2019 Public Course Schedule

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Key Negotiation Skills, Johannesburg

Effectively Manage Human Resources & Labour Relations , Johannesburg

Build Winning Teams to Achieve Company Objectives , Cape Town

Key Negotiation Skills, Johannesburg

Effectively Manage Human Resources & Labour Relations , Johannesburg

Build Winning Teams to Achieve Company Objectives , Cape Town

Key Negotiation Skills, Johannesburg

Effectively Manage Human Resources & Labour Relations , Johannesburg

Build Winning Teams to Achieve Company Objectives , Cape Town

Effectively Manage Human Resources & Labour Relations , Johannesburg

Creating High Performing Teams through Performance Management, Cape Town

Creating High Performing Teams through Performance Management, DURBAN

Essential Time Management Skills, Johannesburg

Powerful Project Management (as a project team member), Johannesburg

Developing your Interpersonal Skills to Effectively Resolve Conflict , Cape Town

Powerful Project Management (as a project team member), Johannesburg

Conquering Risk Management Course, Cape Town

Powerful Project Management (as a project team member), DURBAN

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Creating High Performing Teams through Performance Management, Johannesburg

Professional Presentations Course, Cape Town

Taking charge as a Team Leader in achieving company goals, DURBAN

Creating High Performing Teams through Performance Management, Johannesburg

Professional Presentations Course, Cape Town

Taking charge as a Team Leader in achieving company goals, DURBAN

Creating High Performing Teams through Performance Management, Johannesburg

Professional Presentations Course, Cape Town

Taking charge as a Team Leader in achieving company goals, DURBAN

Creating High Performing Teams through Performance Management, Johannesburg

Creating High Performing Teams through Performance Management, DURBAN

Professional Receptionist Training , Cape Town

Business Communication Strategies: verbal/non-verbal and written , Johannesburg

Taking charge as a Team Leader in achieving company goals, Cape Town

Business Communication Strategies: verbal/non-verbal and written , DURBAN

Business Communication Strategies: verbal/non-verbal and written , Johannesburg

Business Communication Strategies: verbal/non-verbal and written , DURBAN

Customer Service Excellence , Cape Town

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Master Effective Business Communication & Presentation Skills, Johannesburg

Essential Time Management Skills, Cape Town

Taking charge as a Leader & Closing the Gap between Specialist and Manager , Cape Town

Master Effective Business Communication & Presentation Skills, Johannesburg

Essential Time Management Skills, Cape Town

Taking charge as a Leader & Closing the Gap between Specialist and Manager , Cape Town

Master Effective Business Communication & Presentation Skills, Johannesburg

Essential Time Management Skills, Cape Town

Taking charge as a Leader & Closing the Gap between Specialist and Manager , Cape Town

Master Effective Business Communication & Presentation Skills, Johannesburg

Taking charge as a Leader & Closing the Gap between Specialist and Manager , Cape Town

Effectively Manage Human Resources & Labour Relations , DURBAN

Business Writing Skills for function and Purpose , Johannesburg

Finance For Non Finance Managers , Johannesburg

Monitoring Individual Performance to create High Functioning teams , Cape Town

Finance For Non Finance Managers , Johannesburg

Master Effective Business Communication & Presentation Skills, Cape Town

Taking charge as a Leader & Closing the Gap between Specialist and Manager , DURBAN

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Human Resources Management and Labour Relations Training

Course Introduction

Don’t be caught SHORT! This comprehensive course enables managers to :

  • Recruit and select people for defined positions within an organisation or the personnel recruitment industry
  • Undertake a performance review
  • Understand labour legislation
  • Deal with disciplinary hearings

The Challenge

The Human Resources funtion is key for any organization to achieve its strategic objectives. After all labour is one of the company’s most important resources and needs to be properly managed.

The Solution

Key outcomes of this course include:

  • Formulating performance standards for team members in a unit
  • Establishing systems for monitoring performance of team members
  • Preparing for a performance review of a team member
  • Conducting performance review interview
  • Planning and preparing for recruitment and selection
  • Recruiting applicants
  • Selecting staff
  • Demonstrating an understanding of the purpose, application of the Basic Conditions of Employment Act
  • Describing the regulation of working time and leave as set out in the Basic Conditions of Employment Act
  • Describing the particulars of employment, remuneration and termination of employment as set out in the Basic Conditions of Employment Act
  • Demonstrating an understanding of the monitoring, enforcement and legal proceedings as set out in the Basic Conditions of Employment Act
  • Able to to effectively handle hearings and reach reasoned decisions on the basis of evidence presented

Delivery Method

  • Two-day Instructor Led HR workshops in Johannesburg, Cape Town, Durban (South Africa) based training
  • Strong delegate participation and practical application of theory

Our objective of this course is to ensure that the acquired tools and knowledge are user friendly and easily applied in the workplace.

All delegates will receive:

  • Material, refreshments (lunch, tea),  after training assistance for 3 months (Human Resources Management and Labour Relations Training Course)
  • Memory stick (with relevant tools and models that can be easily accessed when applied back at work) (Human Resources Management and Labour Relations Training Course)

Upcoming Public Courses

Please click on link below for related public course/s:

Human Resources and Labour Legislation

There are no upcoming events at this time.

Customized Courses – Book or Obtain Instant Quote

We offer the HR Management Course / HR Course / HR Workshopacross the country: Anytime, Anywhere. Click on the link to get an instant proposal or book your course NOW:

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Or alternatively click on the button below to view our full Public Course Calendar of close to 100 events:

2018 Public Course Calendar

Please Phone Us Now To Speak to One of Our Friendly Consultants

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Please Fill in the Form – We Will Get Back to You Within 15 minutes

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Getting to grips with the Labour Relations Act of South Africa – all you need to know about how it operates

 

This article is an informative yet easily digestible summary of The Labour Relations Act South Africa which is guided by Section 27 of the Constitution.

The Labour Relations Act entrenches the rights of workers and employers to form organisations for collective bargaining.  In conjunction with the Basic Conditions of Employment Act, it also safeguards social justice in the establishment of rights and duties of employers and employees, regulates the organisational rights of trade unions, and deals with strikes and lockouts, workplace forums and other ways of resolving disputes.  Through the Commission for Conciliation Mediation and Arbitration (CCMA), Labour Court and Labour Appeal Court it also deals with strikes and lockouts, workplace forums and other ways of resolving disputes.

Labour Relations Act, labour relations

Who does the labour Relations Act apply to?

The Labour Relations Act applies to employers, employees, trade unions and employer organisations.  However, it does not apply to members of:

  • The National Defence Force
  • The National Intelligence Agency
  • The South African Secret Service

Hence, the Labour Relations Act covers the laws that govern labour in South Africa and is guided by Section 27 of the Constitution, which entrenches the rights of workers and employers to form organisations for collective bargaining.

Employer and Employee Organisations

In terms of the Act, all employees and employers have freedom of association which invariably means that they reserve the right to form, join and participate in the activities of registered organisations and that their membership means that they cannot be discriminated against.

The difference between a registered and unregistered union

Unions that are registered with the Department of Labour (DoL) are overseen by constitutions that abide by the principle of calling for a ballot prior to holding a strike or lockout.  Within the union, they also rule against racial as well as gender discrimination.  While organisations do not have to be registered with the DoL, registered unions however, are entitled to more organisational rights than otherwise.

What organisational rights entail

Trade union representatives reserve the right to carry out the following activities provided that such do not disrupt work activities.

  • Enter an employer’s premises with the intention to recruit new members
  • Conduct meetings and ballots in the workplace
  • Deduct trade union subscriptions from the salaries of members
  • Request relevant information from employees that is not legally privileged

Should a certain number of trade union members, that is, not less than 10 exist within the workplace, representatives can be elected to exercise organisational rights.

The higher the number of members a trade union has the higher the number of representatives it can choose, hence the more rights it will have in the workplace.  Should a union have organisational rights in the workplace its representatives will be entitled to oversee certain functions as follows:

  • Assist employees with grievance and disciplinary hearings
  • Monitor employer compliance in terms of Labour Law
  • Report on contraventions of the Labour Relations Act.

Union representatives are also entitled to a reasonable period of paid leave in order to perform such tasks.

How a union acquires organisation rights

Registered trade unions need to first follow the correct procedure in order to exercise organisational rights within the workplace.  Employers should be given fair warning of the union’s intention to exercise its rights and the union should prove that there is adequate support with respect to its endeavours within the organisation.

In the case where an agreement cannot be reached in terms of granting organisational rights the matter can be referred to the CCMA.  A commissioner will be appointed in an attempt to resolve the dispute through conciliation and if the dispute cannot be resolved either party can request that the matter be settled through arbitration.

  • The right to strike

Instead of approaching the CCMA a union may choose to strike.  However, should it do so it will need to wait for a period of one year prior to requesting the CCMA to grant organisational rights.

Union Security Agreements

Two types of agreements provide additional security and boost the bargaining power a union has.

  • Agency shop agreement

The agency shop agreement is a system whereby non-union employees are required to pay a certain amount of money into a special fund as a result of them benefiting from the union’s activities in the workplace or sector.

  • Conditions
    • The agency shop agreement system can only be put in place if the majority of employees in the workplace are members of the union
    • The amount of money paid into the special fund by non-union employees cannot exceed a normal member’s subscription amount
    • The fund should be used exclusively for the purposes of advancing the socio-economic interests of employees and may not, for example, be used to pay political parties. However, it can be used for example in a campaign against a VAT increase.
  • The closed shop agreement

The closed shop agreement entails that the employer and union both agree to compulsory union membership.  Those workers who do not wish to join a union can face dismissal and expulsion from the union will also result in dismissal.

  • Conditions
    • The union must be a majority union where the relevant employer and the union in question both agree to a closed shop system.
    • A ballot must be held among employees in question and a two thirds majority must be in favour of the closed shop system in order for it to be implemented.
    • Funds used are also restricted to the advancement of the socio-economic interests of its members.

BOTI offers courses on the Labour Relations Act across South Africa.  Book now!

Human Resources Management and Labour Relations Training Course

What takes place when employees do not wish to join a union

When employees refuse to belong to a union on the grounds of conscience they are referred to as conscientious objectors.   In this case, they can request that their contribution be paid into a fund managed by the Department of Labour (DoL).   Where a closed shop agreement is concerned conscientious objectors who are dismissed may challenge their dismissal in the Labour Court.  Should the Labour Court find in favour of the objector, the union and not the employer will be required to pay due compensation.

Should at least one third of the employees sign a petition to end the agreement at least three years after a closed shop agreement was made a ballot should be held to establish whether the agreement should continue.

Collective bargaining

The Labour Relations Act promotes what is termed: centralised collective bargaining which describes employers in a sector or area of work who join forces to bargain with one or more unions who may be representing their employees.  For instance, a group of mining companies may join forces in order to negotiate with mineworkers’ unions.

Three systems are involved in collective bargaining.

  • Collective agreement

The collective agreement is a simple agreement between an employer, for example, the Chamber of Mines and a union/s, for example, the National Union of Mineworkers.   The collective agreement only affects these two parties concerned.

  • Conditions
    • Both parties must agree to a collective agreement.
  • Bargaining councils

A bargaining council agreement covers a wide range of issues for example wages, benefits and grievance procedures and extends to all employers and employees within the boundaries of the council’s representation provided that certain requirements are adhered to.

  • Conditions
    • In order to establish a bargaining council there should be sufficient representation in both the union and employer organisations. The degree of representation must be approved by the National Economic Development and Labour Council (NEDLAC).
  • Rights
    • It is the task of bargaining council agents to monitor and enforce all collective agreements. Hence, they have the power to issue compliance orders, publish the contents of collective agreements and conduct investigations into various complaints.

Statutory Councils

A statutory council is a weaker version of the bargaining council.  It cannot be extended to any parties external to the council without the approval of the Minister of Labour.

  • Conditions
    • There must be a 30% representation on both sides in order to establish a statutory council which means that at least 30% of the workers must be employed by 30% of the employers in the sector.
  • Rights
    • Even in a workplace that has no union members unions that are members of a statutory council are entitled to organisational rights of access, ballots, meetings and stop order facilities.

Public Service Co-ordinating Bargaining Council

Set up by Section 35 of the Act, the Public Service Co-ordinating Bargaining Council (PSCBC) is one of the most important bargaining councils and is responsible for negotiating common issues among public service employees.  It has the right to establish additional bargaining councils for various sectors involved in public service.

The Labour Relations Act makes provision for workplace forums

The Labour Relations Act also makes provision for workplace forums that encourage all employees, including non-trade union members to engage in promoting their own interests in the workplace.  Workplace forums comprise elected workers who engage with interested parties regularly to discuss conditions in the workplace.  Such issues handled by workplace forums are better suited to resolution through consultation as opposed to collective bargaining, for instance, education and training, job grading, criteria for increases or bonuses, product development plans and mergers or transfers of ownership.

Workplace forums also have the right to present other proposals to the employer which should be given due consideration.  The employer must provide the forum with concrete reasons should such proposals be rejected.

The aim of workplace forums is to establish a dialogue in the workplace that will boost efficiency in the workplace and employers can consult workplace forums regarding various issues.   While workplace forums do not remove the employer’s right to make unilateral decisions, they increase employee representation in the workplace.

Joint decision-making issues

Joint decision-making issues refer to certain workplace issues that are set aside by the Act which means that employers are required to consult with workplace forums regarding these particular issues as follows:

  • Disciplinary procedures and codes
  • Rules that govern social benefit schemes such as housing or provident funds
  • Workplace rules that are not related to employee conduct
  • Affirmative action measures

N.B.  Did you know?  In terms of the Labour Relations Act employees cannot strike over joint decision-making issues

As prescribed by collective agreements between employers and representative trade unions, issues can either be added to or removed from this list.

As far as such issues are concerned agreement must be reached otherwise they should be referred to the CCMA.  Should the matter fail to be resolved the employer can request that it be resolved through arbitration.

Employees may not strike over joint decision-making issues.

Establishing a workplace forum

The setting up of a workplace forum is restricted to a representative and registered trade union or group of unions and a workplace forum may only be established in a workplace consisting of more than 100 employees.  The process is overseen by the CCMA who appoints a commissioner to assist both parties in coming to an agreement in terms of the functions of the forum.  Should agreement not be reached the CCMA will establish a forum that abides by the rules of the Act.

Guidelines for the constitution of a workplace forum, in particular the process of electing a workplace forum can be found in Schedule 2 of the Act.

Special rights are assigned to trade unions who are recognised by employers as the bargaining agent for all employees.  In this case, they may apply to the CCMA to set up a trade union based workplace forum which means that the union can appoint forum representatives without holding an election.

A workplace forum can only be dissolved if there is a private agreement that allows for this.  Should there be no private agreement in place, a workplace forum can only be dissolved if a representative from the trade union requests a ballot that results in a majority vote in favour of the dissolution of the forum.

  • The rights of workplace forum representatives
    • Each member of the workplace forum must be given a realistic amount of time off to carry out duties and/or receive training with no salary deductions.
    • An employer must provide facilities in order for the forum to operate.
    • Workplace forums may invite experts to attend meetings

 

Workplace forums – how they operate

Workplace forums operate by conducting three types of meetings.

  • Holding regular meetings with representatives
  • Holding regular meetings with the employer during which session the employer must present a report on the company’s performance and financial situation. The employer must also report on the company’s financial situation and any future plans on a yearly basis.
  • Holding meetings with other employees in the workplace to report on activities and any joint decisions made by those at the meeting as well as the employer.
  • Meetings are conducted during working hours and workers concerned are entitled to full wages.

BOTI offers courses on the Labour Relations Act across South Africa.  Book now!

Human Resources Management and Labour Relations Training Course Course

Industrial Action

All industrial action, including strikes, lockouts and picketing is regulated by the Labour Relations Act.   The Act allows for the constitutional rights of employees to strike and provides recourse to employers to seek recourse via lockouts.

When a worker can strike and when an employer can lockout

Disputes over matters of mutual interest between employers and employees may involve strikes and lockouts.  Such include:

  • Wage increases
  • The demand for the recognition of a union as a collective bargaining agent
  • The demand to establish or join a bargaining council
  • The demand for organisational rights
  • The demand to suspend or negotiate unilateral changes in the workplace
  • Unprotected lockouts or strikes by the other party
  • Workers may, in certain cases, strike over retrenchments

What a lockout entails

A lockout takes place when an employer decides to withdraw work from employees or closes the workplace during a labour dispute.

Strikes

Refusing to work only constitutes a strike if two or more workers participate in the action. As long as the refusal to work has a common work-related purpose, the workers concerned may work for different employers.  For example, a domestic worker cannot strike alone yet mineworkers working for different employers are able to do so.

Varying degrees of strike action exist, including:

  • go-slows involving workers decreasing productivity rates
  • work-to-rule which means that employees do no more than the bare minimum required by the rules of the workplace in question
  • intermittent strikes which takes place when employees start and stop the same strike action over a period of time
  • overtime bans which take place when workers refuse to do any voluntary or compulsory overtime work

Two types of strike action exist:

 

Protected Strikes

The first involves protected strikes which provide workers with a certain degree of security in the sense that they cannot be dismissed for striking unless they engage in activities involving misconduct during the strike and employers cannot get a court interdict to stop the strike. Employers are also not allowed to seek damages due to production losses during the strike and they must continue to provide food and accommodation should such form part of the employees’ wages, although employers can reclaim such funds by applying to the Labour Court once the strike has ended.

In terms of the Labour Relations Act workers must follow certain steps in order to commence a protected strike.

  • The issue over which workers intend to strike must first be referred to a bargaining or statutory council or the CCMA.
  • The council concerned or CCMA must attempt to resolve the issue through conciliation within a 30 d ay period.
  • Should the matter remain unresolved a certificate to this effect must be issued.
  • The employer concerned must be given 48 hours’ notice of the intended strike by workers unless the employer is the State where in this instance a 7 day notice period is required.

Union members may force a registered union to hold a ballot prior to holding a protected strike.  A special procedure for disputes also exists which concerns refusals to bargain.  In such instances workers must obtain what is termed an advisory award prior to the strike which cannot force parties to bargain.

  • Exceptions

There are certain situations whereby workers do not need to follow procedure.  Such include:

  • Should the strike be in response to an unprocedural lockout
  • Should the strike be allowed in terms of the conditions of a collective agreement
  • Where the parties to the dispute are council members and the matter has been dealt with in terms of the constitution of the council
  • Should an employer unilaterally change an employee’s working conditions

Unprotected Strikes

If proper procedure is not followed or if any of the following apply a strike will not be protected:

  • A collective agreement is in place that protects the issue being disputed from strike action
  • In terms of this Act, or any collective agreement, the matter must be referred to arbitration or to the Labour Court.
  • The issue is regulated by an arbitration award, collective agreement or sectoral determination.
  • The parties are involved in providing an essential service, for example the South African Police Service (SAPS) and any service that protects personal or public safety or maintenance service, that is where the interruption of that service will physically destroy the working area.

Lockouts

A lockout takes place when an employer prevents employees from entering the workplace in an attempt to force them to accept a demand.  As with strike action, there are protected lockouts and unprotected lockouts.

Protected Lockouts

In the case of a protected lockout workers cannot apply to the court to get an interdict against the action and the lockout does not constitute a breach of contract on the part of the employer.  As is the case with protected strikes employers are not required to pay wages while a protected lockout is underway and employees cannot sue their employers for any losses sustained.  Nevertheless, an employer cannot dismiss an employee who has been locked out and replacement labour can only be hired if the lockout is in response to a strike and for the duration of the lockout.  As with protected strikes, the same rules apply to food and clothing.

In order for a lockout to be protected, employers must follow proper procedure – which is the same as the procedure for holding a protected strike:

  • The issue over which workers intend to strike must first be referred to a bargaining or statutory council or the CCMA.
  • The council concerned or CCMA must attempt to resolve the issue through conciliation within a 30 day period.
  • Should the matter remain unresolved a certificate to this effect must be issued.
  • The employer concerned must be given 48 hours’ notice of the intended strike by workers unless the employer is the State where in this instance a 7 day notice period is required.
  • Exceptions

As with protected strikes, there are certain cases in which this procedure does not have to be followed.  Such include:

  • when the parties to the dispute are members of a council that has dealt with the dispute within its constitution
  • when the lockout has been allowed by the procedures in a collective agreement
  • when the lockout is in response to an unprocedural strike.

 

Picketing

Only a registered trade union has the right to authorise a picket and it can only be held in a public place outside of the workplace, unless the union has the employer’s permission to picket.  The picket must be peaceful and must follow the Code of Good Practice on Picketing issued by NEDLAC.


Labour Relations Act, Labour Relations

BOTI offers business training courses on the Labour Relations Act across South Africa.  Book now!

Human Resources Management and Labour Relations Training Course

Dismissal and disciplinary procedure

Dismissal involves any of the following:

  • A contract of employment has been terminated by an employer with our without notice.
  • An employee reasonably expected the employer to renew a fixed term contract of employment on the same or similar terms but the employer offered to renew the contract on less favourable terms or did not renew it at all
  • An employer refuses to allow a female employee to resume work after taking maternity leave in terms of any law, collective agreement or her contract of employment or was absent from work for up to four weeks before the expected date, and up to eight weeks after the actual date of birth of her child.
  • An employer who dismisses a number of employees for the same or similar reasons has offered to re-employ one or more of them but has refused to re-employ another
  • An employee terminates a contract of employment with our without notice because the employer made continued employment intolerable for the employee

 

When can an employee be dismissed?

An employee can only be dismissed for misconductincapacity or business-related (i.e. operational) reasons.   However, proper procedure for dismissal must always be followed.

Misconduct entails an employee having deliberately or carelessly broken a rule at the workplace, for example, stealing. In such cases, a person may only be dismissed once the employer has followed proper procedure for dismissal due to incapacity.

Incapacity means that the worker has been unable to perform his or her duties properly because of ill health or lack of skills, that is inability.  If an employee is not doing their job properly, he or she can only be dismissed once the employer has followed correct procedures.

HOW READY ARE YOU FOR THE 4TH INDUSTRIAL REVOLUTION?

May the 4th Industrial Revolution be with you – Part 1

This is the first in a series of articles that explore the impact of the 4th Industrial Revolution on modern society.  To understand this phenomenon requires that we think beyond the concept of digital and take a closer look at how the digital space impacts the human space.

In the past 150 years technology has grown exponentially and now that we are literally catching up with ourselves so that we can effectively operate in a world where we have become increasingly reliant on machines not only for comfort, but for survival, it is time to stand still and contemplate what that means for us when it comes to earning a living.

In 1984, did the directors of the movie Terminator have a premonition of the future?

“The Terminator” is a science fiction film that was released in 1984, directed by James Cameron and starring renowned actor turned politician Arnold Schwarzenegger.

4IR is about more than just the rise of the machines

Lessons from the future brought to life in Hollywood – is the future made on the stage?

Schwarzenegger plays the role of a cyborg assassin sent back in time from the year 2029 to 1984 to kill Sarah Connor whose son John Connor would one day lead the rebellion against machines in a post-apocalyptic future.   Yes, you read right, the cyborg assassin was sent back from the year 2029, which is only 10 years from now.  John’s father, Kyle Rees, was sent back in time to protect Sarah and safeguard the upcoming birth of his son which would ultimately result in saving humanity from extinction by machines.

Undoubtedly, scenes from a science fiction movie such as The Terminator characterise the darker side of what we have come to know as the 4th Industrial Revolution, which involves the fusion of technologies that is responsible for blurring the lines between physical, digital and biological spheres and collectively known as cyber-physical systems.  Ultimately, what comes across in this film are scenes of a world run by machines who want nothing more than to eradicate humanity and run the world themselves.

The fact of the matter is that whether we like it or not, today, we are controlled by machines.  Not to say that they are about to turn the tables and kill off the human race, but, without them it is very difficult, if not near to nigh impossible, for us to survive the demands and challenges of the modern era

What does the 4th Industrial Revolution involve?

The 4th Industrial Revolution has a broad signature across many different fields with technology breakthroughs in numerous disciplines including:

  • Fully autonomous vehicles
  • Robotics
  • The Internet of Things
  • Industrial Internet of Things (IIOT)
  • Fifth-generation wireless technologies (5G)
  • Additive manufacturing/3D printing

The 4th Industrial Revolution is different from the previous three eras in that instead of being marked by technological advances, it is concerned rather with advances in communication and connectivity.  Such technologies hold the potential to further connect billions more people to the web and significantly enhance business and organizational efficiencies as well as helping to regenerate the environment using improved asset management techniques.

Build up to the 4th Industrial Revolution

It is not difficult to see how the build up to the 4th Industrial Revolution has its roots in the 3rd Industrial Revolution or Digital Revolution which deals with how fundamental economic change happens with the rise of three types of technological advances, that is:

  • How goods or humans are moved
  • How we communicate and manage information
  • How we power our economies

The 3rd Industrial Revolution therefore was primarily concerned with transformative potentials involving:

  • The Internet of Things and 5G networks
  • Automated driving
  • Renewable energy

The digital revolution began during the 1980s and the birth of its ‘children’, the personal computer, the Internet and information and communications technology was therefore responsible for the advancement of technology in terms of moving from analogue electronic and mechanical devices to what we have today.

Recap on the first two stages of Industrial Revolution

  • The First Industrial Revolution occurred during the 18th and 19th centuries in Europe and North America with the agrarian, rural societies becoming industrial and urban. The textile and iron industries as well as the advent of the water wheel followed by the steam engine were core drivers of the Industrial Revolution.
  • The Second Industrial Revolution occurred between 1870 and 1914 prior to World War 1. It marked a growth period for pre-existing industries as well as expansion into new industries such as electricity, steel and oil and electric power was used for mass production.  This period was responsible for significant technological advances such as the internal combustion engine, the telephone, the light bulb and the phonograph.

Read and write versus tap and swipe

A world run by machines means that we need to work hand in glove with these machines.  Nowadays, the launch pad for education and training in the modern world starts off with children in their first year of schooling using a tablet instead of a pencil and paper to learn to read and write.  Today, children first learn to tap and swipe on the tablet before they learn to read and write.  We have accepted this although we may not be able to relate to how children these days even have their own digital footprint by the age of two!  This poses even further challenges for us in that before we know it, our children will have mastered the world without us being involved since everything they learn at school takes place in a digital environment.

Skill up for the 4th Industrial Revolution

So, how do we skill up for the 4th Industrial Revolution to meet our needs and the needs of the world at large in a machine-run world?  It is simple enough to grasp that what we ultimately need to bear in mind is that technology training, computer skills training and anything involving understanding how digitisation affects our daily lives will do the trick, at least for now.  The next article in this series deals with the impact of training humans in a world run by machines.  Not to be missed!

At Business Optimization Training Institute we are abreast of the times and we pride ourselves in being able to provide you with appropriate technology and computer skills training courses to meet the needs of the 4th Industrial Revolution.  Tap and swipe, read or write, we’ve got them covered.

 

Helen Fenton, Senior Analyst:  Business Optimization Training Institute boti.co.za

BOTi Courses Overview – Negotiation and Conflict Management Training

(Conflict Resolution Training Courses; Conflict Resolution Training Johannesburg, Cape Town. Pretoria (across South Africa); Conflict Resolution Course)

Reduce Conflict!

Don’t be scared of conflict- Rather know how to deal with it and reduce stress in the workplace!

Course Introduction

The Conflict Management and Negotiation Skills Training Course  aims to teach delegates the knowledge, skills, and competencies required to support and master conflict and negotiation skills.

The Challenge

Conflict is part of our current reality in the rapidly changing global environment. Employees of private and state owned entities need to be ready to deal with all differing types of conflict. These include personal conflicts and organizational conflicts. Conflict management and negotiation skills are critical skills for any leader in the workplace.

It is essential that managers become familiar with the theory, processes, and methods for conflict management and negotiations.

The Solution

Key outcomes of this course include:

  • Develop the attributes of a good conflict manager
  • Describe the main sources of conflict
  • Describe appropriate techniques to manage conflict
  • Implement a strategy to resolve conflict
  • Communicate effectively with an employer with regard to conflict issues.
  • Describe the main sources of conflict
  • Understand Organizational conflict modes are explained with examples.
  • Describe the appropriate action plan and strategies to manage conflict.
  • Explain appropriate techniques in conflict management.
  • Explain the attributes of an effective conflict manager.
  • Work effectively with individuals and teams in order to understand conflict and the resolution thereof.
  • Organise oneself and one`s activities so that conflict can be identified and dealt with.
  • Collect, analyse and identify information supplied by parties to a conflict in order to accurately convey them to affected parties.

This course can also be described as Conflict Management in the Workplace Training as it is designed specifically for Corporate situations.

Conflict Management Courses in South Africa (Johannesburg, Cape Town, Durban, Pretoria)

Work Together & Reduce Conflict

Delivery Method

  • Two-day Instructor Led classroom based training
  • Strong delegate participation and practical application of theory

The objectives of Conflict Management Courses in South Africa or Negotiation and Conflict Management Training Courses or Negotiation and Conflict Management Courses, is to ensure that the acquired tools and knowledge are user friendly and easily applied in the workplace.

All delegates will receive:

  • Material
  • Refreshments (lunch, tea)
  • Memory stick (with relevant tools and models that can be easily accessed when applied back at work)
  • Attendance Certificate
  • After training assistance for 3 months

Conflict Management and Negotiation Skills Training Course is an essential skills. As JFK said:  “Leadership and learning are indispensable to each other.” 

Upcoming Public Courses

Please click on link below for related public course/s:
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We also offer Conflict Management Courses in South Africa or Negotiation and Conflict Management Training Courses or Negotiation and Conflict Management Courses and other customized courses  across the country: Anytime, Anywhere. Click on the link to get get instant proposal or book you course:

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Recognition of Prior Learning (RPL) Learnerships / Qualifications Program:  National Certificate: Generic Management

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program: 

National Certificate:  Generic Management

Introduction to the Recognition of Prior Learning (RPL) Program

BOTI offers 5 different Recognition of Prior Learning (RPL) qualifications as follows:

Qualification SAQA ID Level
National Certificate: Business Administration Services 23833 2
National Certificate: Business Administration Services 67465 LP 23655 3
Further Education and Training Certificate: Generic Management 57712 LP 74630 4
Further Education and Training Certificate: Business Administration Services 61595 4
National Certificate: Generic Management 59201 LP 60269 5

BOTI will help you to successfully navigate the rpl process.  Take advantage of your prior learning and enrol now for a recognition of prior learning program suited to your needs.

What is RPL?

“RPL means the comparison of the previous learning and experience of a learner howsoever obtained against the learning outcomes required for a specified qualification, andceptace for purposes of qualification of that which meets the requirements. RPL entails that the learner is assessed to prove his/her competence against a chosen qualification”.  MICT SETA,    http://www.mict.org.za/downloads/What_is_RPL.pdf

Get your rpl application underway and enrol now for rpl training and assessment.  BOTI offers rpl courses across South Africa.

How does it work?

Learners who pre-qualify (based on experience and past educational level) for the RPL Program will be required to demonstrate their competence and prior learning by preparing various Portfolios of Evidence (POE).  BOTI will provide a guided approach to completing the relevant POEs. Upon completion and submission, if the POE indicates that a learner is competent (after assessment and moderation) the relevant qualification will be awarded after submission/ acceptance by the Services SETA. In the case of Learnerships, it is the responsibility of the employer to complete and submit a learnership agreement to their relevant SETA for registration purposes.  BOTI will register the students on the LMIS System of the Service SETA against the selected Qualification (Learnership).

BOTI will help you to successfully navigate the rpl process.  Take advantage of your prior learning and enrol now for a recognition of prior learning program suited to your needs.

National Certificate: Generic Management

SAQA I.D. 59201 NQF Level: 05 Credits: 162

Course duration:  7 contact days over 12 months

Public Course Fee R22 250 (excl. VAT) per learner. If onsite training is held a minimum of 10 individuals is required

Extended Optional Program: We also offer an extended onsite program whereby for an additional R195 000 (excl VAT), an additional 7 Portfolio of Evidence guidance sessions are held. In this extended program students can also have up to three additional Portfolio of Evidence Reviews (if required).

 

Portfolio of Evidence (POE)

A series of 7 workshops will guide delegates through the process of completing 5 Portfolios of Evidence and upon assessment, if deemed competent and based on prior experience, the qualification will be awarded.  The portfolio of evidence will cumulatively cover following areas, amongst others:

  • Management of Performance
  • Leading & Managing a Team
  • Developing Operational Plans / Strategies
  • Relationship Management
  • Development of Staff
  • Ethics and Risk Principles

BOTI will help you to successfully navigate the rpl process.  Take advantage of your prior learning and enrol now for a recognition of prior learning program suited to your needs.

 

Who is this recognition of prior learning (RPL) program aimed at?

  • Middle managers
  • Senior managers

 

What are the pre-requisites for the RPL?

Registration is available to leaners who have a minimum of 2 years in a management position and are competent in maths, communication and computers at NQF 4 (Grade 12 or higher).

BOTI will help you to successfully navigate the rpl process.  Take advantage of your prior learning and enrol now for a recognition of prior learning program suited to your needs.

What is this qualification about?

This qualification deals with managing first line managers in an organisational entity.  First line managers may include team leaders, supervisors, junior managers, section heads and foremen.  The qualification deals with 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.

BOTI will help you to successfully navigate the rpl process.  Take advantage of your prior learning and enrol now for a recognition of prior learning program suited to your needs.

Qualification outcomes that successful delegates will be required to demonstrate

  • Apply the principles of knowledge management
  • Build teams to achieve goals and objectives
  • Create and manage an environment that promotes innovation
  • Develop, implement and evaluate an operational plan
  • Devise and apply strategies to establish and maintain workplace relationships
  • Formulate recommendations for a change process
  • Lead people development and talent management
  • Manage a diverse work force to add value
  • Monitor and evaluate team members against performance standards
  • Monitor, assess and manage risk
  • Select and coach first line managers
  • Analyse leadership and related theories in a work context
  • Apply a systems approach to decision making
  • Apply mathematical analysis to economic and financial information
  • Apply the principles of ethics to improve organisational culture
  • Develop, implement and evaluate a project plan
  • Manage the finances of a unit
  • Use communication techniques effectively
  • Identify brand mix elements
  • Conduct negotiations to deal with conflict situations
  • Recruit and select candidates to fill defined positions
  • Demonstrate ways of dealing with the effects of dread diseases and in particular HIV/AIDS

 

BOTI will help you to successfully navigate the rpl process.  Take advantage of your prior learning and enrol now for a recognition of prior learning program suited to your needs.

 

Book Now or Obtain Instant Quote

We also offer customized courses across the country: Anytime, Anywhere. Click on the link to get get instant proposal or book your course

View Calendar for the latest course

Please Phone Us Now To Speak to One of Our Friendly Consultants

Tel:011-882-8853

OR

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Please Fill in the Form – We Will Get Back to You Within 15 minutes

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BOTI will help you to successfully navigate the rpl process.  Take advantage of your prior learning and enrol now for a recognition of prior learning program suited to your needs.

 

You might also enjoy: 

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program: National Certificate: Business Administration Services NQF Level 03

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program: Generic Management Basics Course Qualification Title: Further Education and Training Certificate: Generic Management

 

MAY THE 4TH INDUSTRIAL REVOLUTION BE WITH YOU – PART 1

How ready are you for the 4th Industrial Revolution?

Only two decades into the 21st Century and the way of the world is fraught with change in light of the impact of the 4th Industrial Revolution as we move further into an era where the distinction between man and machine is becoming less and less obvious.

The way we live, the way we work and the way we think are all going through changes as the new technologies deploy into our homes and places of work.

What does the 4th Industrial Revolution involve?

The 4th Industrial Revolution has a broad signature across many different fields with technology breakthroughs in numerous disciplines including:

  • Fully autonomous vehicles
  • Robotics
  • The Internet of Things
  • Industrial Internet of Things (IIOT)
  • Fifth-generation wireless technologies (5G)
  • Additive manufacturing/3D printing

The 4th Industrial Revolution is different from the previous three eras in that instead of being marked by technological advances, it is concerned rather with advances in communication and connectivity. Such technologies hold the potential to further connect billions more people to the web and significantly enhance business and organizational efficiencies as well as helping to regenerate the environment using improved asset management techniques.

Buildup to the 4th Industrial Revolution

It is not difficult to see how the build up to the 4th Industrial Revolution has its roots in the 3rd Industrial Revolution or Digital Revolution, which deals with how fundamental economic change happens with the rise of three types of technological advances, that is:

  • How goods or humans are moved
  • How we communicate and manage information
  • How we power our economies

The 3rd Industrial Revolution therefore was primarily concerned with transformative potentials involving:

  • The Internet of Things and 5G networks
  • Automated driving
  • Renewable energy

The digital revolution began during the 1980s and the birth of its ‘children’, the personal computer, the Internet and information and communications technology was therefore responsible for the advancement of technology in terms of moving from analogue electronic and mechanical devices to what we have today.

Recap on the first two stages of Industrial Revolution

  • The First Industrial Revolution occurred during the 18th and 19th centuries in Europe and North America with the agrarian, rural societies becoming industrial and urban. The textile and iron industries as well as the advent of the water wheel followed by the steam engine were core drivers of the Industrial Revolution.
  • The Second Industrial Revolution occurred between 1870 and 1914 prior to World War 1. It marked a growth period for pre-existing industries as well as expansion into new industries such as electricity, steel and oil and electric power was used for mass production. This period was responsible for significant technological advances such as the internal combustion engine, the telephone, the light bulb and the phonograph.

Bringing home the reality of the impact of the 4th Industrial Revolution

At home with Alexa and a history lesson with HAL – Science fiction has an uncanny knack of being able to predict the future

Home automation is a biggie right now.  The Amazon Alexa, which has now become known as simply ‘Alexa’ is a home virtual assistant developed by Amazon which uses voice interaction, is capable of making to-do lists, setting alarms, providing weather, sports and traffic updates and other forms of real-time updates such as the news and is also able to control a number of smart devices with itself as the home atumoation system.  Alexa’s ‘skills’ can also be upgraded with new apps such as audio features to include additional functionality.

Alexa users say a ‘wake’ word that alerts an Alexa device of a particular command that it needs to perform.  Take a look at the Amazon Echo Dot here to find out more about these devices:

(sponsored link)

Science fiction has an uncanny knack of being able to predict the future in that the Alexa is not an entirely new concept since a brief look at history will demonstrate that it uncannily appears to be born out of 20th Century Hollywood productions.  In the 1968 film 2001: A Space Odyssey, a system known as HAL (Heuristically Programmed Algorithmic Computer) is a sentient computer or form of AI (artificial intelligence) that interacts with the crew of the Discovery One spacecraft and controls the ship’s systems.  As well as maintaining the ship’s systems while on an interplanetary mission, amongst other things, HAL is also capable of speech and speech recognition, natural language processing, lip reading, facial recognition, automated reasoning, interpreting emotional behaviours, spacecraft piloting and playing chess.

 

Whether we like it or not the 4th Industrial Revolution technologies are here to stay and the way we bank, eat, travel and communicate are only a handful of activities that are affected.  The trick of course is to embrace the advantages of what technology has to offer and not be left behind the curve.  But, how ready are we for unbridled change?  Take our fun quizz ‘Find out how ready you are for 4IR’ and find out where you stand in the overall  scheme of things.

May the 4th Industrial Revolution be with you – Part 4:  “High on Emotion”..(1)

May the 4th Industrial Revolution be with you – Part 4:  “High on Emotion”..(1)

Emotional Intelligence is the new X Factor

This is the fourth in a series of articles that explore how the effects of the 4th Industrial Revolution are filtering into our lives on a global scale, what the workplace of the future will look like in the years to come and how we can ensure that we have the right skills to succeed.  This article explores the concept of Emotional Intelligence as the new X Factor in securing success in the new era of the 4th Industrial Revolution.

Disruption as drivers of the stages of Industrial Revolution

Disruption has been the force behind each stage of Industrial Revolution.  During the First Industrial Revolution, which took place in the 18th and 19th centuries in Europe and North America, it was the textile and iron industries, the introduction of the water wheel and the steam engine that served as the core drivers.  The Second Industrial Revolution that happened between 1870 and 1914 just prior to World War 1, was concerned with expansion into electricity, oil and steel and the Third Industrial Revolution, that began during the 1980s ushered in automated production with the introduction of electronics and information technology.  Now, as we move into the 4th industrial Revolution, as opposed to advances in technology, we are dealing with advances in communication and connectivity and along with that come a whole host of paradigm shifts in that it is not so much what we do but how we do it that determines how well we succeed going forward.

 

The World Economic Forum’s (WEF) Future of Jobs 2018 report highlights certain skills that will be a prerequisite for success in the workplace in 2020 and beyond.  The report is concerned with helping governments, business as well as individuals to skill up for the workplace of the future and interestingly, none of these skills are by any description technical in nature.   Rather, they are concerned with how we relate to one another and high on the list of these essential skills is Emotional Intelligence (EQ).

With the advent of the 4th Industrial Revolution the distinction between physical, digital and biological systems is becoming increasingly blurred in that soon it will be difficult to tell the difference between tasks that are human driven and those that are carried out by robots.

 Are you ready for the 4th Industrial Revolution?  Click here to take our fun quizz ‘Find out how ready you are for 4IR’

In 1982, did the directors of the movie Blade Runner have a premonition of the future?

Science fiction has an uncanny way of predicting the future.  In Part 1 of this series of articles we discussed the movie The Terminator, whereby the story is told of how artificial humans known as ‘Terminators’, in a bid to take over the world, tried, albeit unsuccessfully, to eradicate the human race.

Blade Runner, which ironically enough is set in the year 2019, is another science fiction movie of the same era, and tells the story of artificial humans or androids known as ‘Replicants’, who were created to be used as slave labour on ‘off-world’ colonies.  These androids were virtually identical to humans, but physically stronger and with equal intelligence to humans.  Following a violent mutiny by the Replicants on one of the off-world colonies where several humans were murdered, the Replicants were outlawed on Earth.  Those Replicants that tried to return to Earth illegally were hunted down and ‘executed’ or as the politically correct term used in the movie states ‘retired’ by specialised police units known as ‘Blade Runners’.  However, what is interesting about this plot is that in creating the Replicants, the ‘manufacturers’ built into the design and construction of the androids two ‘fail safe’ mechanisms:

  1. A Replicant had a limited lifespan of four years
  2. A Replicant, even with a high IQ, was not built to experience emotions

There is an element of risk mitigation here in that the manufacturers of the Replicants saw fit to limit the functionality of these artificial humans to protect themselves should the androids turn on their ‘creators’.  Limited functionality and a non-existent EQ meant that it was impossible for the androids to outdo their ‘creators’.

Blade Runner – Main Theme – Vangelis

 

Here is where we can clearly see how the role of Emotional Intelligence comes to the fore in the light of the advent of the 4th Industrial Revolution.  The World Economic Forum ranked Emotional Quotient or EQ sixth on the list of skillsets required to succeed in the workplace as we embrace the 4th Industrial Revolution.

 

What exactly is EQ?

Two researchers, Peter Salavoy and John Mayer first coined the term Emotional Intelligence in 1990.  They described it as “a form of social intelligence that involves the ability to monitor one’s own and others’ feelings and emotions, to discriminate among them, and to use this information to guide one’s thinking and action”.

EQ refers to one’s ability to recognise and control one’s emotions as well as those of others.  Therefore, EQ means that one is aware that emotions can influence our own and others either positively or negatively and how they can be managed to positive effect.

 

What are the main differences between EQ and IQ?

IQ is an individual’s ability to learn.  This measure does not change throughout life and remains the same at any age.  EQ, however, can be learnt and improved upon at any stage of life.  Certain people are naturally more emotionally intelligent, yet an individual’s EQ can be developed through awareness and regular practise.  IQ and EQ operate independently of each other and one does not depend on the other.  Hence, a person with a high IQ does not necessarily possess a high EQ and vice versa.

 

What comprises EQ?

Four core skills are involved in determining an individual’s EQ:

  • Self-awareness
  • Self-management
  • Social awareness
  • Relationship management

These skills fall under the two core competencies:

  • Personal competence

Personal competence refers to the individual as opposed to their interactions on a social level and is concerned with the core skills of self-awareness and self-management.  With self-awareness we identify and understand our emotions and what impact they have on others.  Self-management comes into play when we use our self-awareness to positively guide and direct our behaviour.

  • Social competence

Social competence is a combination of social awareness and relationship management skills and is the ability to not only recognise but also take cognizance of the emotions of others and to use awareness of one’s own as well as others’ emotions to effectively manage relationships.

 

The importance of EQ in the workplace of the future

The emergence of 4th Industrial Revolution technologies such as The Internet of Things (IOT), Artificial Intelligence (AI), Robotics, 3-D Printing, autonomous vehicles and nanotechnology means that workers are gradually being replaced by machines which only compounds the existing problem of workplace inequalities due to varying skill levels.  Hence, EQ takes centre stage in that although technology can go a long way towards replicating human intelligence it falls way short of the mark as far as human emotions are concerned.

So, what advice should we give those who aspire to climb high in the new era of the 4th Industrial Revolution?  Get high on emotion. 

High on Emotion : Chris de Burgh

 

Helen Fenton, Senior Analyst:  Business Optimization Training Institute (BOTi) www.boti.co.za

Reference sources:

  1. ‘High on Emotion’ by Chris de Burgh from the album Man on the line
  2. World Economic Forum (WEF) Future of Jobs 2018 report
  3. Blade Runner – Main Theme – Vangelis

May the 4th Industrial Revolution be with you – Part 3: ‘Domo arigato, Mr Roboto…’(1.)

May the 4th Industrial Revolution be with you – Part 3: ‘Domo arigato, Mr Roboto…’(1.)

This is the third in a series of articles that explore the impact of the 4th Industrial Revolution on how we are living our lives today and what we can do to ready ourselves for the workplace of the future.

According to the World Economic Forum (WEF) The Future of Jobs Report 2018, the 4th Industrial Revolution, with its associated shifting technologies, is set to usher in major waves of change affecting both the way we live and the way we work.   Marked by such disruptive trends and technologies as robotics, 3-D Printing, virtual reality (VR), genetics and biotechnology, the Internet of Things (IOT) and artificial intelligence (AI), the 4th Industrial Revolution is taking us into a new era with brand new frontiers.  So, how do we ensure that we more than just adequately pave the way as to how we skill up for the workplace of the future?

Mr Roboto – Styx

 

The rise of digital banking sees job losses in the banking sector

Our case study for the purposes of this article involves South Africa’s largest bank, Standard Bank, which began its operations in Port Elizabeth in 1862 to provide banking services to the wool traders.  Now, 156 years on, after having gone full circle, and with the largest banking footprint on the African continent, this month it has become the first major South African bank to announce a massive shrinking of its branch network as a result of shifts in technology in that it is set to close the doors on 104 of its branches.

Branch closures, a matter of TYME

Retracting its branch network is in line with a view to adapting the bank’s service offering to remain relevant to its customers with the rise of new digital banking alternatives such as Post Bank, Discovery Bank and Tyme Digital Bank.

Closing 104 branches also means that 1200 employees will lose their jobs.  But, what does the future of work look like for those bank employees whose work space has now become redundant?  How can they reskill themselves to once again find their place in the workplace?

 

A cold slap in the face from a robot

Major advances in technology and increased automation improve our lives and this cannot be denied.  In fact, in the main, they are welcomed wholeheartedly.  Yet, the other side of the coin poses another dilemma.  As sentient beings, it is not an easy task to embrace change in the face of losing a career that was assumed to provide an income for life, especially in favour of what appears as a cold slap in the face from a robot.  Over the past thirty plus years, Standard Bank has been at the forefront of technological development in its sector and in keeping pace as a bank that drives innovation and change is no different today.

 

Standard Bank’s electronic banking children were born in 1984 – a history lesson

Back in 1984, when ‘electronic banking’ was still in its infancy, Standard Bank birthed one of South Africa’s earliest digital banking children when it developed the first business banking digital banking platform in South Africa which was then known as BEST (Bank Electronic System Terminal) and which later evolved into their Business Online digital banking offering.   Still, years down the line, the bank made even greater strides further afield on the African continent, with the introduction of the New Business Online digital banking platform designed to cater to the needs of African businesses beyond South Africa’s borders.

 

‘It’s the end of the world as we know it’ – A new lease on life for retrenched bankers who have worked themselves out of their jobs

While advances in technology will continue to disrupt the workplace and the rise of the machines will spark ‘the end of the world as we know it’, and while still, certain jobs in the lower echelons will be replaced by robots, the jury is still out on to exactly what extent the scope of change will amount to.

Yet, it appears that as far as Standard Bank employees are concerned, they are pretty good at their jobs.   So good in fact that they have worked themselves out of their jobs and literally handed them over to machines and now have nowhere to go.

It’s the end of the world as we know it – REM

 

Reskilling ex bankers who no longer have a branch to hang on to

The question now remains:  where to from here?  With the rise of the machines comes the emergence of another type of animal – the human as leader.  Here is where cross-training over into other disciplines starts to make sense.  Those bankers that now no longer have a branch to hang on to will find themselves up for reskilling in areas that need their technical knowledge operating from behind the stage of keeping the customer king.

Are you still using old tech to get things done?  Or are you still stuck somewhere in the 20th Century of things instead of turning to the Internet of Things?  The 4th Industrial Revolution, along with its disruptive technologies, is rearing its head in more ways than one – and in this new era, the only constant is change.  Click here:

Find out how ready you are for 4IR!

to take our Quiz ‘Let’s see how ready you are for 4IR’ and test your ability to embrace change!

Banking leaders set to be in high demand

Over the next few years, the banking sector will require strong, emotionally intelligent organizational leaders to take the helm and meet the customer needs and expectations of the future.  High on the list of roles for the future in terms of the WEF The Future of Jobs Report 2018 are occupations that require more ‘human’ skills that robots simply cannot replicate.  Banks may be shrinking their branch networks going forward, but, their head office operations are likely to absorb the fat and branch bankers will need to find a head office home and retrain themselves in areas such as:

 

A global ‘cashless society’ is not far off

Money takes on a whole new meaning when viewed through the lens of what is likely to be served up next.  Let’s, for example, think about what happens when we are travelling abroad and need to take funds offshore.  Back in the day when foreign exchange and negotiable instruments were still in their infant state we had a ‘traveller’s letter of credit’.  These then turned into traveller’s cheques, which were subsequently replaced by credit cards.  Now, all one needs to do to take money offshore when travelling abroad is maintain a bank account somewhere with digital access to funds.  Taken a step further, one might also speculate as to how long it will be before the global ‘cashless society’ that people have been talking about since the 1980s will finally rear its head.  And even further still, you can bet your bottom dollar that no crystal ball is needed when predicting that it’s only a matter of time before someone cashes in on creating a world central banking system controlled by a world central bank and operating from a single world currency.

 

Helen Fenton:  Senior Analyst, Business Optimization Training Institute www.boti.co.za

 

 

Reference sources:

  • ‘Domo arigato, Mr Roboto…’ (‘Mr Roboto’ from the Album: Kilroy Was Here, by Styx (released 1983) [Wikipedia])
  • World Economic Forum (WEF) The Future of Jobs Report 2018
  • Fin24

 

BOTi Courses Overview – Project Management Fundamentals Training

Course Introduction

At the end of the course, delegates will be able to identify the characteristics and nature of a project; the stages of the project management process – including how to complete a project charter, define the project scope, understand and develop work breakdown structures. In addition, components of time management will be explored which will enable efficient schedule development. A number of mathematical techniques will be acquired and these will assist with competency in budget, schedule and risk analysis. The responsibilities of a project manager will include conducting an analysis on environmental, socio-economic and organizational structure issues and their possible effects.
Course activities also cover estimating resource costs, controlling project costs; creating a capital budget, and calculating a project’s estimate and variance at completion. The manual is filled with theory and interactive exercises that help ensure knowledge and skills transfer.

Course Outline

Key outcomes of this course include:
Module 1
Project Definition and Project management process
Module 2
Nature of a project including the project environment, manager and team
Module 3
Beginning and planning a Project
Module 4
Scope definition, verification, and controlling change
Module 5
Management of project time including Activity sequencing and duration
Module 6.
Schedule control and development
Module 7
Cost approximating and resources
Module 8
Cost control and budgeting

Course duration

2 days

Who should attend?

This course is suitable for those individuals who manage projects as part of their job function or those who wish to move into the field of project management and need to upgrade their skills.

Prior learning requirements

The course (Project Management Fundamentals Training Course) is designed for the following attendees:

This course will provide delegates with an understanding of project management concepts; the project management process and how to modify and create project plans.
For the Project Management Fundamentals Training Course it is advisable that you have the following experience/knowledge:
None

Related Public Course Schedule and Costs

Please click on link below for our related public course/s


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We also offer customized courses across the country: Anytime, Anywhere. Click on the link to get get instant proposal or book you course:

Book This Course Or Obtain Quote – Now

View Calendar for the latest Public Course Schedule

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Don’t delay.  Skill up at BOTi today.

BOTi – Get on Course

BOTi Courses Overview – Time Management Skills Training

BOTI offers time management courses, time management training programmes and project management training.  Book your seat now on BOTI's Essential Time Management Skills course.  BOTI offers business training programmes across South Africa.

Course Introduction

Time Managing Skills Training will provide you with the skills you need to analyse and manage your time at a business as well as a personal level. You will learn to choose and implement the most appropriate solutions to suit your position and work-style and meet deadlines in your professional and personal life.

The Challenge

Time Management skills are essential business skills as demonstrated by:

  • The fact that time is limited
  • Learning more about how you can manage your time will help you achieve your goals
  • Good time management skills help to reduce stress
  • Higher quality work can be achieved
  • Instilling discipline
  • Enables you to accomplish more with less effort
  • Helps you make better decisions
  • Helps you to become more successful

The Solution

This course aims to teach you how to effectively:

  • Receive and capture diary information online, or process it manually.
  • Schedule time to complete tasks according to specific deadlines and reporting incomplete activities timeously.
  • Plan and follow a work schedule.
  • Create, use and maintain a task list. The value of using and maintaining a task list is known and understood in terms of a specific work context.  Steps or stages are identified.  Information and documentation required is recorded. Additional information received is captured online or processed manually. Completed tasks are reported to the appropriate authority
  • Use and maintain a diary . The purpose of keeping a personal diary as a self-management tool. Relevant information is recorded. Diary entries are used to create an action plan.
  • Prioritise tasks. Tasks are identified in order to create a task list. Tasks are sorted and prioritised according. Time needed to complete tasks is scheduled to meet deadlines.

Training Approach

The course has a strong focus on an outcomes based approach and is presented to encourage group participation and involvement. Key mechanisms used include:

  • Role-plays
  • Practical relevant Exercises
  • Speeches and Presentations
  • Team sessions
  • Practical Demonstrations
  • Questionnaires
  • Discussions  and
  • Case examples

Course duration

2 days

All delegates will receive:

  • Material, refreshments (lunch, tea),  after training assistance for 3 months
  • Memory stick (with relevant tools and models that can be easily accessed when applied back at work)

Public Course Schedule and Costs

Please click on link below for related public course/s:

There are no upcoming events at this time.

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May the 4th Industrial Revolution be with you – Part 2:  Welcome to the 4th Industrial Revolution, you can check out any time you like but you can never leave

This is the second in a series of articles that explore the impact of the 4th Industrial Revolution on how we are living our lives today and how we should go about earning a living in the years to come.

There is no point to hiding in the shadows of our former state

There are some that will say that the 4th Industrial Revolution has indeed already reared its head.  Yet, there are also those that maintain that it is still a distance away.   One way or the other, there is no point to hiding in the shadows of our former state.

For 24 years I’ve been living next door to Alice – but, are the Borg now moving in?

The 3rd Industrial Revolution has been in effect for over a quarter of a century.   But, even though Alice’s 24 years might just be up, the Borg from Star Trek may not yet be living in the house next door and your organisation may not yet have felt the cool, gentle breeze ahead of the wave of change in an age of man blending with machine.  But, according to recent research conducted by global consulting firms, the next decade will see the arrival of the 4th Industrial Revolution in full force.  Along with that a whole new species of machine-driven creatures will evolve out of the changing landscape of today’s training and development arena.

For 24 years I’ve been living next door to Alice but are the Borg now moving in?

 

New technologies will both disrupt and open new job avenues

In October 2018, the World Economic Forum (WEF) released their Future of Jobs 2018 report and its findings disclose the impact that new technologies will have on both disrupting and opening new job avenues and how to prepare the workforce to take on entirely different roles.  Human resources officers and strategy executives from companies across 12 industries and 20 developed and emerging economies participated in the survey.

Don’t rage against the machine in the changing face of the workforce

A major finding reveals that by 2022 more than 50% of all tasks performed in the workplace will be handled by machines and algorithms.  Currently, we are hovering at the 29% level.  Yet, the upside to this is that more machines taking up residence within the workplace, could mean the creation of 133 million new jobs compared to the 75 million jobs that will be displaced by 2022.  So, before we begin to panic or even rage against the machine, let’s examine what the experts say.

Don’t rage against the machine in the changing face of the workforce

Social media and software development on the rise

While increased automation will impact the nature of work in terms of location, format, quality and whether roles are temporary or permanent, it also opens doors that invite demand for new roles to be established.  Such roles include the likes of e-commerce and social media specialists, scientists, data analysts and application and software developers.

Certain other roles do still need human skills

Despite the rise of the machines, it is also anticipated that there will be an increased demand for certain other roles that do still need human skills.  Customer service experts, innovation managers and sales and marketing people are top of the list.

White collar jobs facing obsolescence

Those roles that will disappear into obsolescence fall under the category of white-collar jobs such as pay-roll and accounting clerks.

Companies participating in the survey revealed that the mining and metals and consumer and information technologies industries are expected to suffer more in terms of job displacement as opposed to jobs in companies that offer professional services whereas job demand is likely to be created in other industries.

Increased automation will allow for more flexible working conditions

It is also likely that companies will introduce working conditions that are more flexible and employ more remote staff and contract workers in a specialist task capacity.

Employees will need to be reskilled and upskilled to prepare for jobs created by the 4th Industrial Revolution.

Though it is anticipated that every industry will have skills gaps that need to be filled, the travel and tourism industry as well as the aviation industry are expected to need the greatest amount of reskilling to cope with the changes to come over the next four years.

Region specific roles

Certain roles will also become region specific.  For instance, it is expected that the demand for factory workers will increase in the Middle East, North Africa, Latin America and the sub-Saharan African regions.  Whereas, the demand for financial and investment advisors will increase in the Pacific, East Asia and Western European regions.

Everyone on board

Getting things right in the face of constant change means that everyone needs to be on board.  The role of governments in dealing with the impact of new technologies on labour markets remains critical and business and government are set to plan to create 275 000 jobs each year over the next five years.   This drive includes solutions that focus on technical skills training in the hospitality, construction and automotive industries.

Welcome to the 4th Industrial Revolution – you can check out any time you like, but you can never leave

In every day and age, embracing the changes that are to come are not always easy and there are those that will wish for the return of the ‘old days’ when simple technologies were exactly that – simple.   But, let’s try a simple experiment.  Stand still for a moment and ask yourself how you would feel if your car broke down one night while you were travelling a dark desert highway with the cool wind in your hair and up ahead in the distance you saw a shimmering light that wasn’t the rescue beacon linked to an app on your cell phone that you thought it was.   Welcome to the 4th Industrial Revolution – you can check out any time you like, but you can never leave.

(Reference source:  Fin24)

Helen Fenton, Senior Analyst:  Business Optimization Training Institute – www.boti.co.za

May the 4th Industrial Revolution be with you – Part 1

This is the first in a series of articles that explore the impact of the 4th Industrial Revolution on modern society.  To understand this phenomenon requires that we think beyond the concept of digital and take a closer look at how the digital space impacts the human space.

In the past 150 years technology has grown exponentially and now that we are literally catching up with ourselves so that we can effectively operate in a world where we have become increasingly reliant on machines not only for comfort, but for survival, it is time to stand still and contemplate what that means for us when it comes to earning a living.

In 1984, did the directors of the movie Terminator have a premonition of the future?

“The Terminator” is a science fiction film that was released in 1984, directed by James Cameron and starring renowned actor turned politician Arnold Schwarzenegger.

4IR is about more than just the rise of the machines

Lessons from the future brought to life in Hollywood – is the future made on the stage?

Schwarzenegger plays the role of a cyborg assassin sent back in time from the year 2029 to 1984 to kill Sarah Connor whose son John Connor would one day lead the rebellion against machines in a post-apocalyptic future.   Yes, you read right, the cyborg assassin was sent back from the year 2029, which is only 10 years from now.  John’s father, Kyle Rees, was sent back in time to protect Sarah and safeguard the upcoming birth of his son which would ultimately result in saving humanity from extinction by machines.

Undoubtedly, scenes from a science fiction movie such as The Terminator characterise the darker side of what we have come to know as the 4th Industrial Revolution, which involves the fusion of technologies that is responsible for blurring the lines between physical, digital and biological spheres and collectively known as cyber-physical systems.  Ultimately, what comes across in this film are scenes of a world run by machines who want nothing more than to eradicate humanity and run the world themselves.

The fact of the matter is that whether we like it or not, today, we are controlled by machines.  Not to say that they are about to turn the tables and kill off the human race, but, without them it is very difficult, if not near to nigh impossible, for us to survive the demands and challenges of the modern era.

 

What does the 4th Industrial Revolution involve?

The 4th Industrial Revolution has a broad signature across many different fields with technology breakthroughs in numerous disciplines including:

  • Fully autonomous vehicles
  • Robotics
  • The Internet of Things
  • Industrial Internet of Things (IIOT)
  • Fifth-generation wireless technologies (5G)
  • Additive manufacturing/3D printing

The 4th Industrial Revolution is different from the previous three eras in that instead of being marked by technological advances, it is concerned rather with advances in communication and connectivity.  Such technologies hold the potential to further connect billions more people to the web and significantly enhance business and organizational efficiencies as well as helping to regenerate the environment using improved asset management techniques.

 

Build up to the 4th Industrial Revolution

It is not difficult to see how the build up to the 4th Industrial Revolution has its roots in the 3rd Industrial Revolution or Digital Revolution which deals with how fundamental economic change happens with the rise of three types of technological advances, that is:

  • How goods or humans are moved
  • How we communicate and manage information
  • How we power our economies

The 3rd Industrial Revolution therefore was primarily concerned with transformative potentials involving:

  • The Internet of Things and 5G networks
  • Automated driving
  • Renewable energy

The digital revolution began during the 1980s and the birth of its ‘children’, the personal computer, the Internet and information and communications technology was therefore responsible for the advancement of technology in terms of moving from analogue electronic and mechanical devices to what we have today.

 

Recap on the first two stages of Industrial Revolution

  • The First Industrial Revolution occurred during the 18th and 19th centuries in Europe and North America with the agrarian, rural societies becoming industrial and urban. The textile and iron industries as well as the advent of the water wheel followed by the steam engine were core drivers of the Industrial Revolution.
  • The Second Industrial Revolution occurred between 1870 and 1914 prior to World War 1. It marked a growth period for pre-existing industries as well as expansion into new industries such as electricity, steel and oil and electric power was used for mass production.  This period was responsible for significant technological advances such as the internal combustion engine, the telephone, the light bulb and the phonograph.

 

Read and write versus tap and swipe

A world run by machines means that we need to work hand in glove with these machines.  Nowadays, the launch pad for education and training in the modern world starts off with children in their first year of schooling using a tablet instead of a pencil and paper to learn to read and write.  Today, children first learn to tap and swipe on the tablet before they learn to read and write.  We have accepted this although we may not be able to relate to how children these days even have their own digital footprint by the age of two!  This poses even further challenges for us in that before we know it, our children will have mastered the world without us being involved since everything they learn at school takes place in a digital environment.

 

Skill up for the 4th Industrial Revolution

So, how do we skill up for the 4th Industrial Revolution to meet our needs and the needs of the world at large in a machine-run world?  It is simple enough to grasp that what we ultimately need to bear in mind is that technology training, computer skills training and anything involving understanding how digitisation affects our daily lives will do the trick, at least for now.  The next article in this series deals with the impact of training humans in a world run by machines.  Not to be missed!

At Business Optimization Training Institute we are abreast of the times and we pride ourselves in being able to provide you with appropriate technology and computer skills training courses to meet the needs of the 4th Industrial Revolution.  Tap and swipe, read or write, we’ve got them covered.

 

Helen Fenton, Senior Analyst:  Business Optimization Training Institute boti.co.za

Benefits of the Recognition of Prior Learning (RPL) Learnerships/Qualifications Program

Benefits of the Recognition of Prior Learning (RPL) Learnerships/Qualifications Program

 Employee Benefits

  • Provides a qualification which can be obtained in the workplace (while earning some income)
  • Recognizes and formalizes current employee’s experience and knowledge gained through many years of experience
  • Provides a learner with practical, on the job experience
  • Learners need learnerships because they cannot afford the loss of income that full-time study would cost, and they cannot afford to be on learning programmes that are not directly and practically related to their field of work to enable better career prospects.
  • Learnerships also provide a launch pad for further learning and give learners the opportunity to gain a qualification through a structured learning programme.
  • This qualification is nationally recognised and portable from one company to another.
  • A good qualification provides a basis for further personal development. Work standards and job satisfaction are improved and the learner has a greater self image and self esteem.

Get involved and become part of the recognition of prior learning process and  book now for one of BOTI’s rpl courses.    BOTI offers rpl training programs across South Africa.

Employer Benefits

  • Provides learners who have relevant work experience with a qualification by the end of the Learnership.
  • It is a good way of acknowledging and affirming skills of existing employees.
  • As training programmes combine theory and relevant practical elements, learnerships create skilled people who:

tend to work more independently, need less supervision and possess enhanced problem solving capabilities;

are motivated and strive to add value to the business;

are less likely to leave a company that takes an interest and invests in their personal and professional development.

  • Entering into learning contracts with unemployed people contributes towards building up the skills pool from which employers may recruit relevant skills as needed.
  • The more skills gained the greater the productivity and the more meaningful the individual’s contribution to South Africa’s global competitiveness will be to creating an environment conducive to investment.
  • You can now also claim for training costs of people that are not employed by your company.
  • Learnerships, apprenticeships and internships are a great way to boost your training spend, as you can count the salaries of the learners as a training expenditure.
  • Learnerships for the disabled allow you to score in all the three areas at the same time.
  • Only 15% of your training spend can consist of internal training that is not accredited.  In other words most of your training will have to be unit standard aligned.
  • SETA grants such as the mandatory, pivotal and discretionary grants can help you to fund your training programmes.
Get involved and become part of the recognition of prior learning process and  book now for one of BOTI’s rpl courses.    BOTI offers rpl training programs across South Africa.

Applicable in respect of learnership agreements entered into AFTER 30 September 2016, but BEFORE 1 April 2022

  • Annual allowance:
    • NQF level 1 – 6 – R40 000
    • NQF level 7 – 10 – R20 000
  • Completion allowance:
    • NQF level 1 – 6 – R40 000
    • NQF level 7 – 10 – R20 000

Learners with disabilities:

  • Annual allowance:
    • NQF level 1 – 6 – R60 000
    • NQF level 7 – 10 – R50 000
  • Completion allowance:
    • NQF level 1 – 6 – R60 000
    • NQF level 7 – 10 – R50 00
  • SARS also allows you to deduct R 1 000.00 per young person per month that you employ, which equals an annual saving of R 12 000.00. Terms and conditions apply.
  • You can also benefit from substantial salary savings as previously unemployed learners only need to be paid an allowance instead of the normal salary. Depending on the position under consideration, you can save up to R 2,000 per month per person on a learnership.

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program:  National Certificate: Generic Management

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program: 

National Certificate:  Generic Management

Introduction to the Recognition of Prior Learning (RPL) Program

BOTI offers 5 different Recognition of Prior Learning (RPL) qualifications as follows:

Qualification SAQA ID Level
National Certificate: Business Administration Services 23833 2
National Certificate: Business Administration Services 67465 LP 23655 3
Further Education and Training Certificate: Generic Management 57712 LP 74630 4
Further Education and Training Certificate: Business Administration Services 61595 4
National Certificate: Generic Management 59201 LP 60269 5

BOTI will help you to successfully navigate the rpl process.  Take advantage of your prior learning and enrol now for a recognition of prior learning program suited to your needs.

What is RPL?

“RPL means the comparison of the previous learning and experience of a learner howsoever obtained against the learning outcomes required for a specified qualification, andceptace for purposes of qualification of that which meets the requirements. RPL entails that the learner is assessed to prove his/her competence against a chosen qualification”.  MICT SETA,    http://www.mict.org.za/downloads/What_is_RPL.pdf

Get your rpl application underway and enrol now for rpl training and assessment.  BOTI offers rpl courses across South Africa.

How does it work?

Learners who pre-qualify (based on experience and past educational level) for the RPL Program will be required to demonstrate their competence and prior learning by preparing various Portfolios of Evidence (POE).  BOTI will provide a guided approach to completing the relevant POEs. Upon completion and submission, if the POE indicates that a learner is competent (after assessment and moderation) the relevant qualification will be awarded after submission/ acceptance by the Services SETA. In the case of Learnerships, it is the responsibility of the employer to complete and submit a learnership agreement to their relevant SETA for registration purposes.  BOTI will register the students on the LMIS System of the Service SETA against the selected Qualification (Learnership).

BOTI will help you to successfully navigate the rpl process.  Take advantage of your prior learning and enrol now for a recognition of prior learning program suited to your needs.

National Certificate: Generic Management

SAQA I.D. 59201 NQF Level: 05 Credits: 162

Course duration:  7 contact days over 12 months

Public Course Fee R22 250 (excl. VAT) per learner. If onsite training is held a minimum of 10 individuals is required

Extended Optional Program: We also offer an extended onsite program whereby for an additional R195 000 (excl VAT), an additional 7 Portfolio of Evidence guidance sessions are held. In this extended program students can also have up to three additional Portfolio of Evidence Reviews (if required).

 

Portfolio of Evidence (POE)

A series of 7 workshops will guide delegates through the process of completing 5 Portfolios of Evidence and upon assessment, if deemed competent and based on prior experience, the qualification will be awarded.  The portfolio of evidence will cumulatively cover following areas, amongst others:

  • Management of Performance
  • Leading & Managing a Team
  • Developing Operational Plans / Strategies
  • Relationship Management
  • Development of Staff
  • Ethics and Risk Principles

BOTI will help you to successfully navigate the rpl process.  Take advantage of your prior learning and enrol now for a recognition of prior learning program suited to your needs.

 

Who is this recognition of prior learning (RPL) program aimed at?

  • Middle managers
  • Senior managers

 

What are the pre-requisites for the RPL?

Registration is available to leaners who have a minimum of 2 years in a management position and are competent in maths, communication and computers at NQF 4 (Grade 12 or higher).

BOTI will help you to successfully navigate the rpl process.  Take advantage of your prior learning and enrol now for a recognition of prior learning program suited to your needs.

What is this qualification about?

This qualification deals with managing first line managers in an organisational entity.  First line managers may include team leaders, supervisors, junior managers, section heads and foremen.  The qualification deals with 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.

BOTI will help you to successfully navigate the rpl process.  Take advantage of your prior learning and enrol now for a recognition of prior learning program suited to your needs.

Qualification outcomes that successful delegates will be required to demonstrate

  • Apply the principles of knowledge management
  • Build teams to achieve goals and objectives
  • Create and manage an environment that promotes innovation
  • Develop, implement and evaluate an operational plan
  • Devise and apply strategies to establish and maintain workplace relationships
  • Formulate recommendations for a change process
  • Lead people development and talent management
  • Manage a diverse work force to add value
  • Monitor and evaluate team members against performance standards
  • Monitor, assess and manage risk
  • Select and coach first line managers
  • Analyse leadership and related theories in a work context
  • Apply a systems approach to decision making
  • Apply mathematical analysis to economic and financial information
  • Apply the principles of ethics to improve organisational culture
  • Develop, implement and evaluate a project plan
  • Manage the finances of a unit
  • Use communication techniques effectively
  • Identify brand mix elements
  • Conduct negotiations to deal with conflict situations
  • Recruit and select candidates to fill defined positions
  • Demonstrate ways of dealing with the effects of dread diseases and in particular HIV/AIDS

 

BOTI will help you to successfully navigate the rpl process.  Take advantage of your prior learning and enrol now for a recognition of prior learning program suited to your needs.

 

Book Now or Obtain Instant Quote

We also offer customized courses across the country: Anytime, Anywhere. Click on the link to get get instant proposal or book your course

View Calendar for the latest course

Please Phone Us Now To Speak to One of Our Friendly Consultants

Tel:011-882-8853

OR

FOR CELL PHONES CLICK TO CALL

Please Fill in the Form – We Will Get Back to You Within 15 minutes

Please Email Us Now  – We Will Get Back to You Within 15 minutes

BOTI will help you to successfully navigate the rpl process.  Take advantage of your prior learning and enrol now for a recognition of prior learning program suited to your needs.

 

You might also enjoy: 

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program: National Certificate: Business Administration Services NQF Level 03

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program: Generic Management Basics Course Qualification Title: Further Education and Training Certificate: Generic Management

 

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program:  Generic Management Basics Course Qualification Title: Further Education and Training Certificate: Generic Management

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program: 

Generic Management Basics Course Qualification Title: Further Education and Training Certificate: Generic Management

 

Introduction to the Recognition of Prior Learning (RPL) Program

BOTI offers 5 different Recognition of Prior Learning (RPL) qualifications as follows:

Qualification SAQA ID Level
National Certificate: Business Administration Services 23833 2
National Certificate: Business Administration Services 67465 LP 23655 3
Further Education and Training Certificate: Generic Management 57712 LP 74630 4
Further Education and Training Certificate: Business Administration Services 61595 4
National Certificate: Generic Management 59201 LP 60269 5

Get your rpl application underway and enrol now for rpl training and assessment.  BOTI offers rpl courses across South Africa.

What is RPL?

“RPL means the comparison of the previous learning and experience of a learner howsoever obtained against the learning outcomes required for a specified qualification, andceptace for purposes of qualification of that which meets the requirements. RPL entails that the learner is assessed to prove his/her competence against a chosen qualification”.  MICT SETA,    http://www.mict.org.za/downloads/What_is_RPL.pdf

Get your rpl application underway and enrol now for rpl training and assessment.  BOTI offers rpl courses across South Africa.

How does it work?

Learners who pre-qualify (based on experience and past educational level) for the RPL Program will be required to demonstrate their competence and prior learning by preparing various Portfolios of Evidence (POE).  BOTI will provide a guided approach to completing the relevant POEs. Upon completion and submission, if the POE indicates that a learner is competent (after assessment and moderation) the relevant qualification will be awarded after submission/ acceptance by the Services SETA. In the case of Learnerships, it is the responsibility of the employer to complete and submit a learnership agreement to their relevant SETA for registration purposes.  BOTI will register the students on the LMIS System of the Service SETA against the selected Qualification (Learnership).

Get your rpl application underway and enrol now for rpl training and assessment.  BOTI offers rpl courses across South Africa.

Generic Management Basics Course Qualification Title: Further Education and Training Certificate: Generic Management

SAQA I.D. 57712 LP 74630
NQF Level: NQF Level 04

Credits: 150

Course duration:  6 contact days over 1 year

Public Course Fee R19 325 (excl. VAT) per learner. If onsite training is held a minimum of 10 individuals is required.

Extended Optional Program: We also offer an extended onsite program whereby for an additional R195 000 (excl VAT), an additional 7 Portfolio of Evidence guidance sessions are held. In this extended program students can also have up to three additional Portfolio of Evidence Reviews (if required).

Get your rpl application underway and enrol now for rpl training and assessment.  BOTI offers rpl courses across South Africa.

Portfolio of Evidence (POE)

A series of 7 workshops will guide delegates through the process of completing 5 Portfolios of Evidence and upon assessment, if deemed competent and based on prior experience, the qualification will be awarded.

  • Achieve Objectives by developing plans
  • Organising Resources
  • Team Leading
  • Management of Performance
  • Ethical Decision Making

Get your rpl application underway and enrol now for rpl training and assessment.  BOTI offers rpl courses across South Africa.

Who is this recognition of prior learning (RPL) program aimed at?

  • New managers
  • Junior managers
  • Supervisors

 Get your rpl application underway and enrol now for rpl training and assessment.  BOTI offers rpl courses across South Africa.

What are the pre-requisites for the RPL?

Delegates need to have at least 2 years in a supervisory position and be  competent in communication, computers and maths at NQF 3 (Grade 11 or higher).


Get your rpl application underway and enrol now for rpl training and assessment.  BOTI offers rpl courses across South Africa.

 

What is this qualification about?

The qualification is geared towards enabling one to become proficient in a wide range of skills and shaping and developing your knowledge, attitudes and values in order to be able to:

  • Gather and analyse pertinent information
  • Analyse events impacting the business and competitor environment
  • Comply with organizational standards
  • Motivate individuals and teams
  • Negotiate in a typical work situation
  • Understand the role of business strategy as it applies to the junior management level
  • Manage the budget within a defined area of responsibility
  • Apply management principles and practices within a defined area of responsibility
  • Manage work unit performance in order to achieve specific goals
  • Behave ethically and promote ethical behavior in a work situation
  • Understand the consequences of HIV/AIDS in the workplace

 

Get your rpl application underway and enrol now for rpl training and assessment.  BOTI offers rpl courses across South Africa.

Qualification outcomes that Successful Delegates will be required to demonstrate

Upon completion of this course you should be able to effectively:

  • Apply leadership concepts within a work context
  • Apply the code of conduct of the organisation in the work environment
  • Manage to conduct a structured meeting
  • Apply a systematic approach towards achieving defined objectives
  • Identify the responsibilities of a team leader to ensure that organisational standards are met
  • Manage expenditure against a dedicated budget
  • Monitor the level of service in respect of a range of customers
  • Motivate and build a team
  • Prioritise time and work with respect to self as well as the team
  • Solve problems, make decisions and implement required solutions
  • Accommodate the needs of the audience and within the required context with respect to oral and signed communication
  • Interpret and use information derived from written text
  • Use correct language and communication in occupational learning programmes
  • Write, present and sign texts for a variety of communicative contexts
  • Apply knowledge of statistics and probability in order to critically interrogate and effectively communicate findings with respect to life-related problems
  • Engage in sustained oral and signed communication and evaluate spoken and signed texts
  • Read, view, analyse and respond to a variety of texts
  • Represent, analyse and calculate shape and motion in 2-and 3- dimensional space within various different contexts
  • Apply mathematics to investigate and monitor the financial aspects of personal, business, national and international affairs
  • Apply the writing process in order to compose texts required in the business environment
  • Write, present and sign for a wide range of contexts
  • Demonstrate knowledge and understanding of HIV/AIDS in a workplace, and its effects on a business sub-sector, one’s own organisation and a specific workplace
  • Demonstrate knowledge and application of the Occupational Health and Safety Act, 85 of 1993 (OHSA) (as amended) and the responsibilities of management in terms of the Act
  • Manage individual as well as team performance
  • Identify and explain the core and support functions of an organization
  • Understand and describe the relationship of junior management to other roles

 

Get your rpl application underway and enrol now for rpl training and assessment.  BOTI offers rpl courses across South Africa.

 

Book Now or Obtain Instant Quote

We also offer customized courses across the country: Anytime, Anywhere. Click on the link to get get instant proposal or book your course

View Calendar for the latest course

Please Phone Us Now To Speak to One of Our Friendly Consultants

Tel:011-882-8853

OR

FOR CELL PHONES CLICK TO CALL

Please Fill in the Form – We Will Get Back to You Within 15 minutes

Please Email Us Now  – We Will Get Back to You Within 15 minutes

 

Get your rpl application underway and enrol now for rpl training and assessment.  BOTI offers rpl courses across South Africa.

You might also enjoy: 

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program: National Certificate: Business Administration Services NQF Level 03

Get your rpl application underway and enrol now for rpl training and assessment.  BOTI offers rpl courses across South Africa.

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program:  Further Education and Training Cerfificate:   Business Administration Services NQF Level 02

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program: 

Further Education and Training Certificate:  Business Administration Services

Introduction to the Recognition of Prior Learning (RPL) Program

BOTI offers 5 different Recognition of Prior Learning (RPL) qualifications as follows:

Qualification SAQA ID Level
National Certificate: Business Administration Services 23833 2
National Certificate: Business Administration Services 67465 LP 23655 3
Further Education and Training Certificate: Generic Management 57712 LP 74630 4
Further Education and Training Certificate: Business Administration Services 61595 4
National Certificate: Generic Management 59201 LP 60269 5

 

BOTI offers rpl training and rpl courses across South Africa and the recognition of prior learning process entails dedicated rpl assessment and moderation to assess individual competence.

What is RPL?

“RPL means the comparison of the previous learning and experience of a learner howsoever obtained against the learning outcomes required for a specified qualification, andceptace for purposes of qualification of that which meets the requirements. RPL entails that the learner is assessed to prove his/her competence against a chosen qualification”.  MICT SETA,    http://www.mict.org.za/downloads/What_is_RPL.pdf

BOTI offers recognition of prior learning learnerships across South Africa and the rpl process entails dedicated rpl assessment and moderation to assess individual competence.

How does it work?

Learners who pre-qualify (based on experience and past educational level) for the RPL Program will be required to demonstrate their competence and prior learning by preparing various Portfolios of Evidence (POE).  BOTI will provide a guided approach to completing the relevant POEs. Upon completion and submission, if the POE indicates that a learner is competent (after assessment and moderation) the relevant qualification will be awarded after submission/ acceptance by the Services SETA. In the case of Learnerships, it is the responsibility of the employer to complete and submit a learnership agreement to their relevant SETA for registration purposes.  BOTI will register the students on the LMIS System of the Service SETA against the selected Qualification (Learnership).

BOTI offers rpl training and rpl courses across South Africa and the recognition of prior learning process entails dedicated rpl assessment and moderation to assess individual competence.

Further Education and Training Certificate: Business Administration Services

SAQA I.D. 61595 NQF Level: NQF Level 04 Credits: 140

Course duration: 6 contact days over 1 year

Public Course Fee R19 325 (excl. VAT) per learner. If onsite training is held a minimum of 10 individuals is required.

Extended Optional Program: We also offer an extended onsite program whereby for an additional R195 000 (excl VAT), an additional 7 Portfolio of Evidence guidance sessions are held. In this extended program students can also have up to three additional Portfolio of Evidence Reviews (if required).

BOTI offers rpl training and rpl courses across South Africa and the recognition of prior learning process entails dedicated rpl assessment and moderation to assess individual competence.

Portfolio of Evidence (POE)

A series of 6 workshops will guide delegates through the process of completing 7 Portfolios of Evidence and upon assessment, if deemed competent and based on prior experience, the qualification will be awarded.  The POE will cumulatively cover following areas, among others:

  • Working as a member of a team
  • Ethics and personal effectiveness
  • Finance services and administration
  • Managing new developments and contracts
  • Communication and reporting

BOTI offers rpl training and rpl courses across South Africa and the recognition of prior learning process entails dedicated rpl assessment and moderation to assess individual competence.

Who is this recognition of prior learning (RPL) program aimed at?

  • Administrative staff with 3 years’ work experience

 

What are the pre-requisites for the RPL?

  • Learners need a Matric with 2 languages passed as well as 3 years’ experience. They also need to be computer literate or complete the RPL Level 3 Learnership.

 

What is this qualification about?

This qualification provides you with the  knowledge and skills in the Management of Records, Comprehension of written and verbal texts, Business Writing, Problem Solving, Ethics, Cultural Awareness, Self Management and Self Development, Project Teamwork and Business Policies and Procedures.

BOTI offers rpl training and rpl courses across South Africa and the recognition of prior learning process entails dedicated rpl assessment and moderation to assess individual competence.

Qualification Outcomes That Successful Delegates Will Be Required To Demonstrate

Upon completion of this course you need to be able to:

  • Achieve personal effectiveness in the business environment
  • Analyse new developments reported in the media that could impact on a business sector or industry
  • Apply the budget function in a business unit
  •  Comply with organisational ethics
  • Contract service providers
  • Describe and apply the management of stock and fixed assets in a business unit
  • Describe and assist in the control of fraud in an office environment
  • Develop administrative procedures in a selected organization
  • Display cultural awareness in dealing with customers and colleagues
  • Manage administration records
  • Manage service providers in a selected organization
  • Present information in report format
  • Work as a project team member
  • Apply efficient time management to the work of a department/division/section
  • Accommodate audience and context needs in oral communicatio
  • Interpret a variety of literary textsInterpret and use information from texts
  • Write texts for a range of communicative contexts
  • Apply knowledge of statistics and probability to critically interrogate and effectively communicate findings on life related problems
  • Engage in sustained oral communication and evaluate spoken texts
  • Measure, estimate and calculate physical quantities and explore, critique and prove geometrical relationships in 2 and 3 dimensional space in the life and workplace of adult with increasing responsibilities
  • Read analyse and respond to a variety of texts Use mathematics to investigate and monitor the financial aspects of personal, business, national and international issues
  • Use the writing process to compose texts required in the business environment
  • Write for a wide range of context
  • Apply knowledge of self and team in order to develop a plan to enhance team performanc
  • Co-ordinate meetings, minor events and travel arrangements
  • Process incoming and outgoing telephone calls

 

BOTI offers rpl training and rpl courses across South Africa and the recognition of prior learning process entails dedicated rpl assessment and moderation to assess individual competence.

Book Now or Obtain Instant Quote

We also offer customized courses across the country: Anytime, Anywhere. Click on the link to get get instant proposal or book your course

View Calendar for the latest course

Please Phone Us Now To Speak to One of Our Friendly Consultants

Tel:011-882-8853

OR

FOR CELL PHONES CLICK TO CALL

Please Fill in the Form – We Will Get Back to You Within 15 minutes

Please Email Us Now  – We Will Get Back to You Within 15 minutes

 

 

You might also enjoy: 

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program: National Certificate: Business Administration Services NQF Level 03

BOTI offers rpl training and rpl courses across South Africa and the recognition of prior learning process entails dedicated rpl assessment and moderation to assess individual competence.

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program:  National Certificate:  Business Administration Services NQF Level 02

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program:  National Certificate:  Business Administration Services NQF Level 02

Introduction to the Recognition of Prior Learning (RPL) Program

BOTI offers 5 different Recognition of Prior Learning (RPL) qualifications as follows:

Qualification SAQA ID Level
National Certificate: Business Administration Services 23833 2
National Certificate: Business Administration Services 67465 LP 23655 3
Further Education and Training Certificate: Generic Management 57712 LP 74630 4
Further Education and Training Certificate: Business Administration Services 61595 4
National Certificate: Generic Management 59201 LP 60269 5

 What is RPL?

“RPL means the comparison of the previous learning and experience of a learner howsoever obtained against the learning outcomes required for a specified qualification, andceptace for purposes of qualification of that which meets the requirements. RPL entails that the learner is assessed to prove his/her competence against a chosen qualification”.  MICT SETA,    http://www.mict.org.za/downloads/What_is_RPL.pdf

BOTI offers recognition of prior learning learnerships across South Africa and the rpl process entails dedicated rpl assessment and moderation to assess individual competence.

How does it work?

Learners who pre-qualify (based on experience and past educational level) for the RPL Program will be required to demonstrate their competence and prior learning by preparing various Portfolios of Evidence (POE).  BOTI will provide a guided approach to completing the relevant POEs. Upon completion and submission, if the POE indicates that a learner is competent (after assessment and moderation) the relevant qualification will be awarded after submission/ acceptance by the Services SETA. In the case of Learnerships, it is the responsibility of the employer to complete and submit a learnership agreement to their relevant SETA for registration purposes.  BOTI will register the students on the LMIS System of the Service SETA against the selected Qualification (Learnership).

BOTI offers recognition of prior learning learnerships across South Africa and the rpl process entails dedicated rpl assessment and moderation to assess individual competence.

National Certificate: Business Administration Services

SAQA I.D. 23833 NQF Level: NQF Level 02 Credits: 130

Course duration:  9 contact days over 12 months (RPL Option)

Public Fee R20 195 (excl. VAT) per learner.  If onsite training is held a minimum of 10 individuals is required. Extended Optional Program:  We also offer an extended onsite program whereby for an additional R195 000 (excl VAT), an additional 7 Portfolios of Evidence guidance sessions are held.  In this extended program students can also have up to three additional Portfolio of Evidence Reviews (if required).

 

Portfolio of Evidence (POE)

A series of 9 workshops will guide delegates through the process of completing 8 Portfolios of Evidence and upon POE assessment, if deemed competent and based on prior experience, the qualification will be awarded.  Among others, the POE will cumulatively cover the following areas:

  • Working with data and using a computer
  • Skills in basic finance
  • Communication in the workplace
  • Teamwork
  • Managing one’s time
  • Personal growth in the workplace
  • Office skills
  • The business/workplace environment

BOTI offers recognition of prior learning learnerships across South Africa and the rpl process entails dedicated rpl assessment and moderation to assess individual competence.

Who is this recognition of prior learning (RPL) program aimed at?

  • Administrative staff with 1 – 2 years’ work experience

What are the pre-requisites for the RPL?

  • Delegates need at least a Grade 9 (Std 7) with 1-2 years’ experience in an administrative role.  They need to be competent at a Grade 9 Level in Maths Literacy and English Literacy (NQF Level 1).

What is this qualification about?

Administration is an essential field of learning as the competences required by people doing administrative tasks are generic in nature and apply to all businesses in all sectors and to many non-business organisations such as sports and cultural clubs and the like.   Administrative tasks and administration is carried out at various levels depending upon the nature and size of the organization and its management structure.  People involved in administration are known by such terms as secretaries, administrative assistants, administrators and clerks depending on the organization in which they are employed.  There is therefore an ongoing need for highly skilled administrative personnel and a need for a well-developed learning pathway to cater for administrative personnel at the various levels at which they operate.  Qualification outcomes that successful delegates will be required to demonstrate are as follows:

  • Attend to customer enquiries in an office setting
  • Behave in a professional manner in a business environment
  • Conduct basic financial transations
  • Contribute to the health, safety and security of the workplace
  • Demonstrate an understanding of a selected business environment
  • Demonstrate knowledge of and produce word processing documents using basic functions
  • Demonstrate the ability to use electronic mail software to send and receive messages
  • Identify and maintain the types of records required in own industry and understand why it is necessary to create evidence and maintain confidentiality
  • Investigate the structure of an organization as a workplace
  • Keep informed about current affairs related to one’s own industry
  • Maintain an existing information system in a business environment
  • Maintain time and work processes within a business environment
  • Operate a personal computer system
  • Operate and take care of equipment in an office environment
  • Operate in a team
  • Operate personal computer peripherals
  • Organise oneself in the workplace
  • Process incoming and outgoing telephone calls
  • Process numerical and text data in a business environment
  • Receive and execute instructions
  • Maintain effective working relationships with other members of staff
  • Access and use information from texts
  • Apply basic knowledge of statistics and probability to influence the use of data and procedures in order to investigate life related problems
  • Demonstrate understanding of rational and irrational numbers and number systems
  • Maintain and adapt oral communication
  • Measure, estimate and calculate physical quantities and explore, describe and represent geometrical relationships in 2-dimensions in different life or workplace contexts
  •  Respond to literary texts
  • Use mathematics to investigate and monitor the financial aspects of personal and community life
  • Work with a range of patterns and functions and solve problems
  • Write for a defined context
  • Apply knowledge of self in order to make a personal decision
  • Demonstrate knowledge and understanding of the rights and responsibilities of the individual under the South African Constitution
  • Demonstrate knowledge and understanding of the structures that reinforce and support human rights in South Africa
  • Do basic research.Demonstrate knowledge and understanding of HIV/AIDS in a workplace, and its effects on a business sub-sector, own organisation and a specific workplace

BOTI offers recognition of prior learning learnerships across South Africa and the rpl process entails dedicated rpl assessment and moderation to assess individual competence.

Book Now or Obtain Instant Quote

We also offer customized courses across the country: Anytime, Anywhere. Click on the link to get get instant proposal or book your course

View Calendar for the latest course

Please Phone Us Now To Speak to One of Our Friendly Consultants

Tel:011-882-8853

OR

FOR CELL PHONES CLICK TO CALL

Please Fill in the Form – We Will Get Back to You Within 15 minutes

Please Email Us Now  – We Will Get Back to You Within 15 minutes

 

 

You might also enjoy: 

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program: National Certificate: Business Administration Services NQF Level 03

BOTI offers recognition of prior learning learnerships across South Africa and the rpl process entails dedicated rpl assessment and moderation to assess individual competence.

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program:  National Certificate:  Business Administration Services NQF Level 03

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program:  National Certificate:  Business Administration Services NQF Level 03

Introduction to the Recognition of Prior Learning (RPL) Program

BOTI offers 5 different Recognition of Prior Learning (RPL) qualifications as follows:

Qualification SAQA ID Level
National Certificate: Business Administration Services 23833 2
National Certificate: Business Administration Services 67465 LP 23655 3
Further Education and Training Certificate: Generic Management 57712 LP 74630 4
Further Education and Training Certificate: Business Administration Services 61595 4
National Certificate: Generic Management 59201 LP 60269 5

BOTI is one of South Africa’s leading rpl training providers and offers recognition of prior learning learnerships countrywide, based on rpl assessment and moderation.

What is RPL?

“RPL means the comparison of the previous learning and experience of a learner howsoever obtained against the learning outcomes required for a specified qualification, and acceptance for purposes of qualification of that which meets the requirements. RPL entails that the learner is assessed to prove his/her competence against a chosen qualification”.[1] 1] MICT SETA, http://www.mict.org.za/downloads/What_is_RPL.pdf

BOTI is one of South Africa’s leading rpl training providers and offers recognition of prior learning learnerships countrywide, based on rpl assessment and moderation.

How does it work?

Learners who pre-qualify (based on experience and past educational level) for the RPL Program will be required to demonstrate their competence and prior learning by preparing various Portfolios of Evidence (POE).  BOTI will provide a guided approach to completing the relevant POEs.  Upon completion and submission, if the POE indicates that a learner is competent (after assessment and moderation) the relevant qualification will be awarded after submission/ acceptance by the Services SETA.  In the case of Learnerships, it is the responsibility of the employer to complete and submit a learnership agreement to their relevant SETA for registration purposes.  BOTI will register the students on the LMIS System of the Service SETA against the selected Qualification (Learnership).

 

BOTI is one of South Africa’s leading rpl training providers and offers recognition of prior learning learnerships countrywide, based on rpl assessment and moderation.

National Certificate: Business Administration Services

SAQA I.D. 67465 NQF Level: NQF Level 03 Credits: 120

Course duration: 7 contact days over a year

Public Course Fee:  R18 250 (excl. VAT) per learner. If onsite training is held a minimum of 10 individuals is required.

 Extended Optional Program: We also offer an extended onsite program whereby for an additional R195 000 (excl VAT), an additional 7 Portfolio of Evidence guidance sessions are held. In this extended program students can also have up to three additional Portfolio of Evidence Reviews (if required).

BOTI is one of South Africa’s leading rpl training providers and offers recognition of prior learning learnerships countrywide, based on rpl assessment and moderation.

Portfolio of Evidence (POE)

A series of 7 workshops will guide delegates through the process of completing 7 Portfolios of Evidence and upon assessment, if deemed competent and based on prior experience, the qualification will be awarded. The POE will cumulatively cover the following areas, amongst others

  • Numeracy in business
  • Reception management
  • Events management
  • Team management
  • Business communication
  • Office management

BOTI is one of South Africa’s leading rpl training providers and offers recognition of prior learning learnerships countrywide, based on rpl assessment and moderation.

Who is this recognition of prior learning (RPL) program aimed at?

  • Administrative staff with 1 – 2 years’ work experience

 

What are the pre-requisites for the RPL?

  • Delegates require at least a Grade 10 (Std 8) with 1 – 2 years’ experience in an administrative role. Further, delegates need to be competent at a Grade 10 Standard Grade in English Literacy and Maths (NQF 2 or higher).

 

BOTI is one of South Africa’s leading rpl training providers and offers recognition of prior learning learnerships countrywide, based on rpl assessment and moderation.

 

What is this qualification about?

This qualification deals with in Information Handling, Communications, Enterprise /customer service, Technology, Organisation skills, Self-development, Teamwork and Business policies and procedures.

This qualification is intended to enhance the provision of service within the field of Administration within all sectors.

 

BOTI is one of South Africa’s leading rpl training providers and offers recognition of prior learning learnerships countrywide, based on rpl assessment and moderation.

Qualification outcomes that successful delegates will be required to demonstrate

  • Demonstrate ability to use the World Wide WebOperate in a team
  • Co-ordinate meetings, minor events and travel arrangements
  • Demonstrate understanding of employment relations in an organization
  • Function in a business environment
  • Introduce new staff to the workplace
  • Maintain a Booking System
  • Maintain a secure working environment
  • Monitor and control office supplies
  • Monitor and control the maintenance of office equipment
  • Plan and conduct basic research in an office environment
  • Plan and prepare meeting communications
  • Plan, monitor and control an information system in a business environment
  • Produce and use spreadsheets for business
  • Produce word processing documents for business
  • Use communication skills to handle and resolve conflict in the workplace
  • Demonstrate an understanding of a selected business environment
  • Accommodate audience and context needs in oral communication
  • Communicate verbally and non-verbally in the workplace
  • Demonstrate an understanding of the use of different number bases and measurement units and an awareness of error in the context of relevant calculations
  • Gain an introduction to business administration and embark upon business administration training now.
  • Describe, apply, analyse and calculate shape and motion in 2-and 3- dimensional space in different contexts
  • Interpret and use information from texts
  • Investigate life and work related problems using data and probabilitie
  • Perform Basic Business Calculations
  • Use mathematics to investigate and monitor the financial aspects of personal, business and national issue
  • Write texts for a range of communicative contexts
  • Apply basic business principles
  • Monitor and control reception area
  • Process incoming and outgoing telephone calls  

BOTI is one of South Africa’s leading rpl training providers and offers recognition of prior learning learnerships countrywide, based on rpl assessment and moderation.

Book Now or Obtain Instant Quote

We also offer customized courses across the country: Anytime, Anywhere. Click on the link to get get instant proposal or book your course

View Calendar for the latest course

Please Phone Us Now To Speak to One of Our Friendly Consultants

Tel:011-882-8853

OR

FOR CELL PHONES CLICK TO CALL

Please Fill in the Form – We Will Get Back to You Within 15 minutes

Please Email Us Now  – We Will Get Back to You Within 15 minutes

 [email protected]

BOTI is one of South Africa’s leading rpl training providers and offers recognition of prior learning learnerships countrywide, based on rpl assessment and moderation.

 

You might also enjoy:

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program: National Certificate: Business Administration Services NQF Level 02

 

BOTI is one of South Africa’s leading rpl training providers and offers recognition of prior learning learnerships countrywide, based on rpl assessment and moderation.

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program:  National Certificate:  Business Administration Services NQF Level 02

Recognition of Prior Learning (RPL) Learnerships / Qualifications Program:  National Certificate:  Business Administration Services NQF Level 02

Introduction to the Recognition of Prior Learning (RPL) Program

BOTI offers 5 different Recognition of Prior Learning (RPL) qualifications as follows:

Qualification SAQA ID Level
National Certificate: Business Administration Services 23833 2
National Certificate: Business Administration Services 67465 LP 23655 3
Further Education and Training Certificate: Generic Management 57712 LP 74630 4
Further Education and Training Certificate: Business Administration Services 61595 4
National Certificate: Generic Management 59201 LP 60269 5

 What is RPL?

“RPL means the comparison of the previous learning and experience of a learner howsoever obtained against the learning outcomes required for a specified qualification, and acceptance for purposes of qualification of that which meets the requirements. RPL entails that the learner is assessed to prove his/her competence against a chosen qualification”.[1] 1] MICT Seta, http://www.mict.org.za/downloads/What_is_RPL.pdf

How does it work?

Learners who pre-qualify (based on experience and past educational level) for the RPL Program will be required to demonstrate their competence and prior learning by preparing various Portfolios of Evidence (POE).  BOTI will provide a guided approach to completing the relevant POEs. Upon completion and submission, if the POE indicates that a learner is competent (after assessment and moderation) the relevant qualification will be awarded after submission/ acceptance by the Services SETA. In the case of Learnerships, it is the responsibility of the employer to complete and submit a learnership agreement to their relevant SETA for registration purposes.  BOTI will register the students on the LMIS System of the Service SETA against the selected Qualification (Learnership).

National Certificate: Business Administration Services

SAQA I.D. 23833 NQF Level: NQF Level 02 Credits: 130

Course duration:  9 contact days over 12 months (RPL Option)

Public Fee R20 195 (excl. VAT) per learner. If onsite training is held a minimum of 10 individuals is required. Extended Optional Program: We also offer an extended onsite program whereby for an additional R195 000 (excl VAT), an additional 7 Portfolio of Evidence guidance sessions are held. In this extended program students can also have up to three additional Portfolio of Evidence Reviews (if required).

Portfolio of Evidence (POE)

A series of 9 workshops will guide delegates through the process of completing 8 Portfolio of Evidence and upon POE assessment, if deemed competent and based on prior experience, the qualification will be awarded. Among others, the POE will cumulatively cover the following areas:

  • Working with data and using a computer;
  • Skills in basic finance;
  • Communication in the workplace;
  • Teamwork;
  • Managing one’s time;
  • Personal growth in the workplace;
  • Office skills; and
  • The business/workplace environment.

Who is this recognition of prior learning (RPL) program aimed at?

  • Administrative staff with 1 – 2 years’ work experience

What are the pre-requisites for the RPL?

  • Delegates need at least a Grade 9 (Std 7) with 1-2 years’ experience in an administrative role. They need to be competent at a Grade 9 Level in Maths Literacy and English Literacy (NQF Level 1).

What is this qualification about?

Administration is an essential field of learning as the competences required by people doing administrative tasks are generic in nature and apply to all businesses in all sectors and to many non-business organisations such as sports and cultural clubs and the like. Administrative tasks and administration are done at various levels depending upon the nature and size of the organization and its management structure. People involved in administration are known by such terms as secretaries, administrative assistants, administrators and clerks depending on the organization in which they are employed. There is therefore an on-going need for highly skilled administration personnel and a need for a well-developed learning pathway to cater for administrative personnel at the various levels at which they operate. Qualification outcomes that successful delegates will be required to demonstrate:

  • Attend to customer enquiries in an office setting.
  • Behave in a professional manner in a business environment.
  • Conduct basic financial transations.
  • Contribute to the health, safety and security of the workplace.
  • Demonstrate an understanding of a selected business environment.
  • Demonstrate knowledge of and produce word processing documents using basic functions.
  • Demonstrate the ability to use electronic mail software to send and receive messages.
  • Identify and maintain the types of records required in own industry and understand why it is necessary to create evidence and maintain confidentiality.
  • Investigate the structure of an organization as a workplace.
  • Keep informed about current affairs related to one’s own industry.
  • Maintain an existing information system in a business environment.
  • Maintain time and work processes within a business environment.
  • Operate a personal computer system.
  • Operate and take care of equipment in an office environment.
  • Operate in a team.
  • Operate personal computer peripherals.
  • Organise oneself in the workplace.
  • Process incoming and outgoing telephone calls.
  • Process numerical and text data in a business environment.
  • Receive and execute instructions.
  • Maintain effective working relationships with other members of staff.
  • Access and use information from texts.
  • Apply basic knowledge of statistics and probability to influence the use of data and procedures in order to investigate life related problems.
  • Demonstrate understanding of rational and irrational numbers and number systems.
  • Maintain and adapt oral communication.
  • Measure, estimate and calculate physical quantities and explore, describe and represent geometrical relationships in 2-dimensions in different life or workplace contexts.
  •  Respond to literary texts.
  • Use mathematics to investigate and monitor the financial aspects of personal and community life.
  • Work with a range of patterns and functions and solve problems.
  • Write for a defined context.
  • Apply knowledge of self in order to make a personal decision.
  • Demonstrate knowledge and understanding of the rights and responsibilities of the individual under the South African Constitution.
  • Demonstrate knowledge and understanding of the structures that reinforce and support human rights in South Africa.
  • Do basic research.Demonstrate knowledge and understanding of HIV/AIDS in a workplace, and its effects on a business sub-sector, own organisation and a specific workplace.

Book Now or Obtain Instant Quote

We also offer customized courses across the country: Anytime, Anywhere. Click on the link to get get instant proposal or book your course

View Calendar for the latest course

Please Phone Us Now To Speak to One of Our Friendly Consultants

Tel:011-882-8853

OR

FOR CELL PHONES CLICK TO CALL

Please Fill in the Form – We Will Get Back to You Within 15 minutes

Please Email Us Now  – We Will Get Back to You Within 15 minutes

 [email protected]

 

Comprehensive Summary of Skills Development Act

THE SKILLS DEVELOPMENT ACT, 1998

The purpose of the Act

The short supply of experienced employees is a severe obstacle to the competition of our sector. The SKILLS DEVELOPMENT ACT intends to broaden the understanding and also competencies of the work force in order to boost efficiency as well as employment.

The Key Purposes of the Act are:

  • To enhance the quality of life of employees, their prospects of work and also labour mobility
  • To boost performance in the work environment and also the competition of employers
  • To increase the degrees of financial investment in education and also training in the work market and also to enhance the return on that financial investment
  • To promote self-employment
  • To improve the delivery of services
  • Secret Issues as well as Commitments of the Act

The objectives of the Act are to be attained by establishing an institutional and economic framework, which will certainly include the National Skills Authority (NSA), the National Skills Fund (NSF), the Field Education And Learning as well as SETAs as well as establishments in the Department of Labour.

The composition of the NSA is as follows

  • Chairperson
  • Executive Officer
  • Organised service (BSA and Nafcoc).
  • Arranged labour (Cosatu, Nactu as well as Fedusa).
  • Federal government divisions (Labour, Education And Learning, DPSA, DTI as well as DACST).
  • Local Reps (Youth, Women People with impairments, Rural as well as Civic).
  • Reps from education and training providers (college, more education, grown-up basic education and also training, and personal).
  • The Minister of labour is mandated by the Act to establish and also, where necessary, help a SETA for any type of nationwide economic sector. A SETA needs to create as well as implement a skills plan, within the national skills development structures, by developing sector work skills plans. It needs to promote learnerships by determining workplaces for proper work experiences. SETAs have the function to keep an eye on the top quality of education and also training in their industries. They need to liaise with Employment Services, the NSA and also the provinces. A SETA needs to report to the Director-General of the Division of Work on the execution of its industry skills strategies and its revenue and expense. The SETAs are financed for the levies gathered from its market and monies paid to it form the National Skills Fund.

One of the functions of a SETA is to establish a learnership that has an organized understanding programme as well as a practical work experience of a defined nature as well as period. The learnership should lead to a credentials that is recognised by SAQA

The composition of a SETA must, in regards to area 11 of the Act, include:.

  • Organised companies (including sme’s).
  • Arranged labour.
  • Relevant provisional government divisions.
  • Relevant professional bodies (optional).
  • Representatives develop the appropriate negotiating council (optional).
  • The Director-General of the Department of Work is obliged in regards to section 22 of the Act to establish a Skills Growth Preparation System in the Division and also offer it with the personnel as well as financial resources required for the efficiency of its functions. The features of the Device are:.

to research study and also evaluate the labour market in order to determine abilities development needs for South Africa as whole, each sector of the economic situation and body organs of state.
help in the formulation of the countries abilities development method and also field abilities development strategies.
to provide info on skills to the Minister, NSA, SETA, education and training carriers, and also organs of state.
The Director-General isrequired to set up labour centres in the Department. The functions of the work centres are to supply employment services for workers, companies, training carriers and also rural areas. The work centres are to execute the following:.

to register work-seekers.
to register openings and job opportunities.
to aid prescribed classifications of persons–.
to enter special education and training programs.
to find work.
to begin inbound generating projects.
to participate in special employment programs.
The Act established a Fund for projects that have been recognized in the national skills growth technique as top priority or various other jobs the Director-General views as essential to the accomplishment of the functions of the Act. The Skills Growth Levies Act of 1999 offers the collection, management, dispensation as well as guideline of the monies in the Fund.

Lastly, the Act provides for the public sector employer in the national and provincial spheres of government to budget for at the very least one percent of its pay-roll for education and also training of its employees with effect from 1 April 2000 as well as to contribute funds to a SETA where necessary.

Creating High Performing Teams through Performance Management

Creating High Performing Teams through Performance Management

Your journey towards mastering leadership continues with getting to the nitty-gritty of how well you and your team are performing and whether each team member is up to scratch in delivering on their assigned tasks.  You want to know if there are any misunderstandings, incidents involving miscommunication or problems with specific team members that could create project inefficiencies.  You also want to know whether anyone is pulling more than their fair share of the weight.

Essentially, you are acutely aware that any chain is only as strong as its weakest link, therefore you want to see if there are any weak links in the performance chain and make sure that other team members or the project itself do not take unnecessary strain as a result.  You are also acutely aware that at the end of the day, you are responsible to ensure that all key performance areas are sufficiently addressed.

How do you establish whether you and your team are performing to the required standards?  You will find that the material covered in this course might be just what you were looking for since, from the outset you will learn how to effectively formulate a development plan and set realistic performance goals and measures that will help to keep everything and everyone on track.  You will also learn to master the art of monitoring and evaluating performance against assigned objectives and do this in such a way that your team stays the course.

Get top performance from your team when you enrol now on  BOTI’s Creating High Performing Teams through Performance Management course.  BOTI offers leadership skills training, management training programmes and leadership and management courses.   BOTI offers business training programmes across South Africa.

Course duration

3 days

All teams go through four stages: forming, storming, norming then performing.  Get your team performing and learn how to:

  • Formulate development plans.
  • Set realistic and achievable goals and measures.
  • Monitor and evaluate performance against assigned objectives.
  • Leverage your individual leadership style.
  • Leverage your communication skills.
  • Apply the management functions of Planning Organising Leading and Controlling.
  • Motivating a team.
  • Recognise the importance of trust.

Get top performance from your team when you enrol now on  BOTI’s Creating High Performing Teams through Performance Management course.  BOTI offers leadership skills training, management training programmes and leadership and management courses.   BOTI offers business training programmes across South Africa.

Benefits of attending:  Creating High Performing Teams through Performance Management course

Upon successful completion of this course you will have mastered the techniques involved in creating high performing teams using performance management techniques and will have developed your skills in the following areas:

  • Setting performance goals that are measurable, clear, achievable and aligned to individual career paths, organizational objectives and legislative requirements.
  • Setting performance goals that are in line with legislative requirements including the Skills Development Act and the Employment Equity Act.
  • Quantify performance measures to facilitate performance evaluation.
  • Undertake appropriate actions to obtain agreement from relevant parties in terms of identified performance goals and measures.
  • Formulate plans in a clear manner in terms of specific improvement actions, time frames and accountability.
  • Formulate plans that are focused on competencies needed to achieve performance goals of the individual, the department and the organization.
  • Take appropriate facilitation actions to obtain agreement on development plans from relevant parties.
  • Monitor and evaluate performance using performance evaluation techniques that are valid, current and sufficient.
  • Align performance goals and measures with organizational and industry practices and values,.
  • Monitor and assess performance against performance goals on an ongoing basis.
  • Record progress and update records as part of the performance management process.
  • Analyse performance records to identify performance variations and compile appropriate action plans.
  • Provide feedback to address competence gaps and poor performance, recognize good performance and revise performance goals.
  • Provide feedback that is constructive, tactful, hones and respectful and is focused solely in performance.

Get top performance from your team when you enrol now on  BOTI’s Creating High Performing Teams through Performance Management course.  BOTI offers leadership skills training, management training programmes and leadership and management courses.   BOTI offers business training programmes across South Africa.

Who is this course suitable for?

This course is aimed at supervisors, team leaders and junior managers who manage a team.

This Unit Standard course is aligned to Unit Standard 11473:  Manage individual and team performance

 

 

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Upcoming Public Courses

Please click on link below for related public course/s:

Leadership and Supervisory Skills

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You might also enjoy: Effectively Manage Human Resources & Labour Relations , Cape Town

Creative Problem Solving and critical thinking course, DURBAN

Developing your Interpersonal Skills to Effectively Resolve Conflict , DURBAN

Get top performance from your team when you enrol now on  BOTI’s Creating High Performing Teams through Performance Management course.  BOTI offers leadership skills training, management training programmes and leadership and management courses.   BOTI offers business training programmes across South Africa.

Public Course Schedule and Costs

Please click on link below for our closely linked public course:

There are no upcoming events at this time.

Customized Courses – Book or Obtain Instant Quote

We also offer the above course across the country: Anytime, Anywhere. Click on the link to get an instant proposal or book your course NOW:

Book Course, Anytime, Anywhere
Or alternatively click on the button below to view our full Public Course Calendar of close to 100 events:

2018 Public Course Calendar
 

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 [email protected]

Mastering Data & Records Management

Mastering Data & Records Management

Keeping records, although often considered to be a tedious task, is of the utmost importance in literally keeping things on track.  It’s only when one is under pressure to find information that has not been properly updated or kept in the right place or has been misfiled in a nebulous system that the importance of keeping administrative records becomes painfully evident and really hits home in a big way..

The material covered in this course will help you to maintain systems that will enable you to control and manage all types of confidential information and administrative records.  You will also learn how to install and maintain an efficient and effective system for the ordering and distribution of office stationery.

BOTI offers office administration courses, business admin training and office management training programmes.  Book your seat now on BOTI’s Mastering Data & Records Management course.  BOTI offers business training programmes across South Africa.

Course duration

2 days

Get your records up to date and learn how to:

  • Control and deal with confidential information and documents.
  • Control and evaluate ordering and distribution of office stationery.
  • Implement control measures with individuals.
  • Identify and solve problems related to co-ordination and maintenance of effective office procedures and processes.
  • Effectively work with others when controlling confidential information.
  • Effectively work with others when maintaining stationery stock.
  • Collect, analyse, organize and critically evaluate information pertaining to the smooth running of an office.
  • Effectively communicate with individuals while co-ordinating and maintaining effective procedures and processes.

BOTI offers office administration courses, business admin training and office management training programmes.  Book your seat now on BOTI’s Mastering Data & Records Management course.  BOTI offers business training programmes across South Africa.

Benefits of attending Mastering Records & Data Management course:

Upon successful completion of this course you will have mastered the techniques of good records management and will have developed your skills in the following areas:

  • Understanding the nature of confidential information.
  • Understanding the systems and procedures for dealing with confidential information.
  • Securing documents in an appropriate manner.
  • Securing documents within an appropriate timeframe.
  • Securing documents and information without compromising any relevant stakeholder.
  • Appropriate methods for the ordering and distribution of office stationery.
  • Implementing a plan to effectively control office stationery policies, procedures and strategies.
  • Developing plans to monitor, maintain and improve stationery stock levels in terms of organizational requirements.
  • Developing and implementing effective shrinkage controls.
  • Implementing control measures with individuals to ensure smooth running systems.
  • Producing accurate reports that reflect stationery movements for a given period of time.

BOTI offers office administration courses, business admin training and office management training programmes.  Book your seat now on BOTI’s Mastering Data & Records Management course.  BOTI offers business training programmes across South Africa.

Who is this course suitable for:

This course is aimed at those individuals who wish to improve their office administration skills.

This Unit Standard course is aligned to Unit Standard 110009:  Manage administration records.

 

 

Public Course Schedule and Costs

Please click on link below for related public course/s:
There are no upcoming events at this time.

Customized Courses – Book or Obtain Instant Quote

We also offer the above course across the country: Anytime, Anywhere. Click on the link to get an instant proposal or book your course NOW:

Book Course, Anytime, Anywhere
Or alternatively click on the button below to view our full Public Course Calendar of close to 100 events:

2018 Public Course Calendar
 

Please Phone Us Now To Speak to One of Our Friendly Consultants

Tel:011-882-8853

OR

FOR CELL PHONES CLICK TO CALL

Please Fill in the Form – We Will Get Back to You Within 15 minutes

Please Email Us Now  – We Will Get Back to You Within 15 minutes

 [email protected]

 

You might also enjoy: Slick and Confident Telephone Management Techniques

Professional Receptionist Training

Events Management Expertise

 

BOTI offers office administration courses, business admin training and office management training programmes.  Book your seat now on BOTI’s Mastering Data & Records Management course.  BOTI offers business training programmes across South Africa.

BOTi Courses Overeview – Advanced Microsoft Excel Training

Chart your course with Excel and enrol now for BOTI's Creating Spectacular Charts and Graphs Using Excel course!   We have the right formulas to get you moving ahead with Excel training courses and computer training courses.  BOTI offers business training programmes across South Africa.

Course Introduction 

The Advanced Microsoft Excel Training Course will help you master  the art of Excel when you learn how to design, construct and effectively use robust financial spreadsheets.   This  is a practical course that will give you the tools and techniques needed to design models to suit a wide range of purposes.  ou will learn how to use  the Excel Table feature like a pro, automate tasks with marvellous  macros and become a chart wizard!

The Challenge 

Managers are often faced with the task of analysing high volumes of data in order to provide useful data for decision making. Microsoft Excel is a very powerful tool in the hands of those who know how to use it effectively.   On the other hand,  if you are not au fait with the advanced features, you will not reap the benefits of all that it has to offer.

The Solution

Mastering this course will enable you to:

  • Understand and use advanced functions such as logic and lookup functions.
  • Consolidate data from multiple workbooks.
  • Protect a Microsoft Excel Workbook and save with a backup
  • Create and modify Pivot Tables and Pivot Charts.
  • Protect workbooks, worksheets and cells within worksheets.
  • Work with calculated fields and summary tools.
  • Analyse multiple data sources with the Power Pivot ad-in.
  • Automate Pivot Tables with macros.
  • Create and modify Macros.
  • Use advanced functions.
  • Export and import data.
  • Use conditional formatting.

This course is specifically for individuals who work within top management and key skills learnt include the ability to:

  • Auto Calculate
  • Cell edit
  • Work with multiple worksheets
  • Understand data entry ranges
  • Calculate across worksheets
  • Worksheet and workbook linking
  • Data consolidation, analysis and management
  • Export and import
  • Query external databases
  • Import data
  • Import CSV files
  • Work with the Text Import Wizard
  • Export data
  • Choose a specific format
  • Export to Word
  • Past data with a link
  • Copy a graph with a link
  • Work with sub totals and summarizing
  • Manipulate display of totals
  • Worked with advanced value field settings
  • Work with advanced data management
  • Validate cell entries
  • Work with Pivot Table Reports and layout
  • Refresh data
  • Work with macros
  • Work with conditional formatting and Smart Art
  • Work with conditional formatting with graphics
  • Work with Smart Art graphics

Training Approach 

This course has a strong focus on an outcomes based approach and is presented to encourage group participation and involvement. Key mechanisms used include:

  • Practical relevant exercises
  • Speeches and presentations
  • Team sessions
  • Practical demonstrations
  • Role-plays
  • Questionnaires
  • Discussions
  • Case examples

Related excel courses include:

All delegates will receive

  • Material and refreshments
  • Memory stick (with relevant tools and models that can be easily accessed when applied  in the workplace)

Upcoming Public Courses

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Accredited Computer Courses

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There are no upcoming events at this time.

There are no upcoming events at this time.

There are no upcoming events at this time.

There are no upcoming events at this time.

There are no upcoming events at this time.

There are no upcoming events at this time.

There are no upcoming events at this time.

There are no upcoming events at this time.

Please Phone Us Now To Speak to One of Our Friendly Consultants

Tel:011-882-8853

OR

FOR CELL PHONES CLICK TO CALL

Please Fill in the Form – We Will Get Back to You Within 15 minutes