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.
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.
Education, training and development organisations navigate paths across new terrain and lead markets into the future. This future changes at different speeds, with technology changing behavior and jobs.
Diversified development interventions need to address the youth market and it’s myriad problems. Do you know where the youth come from and how they feed into the labour market, looking for employment or education?
Conflict among learners can emerge at organisations who run different SETA interventions. Here’s some advice on how to practice damage control.
Colleges, provinces and population dynamics.
Training material is your love-hate communication to participants and the professional training team using the content. If material doesn’t carry your brand and the content fails to inspire, you have a problem!
In keeping with their developmental roles, SETAs provide thorough feedback for remediation. Reports are snag lists specifying exactly what must be corrected to meet quality assurance requirements.
SETAs provide thorough feedback and opportunity for service provider remediation.
A smorgasbord of statistics spanning an entire decade is available for Education and Training.
If you have a product, a brand and a viable market proposition, compete using video content and promote your business.
Two examples of SETA feedback reports addressing learning programme approval and a free alignment matrix tool. Skills providers can avoid common errors by referring to precedents and ensuring they are correctly prepared.
Best three hours of my life, this workshop will help my organisation reach the top (markets) and increase the quality of services because every single individual will understand their role through the QMS.