Our Solutions

Customised Training

Introduction

Today’s organisations want to maximise investment in human capital and look to the experts, such as us, to assist in achieving this. People Solutions offer a wide range of corporate learning solutions across various industry sectors and job functions.

 

Our corporate learning programmes are interactive and enable learners to take part in the learning experience. Role playing, activities, games and group activities are utilised to create this environment. People Solutions training methodology is based on experiential learning and compels the learners to make changes that enable them to develop and grow faster.

 

Our content is updated regularly and aligned to unit standards relevant to generic qualifications. Our aim is to keep the content, fresh, and up to date and aligned to best practice.

Consultation

Our role is to assist clients in the implementation of their business strategy and objectives by developing their employees to their full potential. Through an understanding of our client’s business objectives, we can anticipate current and future skills needed within the organisation, and tailor development solutions specific to that company’s requirements.
We capacitate organisations’ people to move forward, now and into the future, with the organisation.

All the flowers of tomorrow are in the seeds of yesterday

From The Ground Up

People Solutions strive to offer a diverse range of innovative learning solutions aimed at optimising business performance. Our tailored learning solutions are designed and developed based on the following delivery model:

Set Objectives & Measurement

Develop a solution in line with client specific requirements; an implementation plan detailing the process in terms of learning, site visits, assessments, feedback and coaching; and a customised ROI strategy to address the outcomes set out.

Customised Training Material

The majority of learning programmes are aligned to unit standards. Therefore learners can be assessed, and receive a certificate of competence and the relevant credits.

 

In addition, People Solutions gathers company specific, role specific and outcome specific information in order to contextualise the delivery of the training.

Delivery of Training

Customised training to suit your organisation – a blend of classroom, e-learning, simulation and or coaching.

 

The delivery is contextualised based on the upfront consultation. Our expert facilitators are chosen specifically to fit the culture of your organisation.

Post Assessment & Feedback

Our accredited assessors go on site and conduct various assessments in order for the learners to be deemed competent. Feedback is given throughout the process.

Coaching

Facilitators spend time coaching learners in order for the new skills taught to be utilsed and mastered in the work place.

Supporting People for Growth – Learnerships

Developing people is a critically important aspect of HRM in a skills-short market. Learnerships enable individuals to develop their skills and businesses to develop their talent; working in tandem to create a sustainable workforce. Through People Solutions, you can do learnerships in South Africa, we provide learnerships in Cape Town, Durban and Gauteng.

 

A learnership (including SETA learnerships) is a government funded programme that allows vocational/employment orientated learning. The learner therefore obtains a qualification while gaining experience in the workplace.

 

Learnerships and SETA learnerships can be utilised by an organisation for either employed or unemployed staff.  For employed staff, they are enable to improve their skills without having to leave the workplace; for new recruits, they are able to gain valuable work experience while working towards a formal qualification.

 

About 50% of all school leavers never get exposed to further training and education and therefore learnerships are a way of overcoming this challenge.

Benefits of Learnerships:

Lowering of recruitment costs

Assistance in training costs

Tax incentives

Staff retention

Recognition Of Prior Learning

People Solutions has developed a streamlined Recognition Of Prior Learning (RPL) process which focuses on assisting the learner to gather evidence and complete a Portfolio of Evidence.

What is RPL?

Recognition of Prior Learning (RPL) is a process whereby, through assessment, credit is given to learning which has already been acquired in different ways.

 

Recognition of Prior Learning is a process that allows a learner to demonstrate their knowledge and skills. Through a process of assessment learners receive recognition for all the skills and knowledge that they have gained over the years.

 

It is not important as to how they got the knowledge and the skill, all that is important is that they can demonstrate to an assessor that they are competent.

 

At the end of the assessment process, each candidate is issued with credits for the learning that they have been able to display. These credits are linked to SAQA-registered qualifications. Through RPL, a candidate could earn credit for a few unit standards or a full qualification. RPL recognises any learning that the candidate has acquired, whether it was from formal training, workplace experience, or general life experience.

Benefits of RPL

RPL is a quick way to obtain a full qualification

It saves a lot of time as the learners do not need to be out of the work place for long periods of time

Through the process learners develop the following skills:

Research Skills

Planning and Organisational Skills

Time Management Skills

Manage Learning Projects

People Solutions is well positioned to plan and manage their clients learning projects. Having worked in the skills development arena for the past 6 years, we have gained valuable experience in terms of the entire process needed to be undertaken when working with projects of this nature.

 

Our aim is to partner with clients and assist as a facilitator, with the SETA and various other funding mechanisms. In doing this, we allow our clients to focus on their core business ensuring that processes and procedures are up to date so as to assist with the overall success of each process. We can advise on cost effective options in terms of delivery in relation to their operations and to quantify the return on investment.

We follow a simple process which is tailored to each specific client. The stages of the process are:

Approach

Project Plan

Implementation

Project Management

Close Out

Future Digital Skills Development

We are moving towards the age of singularity and a ubiquitous digital world that will impact the types of jobs that will exist in the future. Our continuous learning journey must encompass the future skills and behaviours required to meet demand with supply in the future. We are in a race against time to develop skills required in the new digital economy that is inevitable with digital transformation and the Fourth Industrial Revoution.

 

The disruptive technologies driving change globally are AI, Blockchain, Computational Science and Technologies (Coding), Virtual Reality, Biotechnology, Robotics, 3D printing and the Internet of Things (IoT).

 

As part of the People Solutions’ Massive Transformational Purpose (MTP) we seek to achieve the following goal:

 

“To bring access to education, new venture skills development, workplace training and future digital skills to the last person in the last town in Africa, and beyond.”

 

Our expertise is entrenched in most sectors of the economy, with a particular focus on the BPO (Business Process Outsource) and GBS (General Business Services) arenas and specialisation in the Contact Centre environment across all levels. We have a strong focus on the Youth Market, Women and Inclusion Solutions for Persons with Disabilities.

 

Skills Development in a Digital Age:

 

Technology integration leads to the creation of new jobs and new entrepreneurial or economic opportunities. Many jobs that exist today did not exist 10 years ago. It is estimated that by 2020 there will be 1,5 million new digitised jobs across the globe, and that children currently in the primary schooling system will experience a future of working in jobs that have not yet been identified.

 

This has an impact on education and the skills in demand with a resultant need to upskill reskill and “future-skill” our citizens. This is relevant to the currently unemployed market, Youth entering the workplace for the first time, as well as employees currently in the workplace or exiting the workplace to explore entrepreneurial sources of income either at retirement age, or post organisational restructure or job loss.

 

The seismic shift brought about by the beginning of the 4th Industrial revelation will be felt significantly in the workplace of the future, and  will profoundly affect people’s lives as the integration of AI and subsequent increase in automation results in the transformation of roles and redundancy of certain functions which can and should be replaced for the sake of safety, efficiency, cost. This process will provide enhanced work satisfaction and an enhanced work-life balance for humans who are no longer hindered by labour-intensive, repetitive or unsafe tasks. At the same time, new categories of jobs will appear. This will reshape the future World of Work and businesses must prepare their people for the changing world that lies ahead. It begins with a mindset. Digital Transformation and disrupting disfunctional or antiquated models of education and training are a continuous process, not a destination. The Baby Boomer and X-Generation mindset was to get your qualifications and work hard in the same profession for your lifetime as part of your chosen field or career. It was seen as an “inoculation” that was done once at the beginning of your working career. The exponential changes that have occurred and will continue to evolve our world of work will require a series of “booster shots” and a life-long learning culture in order for humans to remain relevant.

 

Businesses need to ensure that the right mix of skills exist in their workforce to keep pace with the changing technology. Non-traditional learning pathways for building skills will need to be developed as Companies start to think about enabling employees to learn to code in new languages, along with other deep skills pathways, but also to change their mix of soft skills such as computational thought, design thinking managing change, decision making, agility and empathy to thrive in the future.

 

This means an increased focus on continual, upskilling, reskilling, future skilling and lifelong learning, adding bespoke skills training and development to be ready and fit for purpose in the new World of Work. Different methods and concepts of acquiring knowledge need to be embraced such as Microlearning, Nano-degrees and Open Source Learning such as Peer-to-Peer curated content consumption (by subject matter experts).

 

Visit FutureSkills.Africa for more information

FutureSkills Logo

 

People Solutions are pioneering the adoption of a new mindset to embrace the next frontiers. We have developed new divisions to meet these changes in business as follows:

Disability Inclusion (PWD)

JV (Joint Ventures) and Special Projects (Enterprise Development, Mentorships and Strategic Partners)

FutureSkills.Africa Digital Academy – Microlearning and E-Learning

Education and Technology (EdTech) – including Software Development and Immersive devices to enhance “How” we learn