Presentation: Gerhard Visser (Snr)
•Download as PPTX, PDF•
1 like•564 views
The ingredients of the ideal skills cuisine in South Africa.
Recommended
Recommended
More Related Content
What's hot
What's hot (19)
Similar to Presentation: Gerhard Visser (Snr)
Similar to Presentation: Gerhard Visser (Snr) (20)
More from Contact Centre Management Group
More from Contact Centre Management Group (20)
Recently uploaded
Recently uploaded (20)
Presentation: Gerhard Visser (Snr)
- 1. PRESENTED BY: Gerhard Visser (Snr) L & D Intelligence: Your Skills Cuisine &
- 2. BEE Creative 2 Once upon a time ……… and again on 2 November 2019
- 4. BEE the Best in South Africa 4 Roadmap: 1. BEE Return on Investment Model (RoI) 2. Your Skills Cuisine: High Impact Learning Models (HILL) eSTUDY CK Connect Solution 3. eSTUDY endorsing CCMG Professional Designations
- 5. BEE Intelligent 5 Section 1: BEE Return on Investment (RoI) Model
- 6. Extra-Ordinary Expenses (Annual) 47pts 40% Lighter Weight Elements Ordinary Expenses 71 pts 60% Heavy Weight Elements RoI Evaluation Scale: Per BEE Element Per BEE Points 60% “BEE Level 6” Achieve 40% Sub-minimums @ 17 pts = 88 pts “BEE Level 4” 22 3 OW 23 4 PP 17 2 MC & EE 25 pts 21% 19 pts 16% 27 pts 23% 6 19 SD 3 8 SUD 11pts 9% 1 5 ED 1 4 SED 5 pts 4% 25 pts 21% 6 pts 5% BEE Responsible
- 7. BEE Instrumental 7 BEE Analyst – BEE Return on Investment Model 01 02 03 04 05 RoI Strategic Indicators RoI Cost Barometer RoI Accelerators RoI Multipliers RoI Funding Mechanisms
- 8. BEE the Best in South Africa 8 BEE RoI Strategic Indicators 01 OWNERSHIP: % Growth in Net Asset Value / Share price Improvement in Client Relationships MANAGEMENT CONTROL: Employment Equity Headcount Growth in meeting EE targets SKILLS DEVELOPMENT: Promotion of people to Higher Occupational levels Upskilling unemployed people PROCUREMENT: Improvement in procurement trends meeting BEE targets SUPPLIER DEVELOPMENT: Contribution to Procurement trends ENTERPRISE DEVELOPMENT: Contribution to Procurement trends SOCIO ECONOMIC DEVELOPMENT: Goodwill as responsible corporate citizen
- 9. BEE Creative 9 01 02BEE Cost Barometer COST PER BEE POINT – Rand Value OW: Per dividend payable per BEE point SD: Skills Expenditure (6%) Disabled Training Spend (0.3%) Cat C & D Internships / Learnerships (No) Headcount as absorbed (%) SUD: SUD spend per BEE point ED: ED spend per BEE point SED: SED spend per BEE point
- 10. BEE Intelligent 10 01 02 RoI Accelerators 03 Use of RoI Accelerators within your BEE Scorecard, linked to benchmark targets: • BLACK FEMALES • NEW ENTRANTS • DESIGNATED GROUP • BONUS POINTS • CAT C & D INTERNSHIPS & LSHIPS • BLACK OWNED PRIVATE EQUITY FUNDS • CAT B, C & D SALARIES/STIPENDS
- 11. BEE Responsible 11 01 05 04 ACADEMY: Skills Development INCUBATOR: Procurement Supplier Development Enterprise Development YES4YOUTH Overall BEE Level Enhancement RoI Multipliers
- 12. BEE Instrumental 12 05Funding Mechanisms SARS: Section 12(H) Tax Rebates Youth Employment Tax Incentives Incubation & Private Equity Incentives SETA: Mandatory Grants Discretionary Grants Pivotal Grants
- 13. BEE the Best in South Africa 13 Section 2: INGREDIENTS OF YOUR SKILLS CUISINE
- 14. High Impact Learning 14 Methodology: HIGH IMPACT LEARNING THAT LASTS (HILL)
- 15. Tested worldwide by a panel made up of over 1,500 scientific studies Case Study: • 500 learners • Different learning paths • Same final assessment The HILL Model: University of Maastricht Group 1 (Conventional) Group 2 (HILL) Traditional pathway with highly interactive content Followed HILL principles Average result from the final assessment 41% 74% High Impact Learning
- 16. The Seven Principles of the HILL Model 16 01 URGENCY ACTION & SHARING HYBRID LEARNING LEARNER AGENCY COLLABORATION & COACHING FLEXIBILITY ASSESSMEN T AS LEARNING HILL High Impact Learning
- 17. 17 01 URGENCY ACTION & SHARING HYBRID LEARNIING LEARNER AGENCY COLLABORATION & COACHING FLEXIBILITY ASSESSMENT AS LEARNING 01 Trigger a sense of URGENCY amongst learners Create an immediate need Learners to identify and define their own learning requirements URGENCY Principle 1: Urgency High Impact Learning HILL
- 18. 18 01 URGENCY ACTION & SHARING HYBRID LEARNING LEARNER AGENCY COLLABORATION & COACHING FLEXIBILITY ASSESSMENT AS LEARNING 02 Facilitate active learning Share learning experiences ACTION & SHARING Principle 2: Action & Sharing High Impact Learning HILL
- 19. 19 Principle 3: Hybrid Learning 01 URGENCY ACTION & SHARING HYBRID LEARNING LEARNER AGENCY COLLABORATION & COACHING FLEXIBILITY ASSESSMENT AS LEARNING 03 Well-thought-out mix of learning methods Balancing online and offline learning HYBRID LEARNING High Impact Learning HILL
- 20. 04 Learners in charge of their own learning Make their own choices Manage their own learning paths LEARNING AGENCY Principle 4: Learner Agency 01 URGENCY ACTION & SHARING HYBRID LEARNING LEARNER AGENCYCOLLABORATON & COACHING FLEXIBILITY ASSESSMENT AS LEARNING HILL High Impact Learning
- 21. 05 Working and learning in small groups enhance the learning experience Coaching by managers, taking theory into practise, are critical COLLABORATION & COACHING Principle 5: Collaboration & Coaching 01 URGENCY ACTION & SHARING HYBRID LEARNING LEARNER AGENCY COLLABORATION & COACHING FLEXIBILITY ASSESSMENT AS LEARNING HILL High Impact Learning
- 22. 06 Include flexibility in learning formats Strike a balance between formal and informal learning FLEXIBILITY Principle 5: Flexibility 01 URGENCY ACTION & SHARING HYBRID LEARNING LEARNER AGENCY COLLABORATION & COACHING FLEXIBILITY ASSESSMENT AS LEARNING HILL High Impact Learning
- 23. 07 Feedback throughout each phase of learning Do not become fixated on assessments Acknowledge achievement in final assessment ASSESSMENT AS LEARNING Principle 7: Assessment as Learning 01 URGENCY ACTION & SHARING HYBRID LEARNING LEARNER AGENCY COLLABORATION & COACHING FLEXIBILITY ASSESSMENT AS LEARNING HILL High Impact Learning
- 24. 24 Section 4: CK Connect High Impact Learning
- 26. 26 Section 5: eStudy endorsing CCMG Professional Designation CCMG Professional Designation
- 27. Roadmap to achieve or maintain Professional Status as SUPPORT PROFESSIONAL @ CCMG Phase 1 Conduct Learner needs analysis Outcome: Individual Learner Roadmap Phase 3 Consult managers Outcome: Learner Roadmap and Competency Model Phase 5 Final Learning Roadmap Phase 2 Consult Team Members on Team requirements Outcome: Team defined Learner Roadmap Phase 4 Consult L&D Dept / Directors Outcome: Add Company Objectives Phase 6 CCMG Accreditation linked to Professional Designations 1. 3. 2. 4. 5. 6. Learning Journey ………………….. Growth in Professional Status
- 28. Visit our Stand!