POPULATION HR and IR representatives who sit in on disciplinary enquiries and who advise line management on discipline and dismissals at the workplace. CONTENT Review of labour legislation in respect of discipline and dismissals:

The role of the HR/IR manager in ensuring that disciplinary and performance standards are maintained.

Understanding the reasons why some first line managers avoid disciplinary

confrontations.

Coaching techniques including the use of questioning and reflective listening techniques.

Disciplinary performance requirements of first line managers, disciplinary initiators

and chairpersons.

Key disciplinary competencies and performance standards for first line managers

Disciplinary performance standards for first line managers in respect of corrective discipline.

Performance standards for disciplinary enquiry initiators and chairpersons.

Assessing performance and coaching first line managers in the handling of poor performance, absenteeism and minor misconduct.

Assessing performance and coaching disciplinary enquiry initiators and chairpersons.

Precedent setting case law. Video Case Studies: The Case of Seelan Pillay, The Case of Zaks Jele & The Case of Evan Razak.

2.16. SHOPFLOOR ROLE DYNAMICS 2 days


Credits


TARGET POPULATION

Trade union representatives, supervisors, foremen and line managers. CONTENT

Recognise and understand the need for change in working relationships that has been brought about by global competition and the need for service delivery.

Demonstrate an understanding of the shop steward’s role and functions in respect of collective bargaining, shop steward committee meetings and daily interactions

with supervisors/management in respect of employee matters.

Demonstrate an understanding of the role and responsibilities of supervisors and

shop stewards in a modern workplace.

Demonstrate an understanding of the internal Grievance and Dispute Procedures and LRA Dispute Procedure.

Conduct crucial conversations with relevant parties at the workplace.

Develop an action plan to improve the working relationship in their work areas. DVD Two DVDs are used in the programme: • The Kenny Kunene Case featuring an assault on a supervisor during a strike. • Employment Rights & Duties, covering Organisational Rights, Grievance & Dispute Procedures.

2.17. EMPLOYMENT EQUITY ACT day

SAQA US No.

Title NQF Level

Credits

- - 4 -

Please Note: For assessment purposes, learners must attend the Practical Labour Law course module - Unit standard 13952 - Demonstrate a basic understanding of the primary labour legislation NQF Level 4, 8 Credits.

TARGET POPULATION This programme is targeted at members of Employment Equity/Training Committees as well as managers and supervisory levels who need a basic understanding of the Employment Equity Act. CONTENT Learners who require a basic understanding of the EEA with 2013 Amendments.

The content of the Employment Equity Act (EEA) with 2013 Amendments including.

purpose and aims of the EEA and its relationship with other labour legislation and the Constitution;

what constitutes discrimination and the forms of discrimination prohibited by the

EEA including direct and indirect discrimination;

the requirements of medical testing, psychological testing and similar assessment tests as set out in the EEA;

the meaning of ‘burden of proof’ in disputes pertaining to alleged unfair

discrimination;

timeframes for the lodging of disputes pertaining to unfair discrimination;

the role of the EE /Training Committee and who should be represented on that committee;

barriers that affect disadvantaged people in the organisation; and

the negative impact of ‘window dressing’ and ‘fronting’.

The development of relevant equity related plans and policies.

Communicating equity related plans and policies to stakeholders.

Implementation of agreed equity related plans and policies.

Monitoring and evaluation of equity related plans and policies.

Additional content for members of EE/Training Committees

The requirements of the EEA in terms of interviews for employment and promotion including documents that are required to ensure that interviews are conducted strictly in accordance with anti-discrimination legislation.

The Skills Development Act (SDA) and SD Levies Act as they apply to the employer,

the role of the SETA’s and the legislated relationship between the SETA’s and the employer.

Requirements placed on employers by the SDA and SDLA with reference to the organisation’s workplace skills plan, the annual training report and the claiming back of levies.

The process to be followed in contributing to the workplace skills plan.

The concept of lifelong learning and participantships.

The role of the Training Committee with reference to its role in the skills development process.

How to participate effectively as a member of an EE/Training Committee including an understanding of the role and duties of a Committee member.

Analysing an Employment Equity Plan and Workplace Skills Plan in terms of workplace requirements and how to review the Employment Equity Report.

Workplace Skills Implementation Report to ensure it is fit for purpose.

The course is ‘driven’ by a DVD on the EEA narrated by Jack Devnarain.

2.18. PERFORMANCE MANAGEMENT days + Minimum addition of 1 day for POE building workshop.

SAQA US No.

Title NQF Level

Credits

252034 Monitor and evaluate team members against performance standards.

5 8

TARGET POPULATION These courses are only applicable to organisations with a performance management system and are targeted at managers and team leaders who conduct performance reviews. CONTENT

How to analyse performance requirements and set standards using best practices.

How to prepare for a performance review including determining and agreeing performance standards, key performance areas and key performance indicators upfront and assessing performance fairly and objectively.

How to conduct a performance review giving recognition where due and

constructive criticism of areas where improvement is required. Self Study Guide: A reader-friendly Self Study Guide supplied as pre-reading for this course, covers the concept of performance management, the role of the Business

Focus in setting direction, the Danny Langdon model for analysing performance, motivation and performance management, effective delegating and the reasons

why performance appraisals often fail. B&A will incorporate all client documents if a system is already in place. If not, B&A will supply templates from the course for it to be customised to the client’s requirements. Learners are taught how to use the documentation correctly. An amusing DVD, PowerPoint slides, practical exercises and role plays are used to facilitate learning and develop practical skills.

2.19. PATERSON JOB EVALUATION day for Job Grading Panel or 4 hour briefing for employees.


Credits

- No appropriate unit standard for this course. - -

TARGET POPULATION This programme is targeted at communicating the aims and objectives of the Paterson job evaluating system to management and employees of an organisation aiming to introduce the system. Learners should be numerate and literate in English at NQF 3 level. If employees are illiterate, a facilitator who is able to communicate in the local vernacular language should conduct the briefing session. In order to allow for adequate participation and assessment, the group size should not exceed twenty (20) learners. CONTENT

The purpose of the job evaluation and why the organisation has selected the Paterson

system.

How and why job profiles are prepared and, if appropriate, analysing a job and writing a job profile.

Procedure for having jobs evaluated, including flexibility in light of

organisational changes which may alter the content of jobs.

Decision making levels (decisions bands) and the type of decisions made at each band.

The reasons for band grades and sub-grades and how they work.

Procedure used by the Panel in grading jobs.

Pay scales for each grade and how an employee’s pay can move from the scale minimum to the scale maximum.

2.20. SELECTING FOR EXCELLENCE days + Minimum addition of 1 day for POE building workshop.

SAQA US No.

Title NQF Level

Credits

12140 Recruit and select candidates to fill defined positions. 5 9

TARGET POPULATION This course is targeted at Human Resource and Employment Officers, line management, supervisors and members of Employment Equity/Training Committees who are involved in staff recruitment and selection. CONTENT

Employment procedures and their importance.

Labour Relations and Employment Equity Act requirements in respect of recruitment

practices.

Competency based recruitment and selection including analysing a job and preparing a job profile, preparing a candidate specification and job advertisement, screening applications and preparing a shortlist.

Preparing for interviews, including preparing behavioural questions.

Conducting a screening interview using best practice techniques.

Conducting and or participating in a panel interview.

Conducting reference checks.

Choosing the right candidate for the job.

Keeping appropriate records.

This is a systems based training programme and participants receive all the appropriate documentation to enable them to select for excellence. These include application for Employment forms, Candidate specification forms, Interview Record form, Reference Checking forms and more!

2.21. SEXUAL HARASSMENT – THE CODE OF GOOD PRACTICE 1 day HR Managers and Disciplinary Enquiry Chairpersons or 4 hour briefing for employees.

SAQA US No.

Title NQF Level

Credits


TARGET POPULATION This programme is targeted at Management, Human Resources, Occupational Health practitioners, members of Employment Equity Committees, shop stewards, disciplinary initiators and chairpersons. CONTENT Content covers the provisions of the Code of Good Practice on the Handling of Sexual

Harassment Cases (amended 2005) and the employer’s sexual harassment policy, the requirements of the Labour Relations Act and rules of evidence as they apply to disciplinary enquires and dismissals for sexual harassment, the risks involved in

workplace romances/affairs and the principles to be observed when such relationships flounder.

The course is ‘driven’ by a DVD, Sexual Harassment: The Code of Good Practice(Amended 2005), which was specifically developed to facilitate the communication of the Code of Good Practice on the Handling of Sexual Harassment cases and the employer’s sexual harassment policy and procedure. A simplified version aimed at communicating the Code to employees is also available and may be conducted in English or isiZulu by our facilitators.

2.22. SHOP STEWARD LEADERSHIP SKILLS 3 days


Credits

242824 Apply leadership concepts in a work context. 4 12

TARGET POPULATION Shop stewards and other employee representatives. CONTENT The course enlightens learners on how situations affect human behaviour in general and

labour relations in particular.

Paradigms and how they have affected peoples’ thinking in leadership and labour relations matters.

A review of various psychological experiments which show the impact of situations on human behaviour.

A review of South African labour history and its link to politics and present day labour

relations thinking.

Employee engagement and how this impacts on the industrial relations climate of a workplace.

Strategies used by good leaders to establish and maintain good relationships with

their teams.

Boundaries and their role in the workplace.

The impact of emotions and emotional issues and the role of a leader in managing

these.

What is leadership vs management?

Effective vs ineffective leaders.

Characteristics for leaders – choices and connecting with people.

Developing a positive attitude and self-discipline.

Humour and leadership.

Setting goals and priorities.

Pareto’s 80/20 principle.

Leadership styles and Situational Leadership.

Ubunto and African leadership concepts.

Self-analysis and personal development planning.

Plan to identify and address performance barriers and improve working relationships

within the workplace.

2.23. DISCIPLINARY HANDLING SKILLS FOR SHOP STEWARDS days + Minimum addition of 1 day for POE building workshop.


Credits


TARGET POPULATION This programme is specifically targeted at shop stewards and trade union representatives. CONTENT Especially designed for shop stewards this programme covers:

How to assist an employee in counselling and corrective disciplinary interviews.

The formal referral system and the positive role a shop steward can play in

identifying troubled employees and encouraging them to seek assistance.

Basic LRA requirements in respect of dismissals.

Analysing charges of misconduct, investigating circumstances and preparing to assist

an employee in an enquiry.

How to present the case for the employee including how to lead evidence, cross-examine witnesses, make a convincing closing argument and argue extenuating and mitigating factors to lessen the sanction.

Determining grounds for appeal.

Two DVDs – The Case of Ed Khan and The Case of Zaks Jele are used to illustrate the role of a shop steward in disciplinary matters.

2.24. SHOP STEWARD FUNCTIONAL SKILLS days

TARGET POPULATION Shop stewards and other employee representatives. CONTENT The course aims to provide shop stewards and employee representatives with the practical functional skills so as to be able to best represent employees in their daily dealings with management and in handling disciplinary and grievance cases. Legislation that governs labour issues. LRA and BCEA requirements pertinent to discipline and grievance issues in the

workplace. Freedom of association, organisational rights and the Recognition Agreement. Unfair labour practices and grievances.

o Functions of Bargaining Councils and CCMA, Labour Court and LAC in dispute resolution;

o Procedural and substantive fairness in dismissals; o Code of Good Practice v internal disciplinary procedure;

o Definitions of dismissal, constructive dismissal; o Definitions of employee – LRA, BCEA, TES;

o Leave Regulations and other BCEA terms in contracts of employment. Assisting an employee in corrective phases of disciplinary procedure.

o Procedural requirements; o Counselling; o Identifying a troubled employee; o Formal referrals.

Investigating a disciplinary incident. o How to conduct an investigation; o Analysing charges and developing a strategy; o Interviewing and preparing witnesses; o Preparing for cross-examination; o Preparing opening statement and closing argument.

Assist an employee in a disciplinary enquiry. o Disciplinary enquiry procedure; o Leading the case for the employee; o Cross-examination of witnesses; o Closing argument; o Mitigation, lodging an appeal.

Grievance and dispute procedures. o Grievance procedure; o Dispute Procedure.

Handle an employee complaint and represent an employee in a grievance hearing. o Listening, questioning techniques and basic conflict handling and negotiating

techniques; o Evaluating a complaint, determining a desired outcome and getting a mandate; o Case Presentation and negotiating an acceptable outcome.

2.25. MODULE 1: LEADERSHIP COMMUNICATION SKILLS 2 days

SAQA US No.

Title NQF Level

Credits

119462 Engage in sustained oral/signed communication and evaluate spoken/signed texts.

4 5

12153 Use the writing process to compose texts required in the business environment.

4 5

CONTENT

Problem solving and decision making.

Leading group discussions.

Assessing performance and giving feedback.

Making an effective presentation.

Team leader feedback (repeated after every team exercise throughout all the

courses).

Communication barriers / Channels of communication.

Electronic communications - with case studies involving abuse.

Communicating to diverse groups.

DVD: Written Communication Skills.

Practical exercises – Fog index.

Practical exercise – Analyse your document.

Team Exercise – Butterfly index.

DVD: The Kenny Kunene Assault.

Team Exercise – Structuring a report.

Effective writing techniques.

Practical exercises & final assignment.

2.26. MODULE 2: UNDERSTANDING LEADERSHIP 2 days

SAQA US No. Title NQF Level Credits

242824 Apply leadership concepts in a work context. 4 12

CONTENT

Expectations of a Team Leader.

Paradigms and how they effect leadership.

McGregor’s Theory X, Theory Y - Control vs Empowerment.

DVD: Improving Workplace Relations.

Introduction to self directed work teams.

Basic reading skills.

What is leadership and what is management?

Effective vs Ineffective leaders.

Characteristics for leadership - connecting with people.


Humour and leadership.

Setting goals and priorities.

Pareto’s 80/20 Principle.

Leadership styles.

Goleman’s EI Leadership v Blanchard situational leadership models.

Ubuntu and african leadership.

Leadership dimensions survey – a self analysis.

Personal development plan.

2.27. MODULE 3: ROLE OF THE LEADER 2 days

SAQA US No.


242821 Identify responsibilities of a team leader in ensuring that organisational standards are met.

4 6

242814 Identify and explain the core and support functions of an organisation.

3 6

242811 Prioritise time and work for self and team. 4 5

CONTENT

The Business Focus - Mission, Vision, Values & Goals.

Langdon’s Work Map.

Analysing a department.

Role of support functions.

Preparing a job profile for a team leader.

Role of the supervisor and shop steward.

Authority, responsibility and accountability.

Analysing a selected work team.

Assumptions about time and analysing time.

Goal setting.

ABC Time management system.

Handling difficult bosses.

Managing your relationship with your manager.

Business etiquette.

2.28. MODULE 4: MOTIVATING A WORK TEAM 2 days

SAQA US No.


242819 Motivate and build a team. 4 10

CONTENT

What is motivation and its relation to morale and productivity?

Herzberg’s motivation – Hygiene theory.

Maslow’s Hierarchy of needs.

The motivation process.

Performance barriers.

Socio-technical Systems (STS).

Dr Mol: Creating winners in the workplace – quiz prep.

Motivational leadership – key concepts.

Managing poor performance vs performance management.

Scorekeeping and targets.

Group and team dynamics.

What does empowerment mean?

The case for Self Directed Work Teams (SDWTs).

Management skills inventory – individual and team exercise.

Topics for team meetings and reasons for ineffective meetings.

Guidelines for conducting meetings.

Effective delegation.

2.29. MODULE 5: JOB INSTRUCTION & COACHING day

SAQA US No.


113909 This learning programme is aligned to: Coach a team member in order to enhance individual performance - but is not yet accredited.

3 5

CONTENT

The difference between training, coaching and mentoring.

Identifying training and developing needs.

Team Exercise - the difference between education, training, coaching and mentoring.

Criteria for evaluating and measuring performance.

Identifying performance barriers.

How not to instruct.

Methods of instruction.

Task analysis.

Preparing for instruction.

Preparing the learner.

Guidelines for one-to-one training.

Putting the learner to work.

Practical demonstrations and feedback.

Implementing an action plan to improve skills.

Summative assessment - knowledge.

2.30. LEADERSHIP COMMUNICATION SKILLS days


Credits

12433 Use communication techniques effectively. 5 8

CONTENT

Lead group discussions and deliver a presentation to an audience.

Conduct effective team meetings.

Demonstrate an understanding of the purpose, channels and context of different types of communication in a business.

Understand and ensure compliance with the organisation’s electronic communications policy.

Demonstrate an understanding of diversity issues which may impact on

communication.

Analyse and categorise business correspondence in terms of its purpose and the reader’s needs.

The Fog index and the Butterfly index.

Plan and structure a document using appropriate numbering.

Write a concise and readable document that is fit for purpose.

2.31. UNDERSTANDING OPERATIONAL LEADERSHIP 2 days


Credits

120300 Analyse leadership and related theories in a work context.

5 8

CONTENT

Expectations of an Operational Leader.

Paradigms and how they effect leadership.

McGregor’s Theory X, Theory Y - control vs empowerment.

DVD: Improving workplace relations.

Introduction to self directed work teams.

Stakeholder expectations - practical exercise.

Speed reading.

Leadership vs management.

Role of an Operational Leader.

Effective v ineffective leaders.

Characteristics for leadership - connecting with people.


Johari window, humour and leadership.

Setting goals and priorities - Pareto’s 80/20 principle.

Leadership styles.

Goleman’s EI leadership v Blanchard Situational Leadership models.

Case study - lessons from 9/11.

Ubuntu and african leadership with debate.

Leadership dimensions survey – a self analysis and personal development plan.

2.32. TEAM BUILDING SKILLS 2 days


Credits

252037 Build teams to achieve goals and objectives. 5 6

CONTENT

Group activity - minefield.

Understanding individuals and groups.

Understanding teams.

Exercise - Toyota team culture.

Benefits and problems for teams.

Team dynamics.

Team exercise - creating a team identity.

Conflict role play.

Conflict map.

Conflict handling intentions.

Team resolution process.

Different team challenges.

Team building process.

Tuckman’s model.

Belbin’s team roles.

Leadership styles.

Creativity and productivity.

Kodak SDWT case study.

Evaluating teams.

Action plan.

2.33. SELECTION & COACHING SKILLS 2 x 2 day courses


Credits

252035 Select and coach first line managers. 5 8

TARGET POPULATION This programme is targeted at Operational Leaders (middle managers who head departments – Paterson D and E Bands). CONTENT

Demonstrate an understanding of the difference between training, coaching and mentoring.

Identify training and development needs of First Line Managers.

Plan the training and coaching process of Team Leaders.

Prepare the Team Leader for job instruction / one-to-one training.

Instruct / conduct one-to-one training and coaching of team leaders.

Monitor and measure the results of training/coaching sessions.

2.34. WORKPLACE COACHING & MENTORING 2 days


Credits

113909 Coach a team member in order to enhance performance in the work environment.

3 5

117877 Perform one – to – one training on the job. 3 4

TARGET POPULATION Team leaders (includes supervisors, foremen and entry level managers) and

middle managers responsible for coaching and mentoring employees. Mentors if the client has a formal mentoring programme. CONTENT

The power of influence and its role in coaching and mentoring.

The concepts of training, coaching and mentoring in the workplace.

The roles of the coach and mentor.

Identifying performance barriers and training needs within a work team.

Practical one-on-one instructional and coaching skills.

Coaching a supervisor on handling crucial conversations.

Developing a plan to ensure continuous improvement of the team and individuals within the team.

2.35. DISCIPLINARY HANDLING REFRESHER 2 days TARGET POPULATION Supervisors, middle managers and employee representatives who have attended the full courses. CONTENT This course is only applicable to clients who have completed D&D, IDE and CDE with B&A.

Fairness requirements of the Labour Relations Act of 1995 (as amended 2002)

in respect of dismissals for misconduct and poor performance and dismissals arising from ill-health or injury.

Investigating a disciplinary incident and preparing the notice for a disciplinary enquiry.

Preparing for a disciplinary enquiry.

Leading the case for or against the employee in a disciplinary enquiry.

Understanding and complying with LRA requirements and rules of evidence observed in disciplinary hearings.

Chairing: Following an adversarial disciplinary enquiry procedure, facilitating

the leading of evidence and maintaining control of proceedings.

Making and motivating a substantively fair finding.

Making and motivating a sanction and counselling an initiator on the outcome.

2.36. BASIC BUSINESS AWARENESS 1 day - Learners who are not being assessed – to be customised to the client’s requirements.


Credits

243803 Start up a business. 3 15

TARGET POPULATION General employees in a business (Paterson A and B bands) and SMME entrepreneurs. CONTENT

Understanding of the purpose of business and explain the requirements in setting up a small business.

Factors that ensure the long-term sustainability of a new business.

Understanding of basic market research.

Developing a basic business plan.

Learners who are being assessed: 2 days

2.37. EMPLOYEE BUSINESS AWARENESS day

TARGET POPULATION General employees in a business (Paterson A, B and C bands). CONTENT

The purpose of business and how the role of employees aligns with it.

The Vision, Mission, Values and Goals of the business and how employees’ role fits in with the purpose of the business is explained.

How the business system operates.

Market needs, pricing, competitors, customers, suppliers, location and finance.

Legal requirements of the business and the consequences of non-compliance.

How businesses make, use and lose money.

Fixed vs variable costs and economies of scale.

The ways in which businesses are financed and return on investment.

The importance of quality products and services in terms of customer needs and the existence of competitors.

The importance of pricing in terms of attracting and retaining customers and ensuring the profitability of the business.

How employees contribute to the success or failure of a business.

Reasons for businesses failing.

Employees’ role in providing excellent service and reducing waste by working

smarter.

2.38. ASSERTIVENESS & TIME MANAGEMENT days

TARGET POPULATION This course is aimed at persons in organisations who wish to become more assertive and effective. Originally developed in 1992 the course has recently been updated to include time management. The course is highly participative and makes use of a locally produced DVD featuring conflict handling in typical South African situations. All participants are given an opportunity to lead a group discussion, assess the performance of their peers and give them constructive feedback – thereby demonstrating assertive behaviour. CONTENT

The difference between aggressive, passive, manipulative and assertive behaviour.

Assertive rights and how people may be conditioned to be unassertive.

Stereotyping and self-fulfilling prophecies.

Developing techniques to control one’s emotions, particularly anger.

Various methods and techniques for handling conflict. These include planning a strategy for difficult interactions, reflective listening and questioning techniques and dealing with bullies.

Transactional analysis and game playing.

Non-verbal communication (body language).

Determining lifetime and career goals.

Covey’s P/PC Concept – obtaining balance in one’s life.

Pareto’s 80/20 principle.

Effective reading techniques .

Maintaining a time inventory.

Setting priorities.

Implementing a time management system.

Using a diary to plan effectively.

Identifying personal and career goals.

Preparing a personal development plan aimed at improving one’s career prospects and quality of life.

2.39. STRIKE HANDLING SKILLS 1/2 day Workshop TARGET POPULATION HR and Management who handle strikes. CONTENT

Strike triggers & their causes o Understanding power dynamics o Leadership and pro-active management to prevent strikes o Disputes of right and interest, mediation & arbitration processes to resolve

conflict

o Strike Contingency Planning o Strike action team: functions

o Documentation: being prepared o Strike diary: keeping a paper trail o Strike and picketing rules – what to look for o Communications – means & methods of communication before, during and

after a strike o Dealing with the media: press releases o Social media: the unknown factor

Strike Strategy o Protected strikes o Unprotected strikes

Strike Handling

o The initial assessment o Key principles to observe o The aftermath: do’s and don’ts

2.40. COURSE FACILITATOR SKILLS days + Minimum addition of 1 day for a compulsory POE building workshop.

SAQA US No.

Title NQF Level

Credits

117871 Facilitate learning using a variety of given methodologies. 5 10

TARGET POPULATION This course, which is accredited with the ETDP Seta, aims to provide learners with basic practical facilitation skills to enable them to conduct training courses. Emphasis is placed on correctly identifying training needs, the importance of identifying and resolving performance barriers, catering for different learning styles,

special needs and adapting and personalising generic training material to suit the needs. The course is highly participative with all learners being given an opportunity to make a presentation, assess the performance of their peers and give constructive feedback. CONTENT

Leading group discussions and managing group dynamics.

Questioning and listening techniques.

Summarising and reinforcing learning points.

Using a data projector, flipchart and other training aids.

Preparing for training.

Conducting role plays, case studies and practical exercises.

Handling difficult classroom problems.

Learners who wish to be assessed against the unit standard are required to complete and submit a Portfolio of Evidence (POE).

2.41. INTERACT WITH CUSTOMERS days

TARGET POPULATION This programme is intended for anyone who deals with customers directly or indirectly as part of the internal service chain within an organisation e.g. sales representatives, customer relations associates, receptionists, administration clerks, drivers etc. CONTENT Employees will gain an understanding of the importance of customers in that:

Customers are the reason that the business exists and they have gainful

employment. Without customers the business will have no purpose and will cease to exist.

All employees have a responsibility to deliver excellent customer service and to treat customers according to the organisation’s service promise.

Weaknesses in the internal service chain must be timeously rectified and

corrective measures implemented in order to avoid poor service delivery to the end consumer.

Excellent service delivery positively impacts on sales and the organisations ability to gain market share and an advantage on competitors.

Their conduct and behaviour when interacting with a customer affords them the

opportunity to promote a positive image of themselves and the organisation they represent, and in so doing, build customer relationships and gain customer loyalty.

A customer feedback system is an integral part of a service cultured organisation and sets a platform for the organisation to regularly communicate with its customers and determine what they want in order to be able to deliver on their expectations.

2.42. CONDUCT OUTCOMES-BASED ASSESSMENTS days + Minimum addition of 1 day for a compulsory POE building workshop.

SAQA US No.

Title NQF Level

Credits

115753 Conduct outcomes-based assessment. 3 15

TARGET POPULATION

This generic assessor course is for those who assess people for their achievement of learning outcomes in terms of specified criteria using pre-designed assessment instruments. CONTENT

Demonstrate understanding of outcomes-based assessment.

Prepare for assessments.

Conduct assessments.

Provide feedback on assessments.

Review assessments.

Learners who wish to be assessed against the unit standard are required to complete and submit a Portfolio of Evidence (POE).

2.43. LEVERAGING DIVERSITY day + Minimum addition of 1 day for a POE building workshop.

TARGET POPULATION All employees but if assessments are required, these are restricted to managers and supervisors who lead teams. CONTENT This course is highly participative using videos, individual and group exercises to get people talking, exploring their assumptions and really understanding our inter-

dependability. Content covers:

Good and bad teamwork.

Assumptions and paradigms – what influences our thinking about others?

Political conditioning and its impact on the workplace.

Stereo-typing and discrimination – how it occurs and its negative long term effect for all.

The difference between liking, respecting and tolerating another person.

Exploration of differences and commonalities – diversity issues we need to be aware of.

The importance of names and getting to really know the people you work with.

Employee engagement and the importance of identifying and resolving issues.

Values, rules and standards and their impact on the workplace.

Employees’ role and responsibilities in ensuring good workplace relations (Management’s role in this is a given!)

Customer relations – the lifeblood for any business.

Leveraging diversity exercises aimed at identifying problems, performance barriers and opportunities for improvement.

Strategies for handling conflict and for handling conflict between employees.

Learners propose ways to improve workplace and customer relations. Learners who wish to be assessed against the unit standard are required to complete and submit a Portfolio of Evidence (POE).

2.44. GENERIC INDUCTION PROGRAMME (Customised) CUSTOMISATION This programme has been designed in the format required by the NQF in such a way that it can be customised to the needs of different workplaces. In addition to a DVD, a CD containing all course material is supplied, which can be customised. The material covers key aspects of the contract of employment and labour law that employees must be aware of. This course material is developed and customised to your business by including:-

The historical background to your business.

The main revenue generating operations of your business.

Your disciplinary rules (we provide these if you do not have rules).

Material relative to any trade union agreements that may be in place in your business.

Policies and procedures that are specific to your business (where required, B&A’s comprehensive set of HR policies & procedures may be used to augment any ‘gaps’ you might have).

CONTENT

The history of the organisation, the management structure and key income generating activities of the business and expectations of the stakeholders.

Common law employment duties.

Key labour laws governing employment and conditions pertinent to temporary

employment.

Key provisions of employees contracts of employment (including applicable Basic Conditions of Employment Act provisions and disciplinary rules).

Key provisions of the LRA with regards to organisational rights, the key

elements in the organisation’s relationship agreement and the role of shop stewards.

The fairness requirements of the LRA and steps in the employer’s disciplinary procedure.

Steps to be followed in the handling of employee grievances, terminations for operational requirements and dispute handling.

Key aspects of the Employment Equity Act and the employer’s Employment Equity Policy, including who to approach in the event of a discrimination complaint.

2.45. INDUCTING A TEAM MEMBER day + Minimum addition of 1 day for a highly recommended POE building workshop.

SAQA US No.

Title NQF Level

Credits

242812 Induct a member into a team. 3 4

TARGET POPULATION HR practitioners, managers and supervisors. BENEFITS

A system for inducting new employees and team members is created and implemented.

Improved employee engagement and morale through effective induction process.

Improved performance management of new and transferred employees.

This course supports the Generic Induction Programme by providing line managers and supervisors with the skills to conduct employee induction professionally.

2.46. EFFECTIVE PRESENTATION SKILLS days

SAQA US No.


8647 Apply workplace communication skills. 5 10

TARGET POPULATION This course aims to provide participants with basic practical presentation skills to enable them to present effectively. CONTENT

Plan and prepare for a presentation including using a Butterfly Index and structuring information in a logical sequence.

Making a presentation using appropriate visual aids, humour, stories and

showmanship techniques to get and keep the audience’s attention.

Facilitating and guiding group discussions including using questioning and listening techniques to involve the audience.

Understanding and demonstrating non-verbal communication techniques.

2.47. INTRODUCING LEADERSHIP 1 day The purpose of this course is to empower and inspire the leadership in learners who have never been exposed to leadership principles and ideas. It offers an overview of the Leadership Development workshop. CONTENT

Understanding the power of paradigms.

Expectations of leadership.

Leadership vs management - Functional leadership.

Levels, types & characteristics of leadership.

Leadership - living the vision, mission and values.

Role and functions of leadership.

Effective communication & conflict management.

Leadership self development plan. IMPACT

Challenge perceptions and paradigms.

Understanding the practical difference between leading and leadership.

Understanding the role of leadership.

Understanding responsibility.

Understanding of what being a leader means.

Developing relationships.

Improved communication, transparency and trust.

Increased employee engagement.

Personal impact through change of attitude.

Self-awareness, social-awareness, self-management and relationship management.

Practical implementation in the workplace.

2.48. ENERGIZED TEAMS days

This course can be used in conjunction with Sail Due South or Adventure Inc. teamwork interventions. This will however be a separate 1 or 2 days. The purpose of this is to empower and inspire leaders and their teams to realise how

remarkable they could be. CONTENT

The theory of teams – why are teams important?

Teams in the workplace – moving beyond work groups.

Team dynamics – defining the team’s identity.

The process of team building – one step at a time.

The five dysfunctions – where it could all go wrong.

Introduction to the emotional intelligent team. Optional: Practical interventions hosted by:

Sail Due South – 1 or 2 days sailing.

Adventure Inc. – customized specifically to identified areas of development.

IMPACT



An environment that engenders pride.

A team that is not afraid of responsibility.

Empowered teams.

Effective leadership practices within the team.

Creating leaders.


Need fulfillment – self-esteem and confidence.




2.49. ENERGIZED TEAM DISCOVERY 1 day OR 2 hour briefing session. The purpose of this course is to introduce leaders and their teams to the basic fundamentals of teamwork before practically testing these within a live teamwork scenario. CONTENT

Overview of the energized team content and Practical implementation in the

workplace. Practical interventions hosted by:

Sea Due South – 1 or 2 days sailing.

Adventure Inc. – customized specifically to identified areas of development.

IMPACT

Team synergy.


Empowered teams.

Effective leadership practices within the team.

Creating leaders.


Needs fulfillment – self-esteem and confidence.




2.50. LEADERSHIP DEVELOPMENT WORKSHOP - NQF 4 3 days Leadership courses may be customised to each client’s particular needs. For example The Leadership course below was customised to include materials from various PLS courses to suit one particular client.


Credits

- This is a customised developmental learning programme. 4 -

TARGET POPULATION This programme is targeted at supervisors and team leaders. CONTENT

Paradigms and how they affect leadership.

McGregor’s Theory X Theory Y.

Empowered teams versus traditional supervisory methods.

Expectations of stakeholders.

Problem solving and decision making.

Leading group discussions.

Analysing performance.

The difference between leadership and management.

Levels and types of leadership.

Characteristics for leadership.

Core business - the Vision and Mission, Values and Goals.

The role, duties and functions of a team leader.

The concepts of authority, responsibility and accountability.

Preparing a job profile for a supervisor/team leader.

How to be a good follower and manage ‘upwards’.

What bosses look for in emerging leaders?

How to deal with a ‘difficult’ manager and what to do when you are ‘stuck in a position’ with no immediate prospects.

Developing a career strategy.

Basic business etiquette.

Preparing a self-development plan to improve leadership.

Theories of motivation and group dynamics.

Functions of a team leader in motivating a work team.

Making the change from controlling employees to facilitating team

requirements, barrier busting, coaching and training.

Delegating tasks and responsibility.

The difference between performance management and managing poor performance.

The importance of information sharing, regular feedback, recognition and praise as

motivational tools. Workplace application: Implement a plan of action to strengthen the team. Through a process of consultation with stakeholders develop an action plan in writing to ensure that:

The team buys into the plan.

Appropriate interventions with time frames to address performance barriers are agreed and implemented.

Tasks, which can be delegated are identified and agreement is reached on how and to whom the tasks should be delegated.

Team members identified to take on more responsibility are given appropriate

instruction, coaching and training to take on the responsibility.

Training is conducted or arranged to meet identified training needs of team members.

Team members accept more responsibility and accountability.

2.51. RESULTS DRIVEN LEADERSHIP Customised The purpose of this course is to create influential leaders who can make better-quality decisions, drive efficiencies and generate greater opportunities producing astonishing results. CONTENT

Navigating transformation in the national team.

Improving engagement.

Improving customer relationships, service, engagement and efficiencies.

Adopting the concept that people don’t buy what you do, they buy what you believe.

Create a paradigm shift in the team.

Ensure the transfer of results driven leadership skills into the workplace.

Expose each team member to team building dynamics and group motivation.

Provide a platform where shared ideas and information develops the team into being proactive contributors to the business.

Team and individual challenges.

IMPACT





Personal impact through change of attitude.

Self-Awareness, social-awareness, self-management and relationship management.

Self-sustainable development and progress within the team.

Provide results / return of investment for stakeholders.


2.52. REACHING RESOLUTION WORKSHOP 2 days

SAQA US

No.


This is not a training course, it is an intervention aimed at assisting parties in conflict to resolve their differences and develop a positive, mutually beneficial working relationship.

TARGET POPULATION Employer representatives, HR and line managers, trade union officials and shop stewards. CONTENT The workshop aims to change people’s thinking about conflict, to try out a new approach to conflict handling and to foster a culture of resolution based on 10

principles of new thinking.

Paradigms and their impact on conflict.

Abundance v scarcity paradigms.

Exploring conflict - why traditional methods of conflict resolution fail - costs and

benefits.

Working towards a new Paradigm - developing an attitude of resolution.

Levine’s Road Map to Resolution.

10 principles for resolving conflict.

Steps to resolve conflict including telling your story and listening to understand.

Getting current and complete – leaving no ‘old bones’.

Identifying hot issues to be addressed.

Seeking Agreement in principle.

The Laws of Agreement.

Crafting a new Agreement.

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