Employers, skills development providers and marketing teams are among those who can benefit. Many market failures exist, for example youth complain about inaccessible opportunity, while employers and training providers struggle to reach vulnerable beneficiary markets. These problems can be solved if there’s a synthesis of economics, marketing and education policy frameworks.
Quality Management, choice of qualifications, correct SETA selection and quality assured learning material are critical drivers for a profitable training organisation.
Emerging providers often overlook the value of competitive analysis and how this connects to the branding of the learning experience. Most select programmes already common in the market and maintain conventional features.
New providers should use every available opportunity to distinguish themselves from established competitors.
Internet ranking and low cost competitive strategies has become big business. With over 15 million social media users in South Africa, how can education, training and development organisations compete and curate content to channel them?
Are your training sales slow? Is your competition crushing you?
Place your order for tailored promotional website content now! Content development for promotions is purposeful, strategic action attracting new markets, retaining clients and competing for market position. Ready to start?
Employers, skills development providers and marketing teams are among those who will benefit! Many market dysfunctions exist, for example youth complain about inaccessible opportunity, while employers and training providers struggle to connect with viable beneficiary markets. Dysfunctions can be solved if there’s a synthesis of economics, marketing and education policy frameworks.
Occupational training organisations must connect all 4 P’s into their market strategy if they wish to remain relevant.
Diverse interventions can address market challenges, particularly those facing youth not in employment or education (NEETs).
Quality Management, choice of qualifications, correct SETA selection and learning content approval are crucial to a successful training organisation. Emerging providers often overlook the value of competitive analysis and how this awareness connects to branding.
If you don’t understand how to set up the documentation for successful accreditation, how will you meet required standards (embedded in the documentation) once operational?
The QCTO has been erupting for a while and we’ve all been wondering where the flow will go.
My clients are often accredited entities unable to SELL what they became accredited for.
Organisations operating in the accredited education and training space are looking at increasing their competitive advantages.
Many apply for an extension of scope to offer more qualifications or additional electives. They increase their chances of success if the qualifications they wish to offer are selected based on current and measurable potential market traction as opposed to hopeful assumptions.
28.6 Million internet users in South Africa, but how many find you? Many training organisations compete in the same qualification market using the same SAQA extracted content for marketing purposes. Sorry folks, qualifications and unit standard information was never intended for marketing!
This compelled me to research if youth interventions address this issue. Civil society, the private sector and government typically shape the nature of interventions targeting youth, yet possibly do so with little, if any, direct input from intended youth beneficiaries.
Youth interventions must match the complexity of their needs. With employment difficulties increasing and compounded by the impacts of an unequal society, complex interventions are required to address youth challenges.
Accredited training organisations are increasingly facing new competitors who challenge their market dominance. Most clients are ones with long histories and successful trajectories that suddenly stopped paying off.
Companies who absorb unemployed youth are awarded BEE points, rebates and can be refunded all stipends paid to learnership candidates.
The benefits exist in order to persuade companies to create opportunity for the unemployed.
Job transition strategies are key to reducing retrenchment and unemployment. Savvy HR practitioners will need to identify which positions are most threatened and how these workers can be productive elsewhere in the organisation. However not all opportunities are appealing to the workforce.