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Process To Follow When Compiling A WSP

Understand Requirements Identify Needs Engage Stakeholders Set Goals Develop Plans Allocate Budget Compile Documents Submit to SETA Review and Revise Implement Training Evaluate and Report Claim Grants Monitor Progress Meet Deadlines Gather Feedback Keep Records Review and Renew.

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145 views5 pages

Process To Follow When Compiling A WSP

Understand Requirements Identify Needs Engage Stakeholders Set Goals Develop Plans Allocate Budget Compile Documents Submit to SETA Review and Revise Implement Training Evaluate and Report Claim Grants Monitor Progress Meet Deadlines Gather Feedback Keep Records Review and Renew.

Uploaded by

irene hulk
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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8.

Compiling a WSP

8.1 Process to Follow when Compiling a WSP


The diagram on the next page describes the process within which a WSP is compiled:

Skills Planning
Operational
Business
Strategy &
Objectives Operational
HR Strategy &
Objectives Sector Skills
Plans &
HRD Skills Priorities
Strategy &
Objectives Unit Standards &
Qualifications
Pathways

Alignment of organisation specific


Determination of “broad
competencies & unit standards
banded” job profile titles

Development of outcomes-
based job profiles

Compilation of business Business Unit


unit team skills matrix Skills Matrix
Evaluation of business
unit & individual
performance Determination of business
unit & job profile skill
priorities

Base Skills
Audit Forms Conducting the base skills
gap audit on team members

Targeting of individuals for Individual


skills development Development
Plan

Compilation of the business


unit skills plan Tracking of individual skills
development progress
Compilation & submission
of the consolidated WSP

Compilation & submission


Skills Plan of the annual training report

Annual Training
Report

Skills Planning
8.2 WSP Preparation Checklist
In order to prepare for completion and submission of a WSP, companies need to complete a number of
steps. The latest WSP Template and Guidelines documents can be accessed via the Fasset website,
www.fasset.org.za.

The following information needs to be gathered, analysed and discussed. Certain decisions need to be made
in terms of current training plans for the levy year:

1 Company details

2 Details of the Skills Development Facilitator

3 Details of the training committee or consultative forum involved in the development of the WSP

4 A total qualifications profile of all employees against NQF levels

5 Company strategic priorities for 2003

6 Annual company skills development (education and training) priorities for current year

7 The NQF level of planned skills priorities, i.e. the proposed level at which the course/ programme/
workshop is aimed

8 Beneficiaries of skill priorities related to occupational, population and gender groups

9 Nature of learning interventions, i.e. in-house, external, formal educational institution.

Analysis of Past Skills / or Training Plans and Records

1 Gather information relating to previous workplace skills or training plans and records.

2 Analyse and discuss these documents. List positive results of these documents and make use of
these for future planning.

Correlate Data Obtained and work through WSP Format

Obtain all information relating to your Seta’s templates and guidelines. Correlate all information gathered.

Obtain Endorsement a Submit Plan to SETA

1 Obtain management and training committee endorsement.

2 Submit plan within Seta deadline.

Strategic business priorities must be accounted for in the determination of skills priorities. Business priorities
refer to the interventions needed to ensure the development of the business and all the employees. Needs
forecasting involve the analysis of internal and external conditions. It requires an understanding of future
human resource requirements netted against future human resource availability.

In order to do strategic skills planning, the company must engage in Human Resource (HR) planning. HR
planning describes the intended actions of the organisation to ensure that the organisation has the right
number and the right mix of people at the right time and place to efficiently achieve present and future
organisational goals. HR planning is a part of total business planning. HR needs to provide such input as key
HR issues, HR environmental constraints and internal HR capability, and business managers must
communicate their business needs for this plan to be functional and realistic.

Skills Planning
Implementing a WSP

The organisation should keep records of all the training, activities, assessment and/ or development
initiatives implemented according to the WSP in preparation for preparing the ATR. The most current
Workplace Skills Plan Implementation Report and Guidelines document must be used.

Training/activities/assessments that have taken place during the year need to be tracked and
training/activities/assessments that still need to be completed also need to be tracked.

The Training report must list all the interventions that have been implemented according to the WSP. If
training or other initiatives planned in the WSP were not completed, justification for this should be recorded.

Fasset will measure the achievements identified in the report against the priorities outlined in the WSP, with
the intention to pay the employer the relevant grant if they have implemented the plan sufficiently.

Skills Planning
Skills Planning

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