This document discusses pay for learning programs that companies offer employees to increase skills and job knowledge. It provides examples of different types of programs like education assistance, on-the-job training, certifications, and professional development opportunities. These programs benefit both employees and employers by improving employee performance, retention, and reducing costs associated with turnover. When companies invest in their employees' learning and growth, it increases job satisfaction and motivation.
Pc1.1 business development plan 2015 201714.01.2016The Pathway Group
This business development plan outlines Pathway Group's strategic aims and priorities for 2015-2017. The plan aims to further develop Pathway Group's learning offer, improve employment opportunities for disadvantaged groups, raise the organization's profile, embed an enterprise culture, ensure high quality teaching and learning, and make Pathway Group an attractive employer. Key objectives include increasing apprenticeships, commercial income, and partnerships. The plan establishes operational accountability and assesses risks to achieving strategic aims. It provides context on the national skills funding landscape and references the Wolf Review which identified a need for vocational education reform.
This document provides information about a training organization called i360 that offers vocational training programs through a franchise model. It discusses i360's parent company, which has over 900 branches across India. i360 offers over 250 training programs in various fields like spoken English, financial courses, retail management, and IELTS preparation. It is looking for franchise partners to open training centers and has outlined the roles and responsibilities of the franchisor and franchisee. The document discusses the business model, expected costs, and the benefits of partnering with i360 such as internationally recognized curriculum, placement assistance, and marketing support from i360.
This document proposes a franchise opportunity for a vocational training program called i360. Some key points:
- i360 is owned by Unicon, a large financial services company, and offers a variety of training programs across sectors like management, finance, English, retail, and more.
- The franchise opportunity allows entrepreneurs to open their own i360 training centers, with support from the parent company in areas like curriculum, marketing, and operations.
- Initial investment for a franchise center is estimated between 3-7 lakhs Indian rupees. Franchisees are expected to manage operations and can expect over 150% return on investment annually.
- The document outlines the roles of the franchisor
Advanced learning loans Funding - a general update as of Feb 2016The Pathway Group
This document summarizes information about advanced learner loans, including eligibility, loan amounts, designated qualifications, and subcontracting changes. Learners aged 19 or older studying at level 3 or above can receive loans, which are available for tuition fees up to a maximum amount. Learners can receive up to four loans to study qualifications like A-Levels, Access to HE Diplomas, and vocational qualifications. Starting in 2017, the SFA will no longer permit subcontracting for loans and is inviting current subcontractors that meet new criteria to enter direct agreements for 2016/2017.
This document discusses how small and medium enterprises (SMEs) can develop strong human capital through effective human resource (HR) practices and talent attraction and retention strategies. It outlines several Singapore government programs that provide grants and support to help SMEs implement better HR systems, attract and retain young local talents, and develop existing employees through training and scholarships. These programs aim to help SMEs strengthen their HR capabilities and human capital foundations for business growth.
Tips 2 grow your business by Pathway,How to Find Great Staff for GrowthThe Pathway Group
Finding funding for staff training, How to Find Great Staff for Growth,
To save your business from making bad hiring decisions Pathway2Grow has devised some useful
tips to help you think out-of-the-box and attract quality staff to help your business grow in an
otherwise stagnant economy.
The future of employer engagement in light of changes in the apprenticeship a...The Pathway Group
The future of employer engagement new apprenticeships, apprenticeships 2000. What you need to know regarding the changes in apprenticeships by Safaraz Ali of Pathway Group
This document discusses pay for learning programs that companies offer employees to increase skills and job knowledge. It provides examples of different types of programs like education assistance, on-the-job training, certifications, and professional development opportunities. These programs benefit both employees and employers by improving employee performance, retention, and reducing costs associated with turnover. When companies invest in their employees' learning and growth, it increases job satisfaction and motivation.
Pc1.1 business development plan 2015 201714.01.2016The Pathway Group
This business development plan outlines Pathway Group's strategic aims and priorities for 2015-2017. The plan aims to further develop Pathway Group's learning offer, improve employment opportunities for disadvantaged groups, raise the organization's profile, embed an enterprise culture, ensure high quality teaching and learning, and make Pathway Group an attractive employer. Key objectives include increasing apprenticeships, commercial income, and partnerships. The plan establishes operational accountability and assesses risks to achieving strategic aims. It provides context on the national skills funding landscape and references the Wolf Review which identified a need for vocational education reform.
This document provides information about a training organization called i360 that offers vocational training programs through a franchise model. It discusses i360's parent company, which has over 900 branches across India. i360 offers over 250 training programs in various fields like spoken English, financial courses, retail management, and IELTS preparation. It is looking for franchise partners to open training centers and has outlined the roles and responsibilities of the franchisor and franchisee. The document discusses the business model, expected costs, and the benefits of partnering with i360 such as internationally recognized curriculum, placement assistance, and marketing support from i360.
This document proposes a franchise opportunity for a vocational training program called i360. Some key points:
- i360 is owned by Unicon, a large financial services company, and offers a variety of training programs across sectors like management, finance, English, retail, and more.
- The franchise opportunity allows entrepreneurs to open their own i360 training centers, with support from the parent company in areas like curriculum, marketing, and operations.
- Initial investment for a franchise center is estimated between 3-7 lakhs Indian rupees. Franchisees are expected to manage operations and can expect over 150% return on investment annually.
- The document outlines the roles of the franchisor
Advanced learning loans Funding - a general update as of Feb 2016The Pathway Group
This document summarizes information about advanced learner loans, including eligibility, loan amounts, designated qualifications, and subcontracting changes. Learners aged 19 or older studying at level 3 or above can receive loans, which are available for tuition fees up to a maximum amount. Learners can receive up to four loans to study qualifications like A-Levels, Access to HE Diplomas, and vocational qualifications. Starting in 2017, the SFA will no longer permit subcontracting for loans and is inviting current subcontractors that meet new criteria to enter direct agreements for 2016/2017.
This document discusses how small and medium enterprises (SMEs) can develop strong human capital through effective human resource (HR) practices and talent attraction and retention strategies. It outlines several Singapore government programs that provide grants and support to help SMEs implement better HR systems, attract and retain young local talents, and develop existing employees through training and scholarships. These programs aim to help SMEs strengthen their HR capabilities and human capital foundations for business growth.
Tips 2 grow your business by Pathway,How to Find Great Staff for GrowthThe Pathway Group
Finding funding for staff training, How to Find Great Staff for Growth,
To save your business from making bad hiring decisions Pathway2Grow has devised some useful
tips to help you think out-of-the-box and attract quality staff to help your business grow in an
otherwise stagnant economy.
The future of employer engagement in light of changes in the apprenticeship a...The Pathway Group
The future of employer engagement new apprenticeships, apprenticeships 2000. What you need to know regarding the changes in apprenticeships by Safaraz Ali of Pathway Group
i360 is a vocational training organization that offers a wide range of training programs to individuals and corporations. It has over 60 training centers across India and aims to bridge the skills gap between employer expectations and available talent. The document discusses i360's parent company, various training programs offered, growth opportunities in different industries, and highlights 10 reasons for partnering with i360 as a franchise, such as recognized curriculum, placement assistance, and marketing support.
The document discusses Mahindra Namaste's strategy for vocational skills training in India. It outlines their target group as youth aged 18-26 with 10th grade education from low-income backgrounds. It analyzes gaps in existing skills training programs and proposes initiatives for vocational training, a global employment program, and training of trainers. Primary research findings indicate parents and friends strongly influence career choices, and on-the-job training is a popular teaching method. The business model provides vocational skills training, counseling, placement assistance, and aims to train 1 million youth over 10 years.
The document summarizes an entrepreneur's career path and business venture called ASK Education & Training. It provides details on the venture's founding, development over time, business model, strategies, and revenue. Key events that influenced the venture included joining a training partner, acquiring higher qualifications, and strategic partnerships. The entrepreneur took actions based on feedback and advice to increase sales, control costs, and eventually become profitable.
GPSTL Company Information Brochure (2) Sep 2016 v1Matthew Pye
GP Strategies Training Ltd is a UK-based training provider that offers apprenticeships, traineeships, and loans-funded qualifications to help businesses and individuals fulfill their potential. They have a track record of delivering high quality training with above average success rates. The document outlines their mission to inspire success through developing skills. It also details the various programs, qualifications, and services they provide to employers and employees.
Stuart Wells, Salford Business School\’s Enterprise Development Manager, introduces the School\’s recent Learn to Grow event for local businesses and managers.
A How to Guide: Kickstart Scheme Applications & Implementation for BusinessesThe Pathway Group
This guide has been created for employers who wish to apply for and use Kickstart Scheme to grow their business and support young people in their careers.
Compensation and benefits forum 2015 BrochureAli Zeeshan
The 19th Annual edition of the Middle East's leading conference on C&B addresses key challenges faced by practitioners in the region. The event will examine crucial issues around total rewards, benefits planning, benchmarking and optimising your employee value proposition. Compensation and benefits decisions are playing an ever increasing role in helping companies in the region attract and retain the best talent to enable business growth. However, with so many different possibilities to engage your workforce through rewards and remuneration, it is a complex task to ensure you are optimising your investment in human capital.
This document provides an overview and update on traineeships in the UK post-COVID labour market. It summarizes recent changes to traineeships including expanding eligibility to those with Level 3 qualifications, extending the maximum length to 12 months, and introducing an employer incentive payment of £1000 per trainee. It also discusses engagement efforts with providers, employers, and young people to raise awareness of traineeships and increase participation through communication plans, webinars, and case studies. Q&A is provided to discuss further steps to boost demand, showcase benefits, and address barriers to growth.
ExtremePlacementRates provides career services and platforms to help schools improve their placement rates and create a competitive advantage. They design innovative programs focused on career skills, job development, and employer recruitment. Their goal is to significantly increase schools' placement rates through strategic career services that are difficult for competitors to duplicate. They offer subscription-based virtual training and services, customized in-person programs, and coaching to help students and graduates find jobs quickly.
The document provides salary information for various positions in Vietnam. It includes:
- Salary ranges for over 20 positions across industries such as office, sales/marketing, finance/banking, legal/compliance, IT, engineering, and medical.
- Job descriptions, required qualifications, and typical years of experience for each position.
- An introduction from the general director welcoming readers and noting the guide aims to provide salary expectations to attract, engage, and retain talent.
1. The document discusses how corporate training is often viewed as a cost center rather than a strategic investment that can impact ROI. It argues that training should be reevaluated and personalized for each employee using artificial intelligence and data to improve effectiveness and engagement.
2. By analyzing learning data and behaviors through adaptive learning technologies like Zoomi, training can be tailored to each individual and success can be better measured. This leads to increased comprehension, shorter training times, and higher retention of employees.
3. When training is improved through personalized adaptive learning, companies benefit from reduced costs, increased productivity as employees are better prepared, and leadership will finally see the returns on their training investments.
#FIRMDay 15th nov 2013 simon hallett, lloyds banking group building in-hous...Emma Mirrington
Simon Hallett discussed building in-house search capabilities at two large financial institutions, State Street and Lloyds Banking Group. At State Street, he set up an internal search function that focused on external candidates and delivered over 25 direct placements in the first year, saving over £1 million in search fees. At Lloyds Banking Group, he developed internal search processes to focus on internal talent, increasing internal executive placements from 40% to over 70%. This deepened talent pipelines, increased high potential moves, and reduced cancelled search fees.
The document describes Core Business School, which offers a post graduate diploma in management. It provides more flexibility than traditional programs and focuses on developing practical skills to improve employability. The school emphasizes entrepreneurship, problem solving, communication skills, and learning through internships and projects. It introduces an employability index to continuously evaluate students. The summary highlights the school's focus on practical skills and improving job prospects for its students graduating in 2015.
Huntswood - experts in people learning and development: financial sector cred...Huntswood
Huntswood is a UK-based learning and development company formed in 1996. It has over 500 trainers and focuses on providing services to financial companies. Huntswood offers customized learning solutions including online/mobile courses, workshops, and coaching. It carefully selects and evaluates trainers, and uses various models to measure the impact and ROI of its programs. Clients praise Huntswood's flexible approach and ability to design solutions that fit their specific needs and culture.
Working Knowledge is a social enterprise that partners with colleges and schools to help prepare young people for the workplace. They have worked with 17 colleges, 3 schools, 23,000 learners, 2,300 staff members and 3,850 businesses. Their programs include employer awareness events, live brief projects with employers, and staff training. Evaluations found their programs improved students' employability skills like communication, business awareness, teamwork and problem solving. Business volunteers also reported improved understanding of how to engage with students and felt their participation was valuable. Working Knowledge aims to expand these successful programs in the upcoming academic year.
The future of employer engagement new apprenticeshipsThe Pathway Group
This document discusses upcoming changes to the UK apprenticeship system, including:
- Assessments will be conducted by independent assessors rather than training providers, requiring providers to better prepare apprentices.
- Some apprenticeship content is being removed or replaced, complicating delivery.
- A new levy system will give employers more control over funding, reducing the role of providers unless they can clearly add value through high-quality training tailored to employer needs.
- Public sector targets and funding changes will create new opportunities but also challenges for both employers and providers to effectively manage apprenticeship programs.
Dheya is a career development company that offers franchise opportunities for its services. It provides psychometric assessment tools, career guidance, and employability development programs. The franchise opportunity allows partners to sell Dheya's services and customized reports to students, professionals, educational institutions, and corporations. Franchisees receive initial training, ongoing support, and can earn 30-50% revenue sharing depending on sales volume. Dheya has helped over 13,500 students and professionals plan their careers through its individualized approach and research-backed models and tools.
The Impact of Graduate Development Programs - Article - Fitch Learning, By Su...Suhail Shamieh, MBA, PMP
In today’s fast changing, fast moving business world, we are frequently introduced to new technologies and ways of doing
business. Often graduates sit at the forefront of these new advancements. Graduate Development Programs is an effective way of bridging the gap between the academic world and the real world of work.
2000–3000
Executive:
3000–4500
Accounts Clerk
SPM/LCCI
Foundation
1–3
Posting of accounts transactions, preparation of
schedules & statements. Filing & record keeping.
1800
2500
Cashier
SPM/LCCI
Foundation
1–3
Handle cash receipts & payments. Bank deposits &
withdrawals. Reconcile bank statements.
1500
2000
Hot job
13
Banking and Finance
Skill Set
Education
Experience
(years)
Job Description
Min. Salary
(RM per month)
A guide to Enterprise Education For Enterprise Coordinators, teachers and lea...Ghazally Spahat
This guide has been produced following extensive research on Enterprise Education1 to ensure that it reflects the experiences and needs of those delivering Enterprise Education today and in the future.
i360 is a vocational training organization that offers a wide range of training programs to individuals and corporations. It has over 60 training centers across India and aims to bridge the skills gap between employer expectations and available talent. The document discusses i360's parent company, various training programs offered, growth opportunities in different industries, and highlights 10 reasons for partnering with i360 as a franchise, such as recognized curriculum, placement assistance, and marketing support.
The document discusses Mahindra Namaste's strategy for vocational skills training in India. It outlines their target group as youth aged 18-26 with 10th grade education from low-income backgrounds. It analyzes gaps in existing skills training programs and proposes initiatives for vocational training, a global employment program, and training of trainers. Primary research findings indicate parents and friends strongly influence career choices, and on-the-job training is a popular teaching method. The business model provides vocational skills training, counseling, placement assistance, and aims to train 1 million youth over 10 years.
The document summarizes an entrepreneur's career path and business venture called ASK Education & Training. It provides details on the venture's founding, development over time, business model, strategies, and revenue. Key events that influenced the venture included joining a training partner, acquiring higher qualifications, and strategic partnerships. The entrepreneur took actions based on feedback and advice to increase sales, control costs, and eventually become profitable.
GPSTL Company Information Brochure (2) Sep 2016 v1Matthew Pye
GP Strategies Training Ltd is a UK-based training provider that offers apprenticeships, traineeships, and loans-funded qualifications to help businesses and individuals fulfill their potential. They have a track record of delivering high quality training with above average success rates. The document outlines their mission to inspire success through developing skills. It also details the various programs, qualifications, and services they provide to employers and employees.
Stuart Wells, Salford Business School\’s Enterprise Development Manager, introduces the School\’s recent Learn to Grow event for local businesses and managers.
A How to Guide: Kickstart Scheme Applications & Implementation for BusinessesThe Pathway Group
This guide has been created for employers who wish to apply for and use Kickstart Scheme to grow their business and support young people in their careers.
Compensation and benefits forum 2015 BrochureAli Zeeshan
The 19th Annual edition of the Middle East's leading conference on C&B addresses key challenges faced by practitioners in the region. The event will examine crucial issues around total rewards, benefits planning, benchmarking and optimising your employee value proposition. Compensation and benefits decisions are playing an ever increasing role in helping companies in the region attract and retain the best talent to enable business growth. However, with so many different possibilities to engage your workforce through rewards and remuneration, it is a complex task to ensure you are optimising your investment in human capital.
This document provides an overview and update on traineeships in the UK post-COVID labour market. It summarizes recent changes to traineeships including expanding eligibility to those with Level 3 qualifications, extending the maximum length to 12 months, and introducing an employer incentive payment of £1000 per trainee. It also discusses engagement efforts with providers, employers, and young people to raise awareness of traineeships and increase participation through communication plans, webinars, and case studies. Q&A is provided to discuss further steps to boost demand, showcase benefits, and address barriers to growth.
ExtremePlacementRates provides career services and platforms to help schools improve their placement rates and create a competitive advantage. They design innovative programs focused on career skills, job development, and employer recruitment. Their goal is to significantly increase schools' placement rates through strategic career services that are difficult for competitors to duplicate. They offer subscription-based virtual training and services, customized in-person programs, and coaching to help students and graduates find jobs quickly.
The document provides salary information for various positions in Vietnam. It includes:
- Salary ranges for over 20 positions across industries such as office, sales/marketing, finance/banking, legal/compliance, IT, engineering, and medical.
- Job descriptions, required qualifications, and typical years of experience for each position.
- An introduction from the general director welcoming readers and noting the guide aims to provide salary expectations to attract, engage, and retain talent.
1. The document discusses how corporate training is often viewed as a cost center rather than a strategic investment that can impact ROI. It argues that training should be reevaluated and personalized for each employee using artificial intelligence and data to improve effectiveness and engagement.
2. By analyzing learning data and behaviors through adaptive learning technologies like Zoomi, training can be tailored to each individual and success can be better measured. This leads to increased comprehension, shorter training times, and higher retention of employees.
3. When training is improved through personalized adaptive learning, companies benefit from reduced costs, increased productivity as employees are better prepared, and leadership will finally see the returns on their training investments.
#FIRMDay 15th nov 2013 simon hallett, lloyds banking group building in-hous...Emma Mirrington
Simon Hallett discussed building in-house search capabilities at two large financial institutions, State Street and Lloyds Banking Group. At State Street, he set up an internal search function that focused on external candidates and delivered over 25 direct placements in the first year, saving over £1 million in search fees. At Lloyds Banking Group, he developed internal search processes to focus on internal talent, increasing internal executive placements from 40% to over 70%. This deepened talent pipelines, increased high potential moves, and reduced cancelled search fees.
The document describes Core Business School, which offers a post graduate diploma in management. It provides more flexibility than traditional programs and focuses on developing practical skills to improve employability. The school emphasizes entrepreneurship, problem solving, communication skills, and learning through internships and projects. It introduces an employability index to continuously evaluate students. The summary highlights the school's focus on practical skills and improving job prospects for its students graduating in 2015.
Huntswood - experts in people learning and development: financial sector cred...Huntswood
Huntswood is a UK-based learning and development company formed in 1996. It has over 500 trainers and focuses on providing services to financial companies. Huntswood offers customized learning solutions including online/mobile courses, workshops, and coaching. It carefully selects and evaluates trainers, and uses various models to measure the impact and ROI of its programs. Clients praise Huntswood's flexible approach and ability to design solutions that fit their specific needs and culture.
Working Knowledge is a social enterprise that partners with colleges and schools to help prepare young people for the workplace. They have worked with 17 colleges, 3 schools, 23,000 learners, 2,300 staff members and 3,850 businesses. Their programs include employer awareness events, live brief projects with employers, and staff training. Evaluations found their programs improved students' employability skills like communication, business awareness, teamwork and problem solving. Business volunteers also reported improved understanding of how to engage with students and felt their participation was valuable. Working Knowledge aims to expand these successful programs in the upcoming academic year.
The future of employer engagement new apprenticeshipsThe Pathway Group
This document discusses upcoming changes to the UK apprenticeship system, including:
- Assessments will be conducted by independent assessors rather than training providers, requiring providers to better prepare apprentices.
- Some apprenticeship content is being removed or replaced, complicating delivery.
- A new levy system will give employers more control over funding, reducing the role of providers unless they can clearly add value through high-quality training tailored to employer needs.
- Public sector targets and funding changes will create new opportunities but also challenges for both employers and providers to effectively manage apprenticeship programs.
Dheya is a career development company that offers franchise opportunities for its services. It provides psychometric assessment tools, career guidance, and employability development programs. The franchise opportunity allows partners to sell Dheya's services and customized reports to students, professionals, educational institutions, and corporations. Franchisees receive initial training, ongoing support, and can earn 30-50% revenue sharing depending on sales volume. Dheya has helped over 13,500 students and professionals plan their careers through its individualized approach and research-backed models and tools.
The Impact of Graduate Development Programs - Article - Fitch Learning, By Su...Suhail Shamieh, MBA, PMP
In today’s fast changing, fast moving business world, we are frequently introduced to new technologies and ways of doing
business. Often graduates sit at the forefront of these new advancements. Graduate Development Programs is an effective way of bridging the gap between the academic world and the real world of work.
2000–3000
Executive:
3000–4500
Accounts Clerk
SPM/LCCI
Foundation
1–3
Posting of accounts transactions, preparation of
schedules & statements. Filing & record keeping.
1800
2500
Cashier
SPM/LCCI
Foundation
1–3
Handle cash receipts & payments. Bank deposits &
withdrawals. Reconcile bank statements.
1500
2000
Hot job
13
Banking and Finance
Skill Set
Education
Experience
(years)
Job Description
Min. Salary
(RM per month)
A guide to Enterprise Education For Enterprise Coordinators, teachers and lea...Ghazally Spahat
This guide has been produced following extensive research on Enterprise Education1 to ensure that it reflects the experiences and needs of those delivering Enterprise Education today and in the future.
The document discusses a program called Preparing for Finance and Investment (PFI) that aims to help small and medium enterprises (SMEs) in West Africa attract investment. PFI provides SMEs with tools, knowledge and advice to improve their organizations and make them more appealing to investors. This includes diagnostics, scorecards, business resources and workshops. High scoring SMEs will gain access to investors through networking events. The program is run by GFA Consulting and Urban Inclusion, who have experience advising thousands of African SMEs and facilitating billions in deals. PFI aims to close the gap between investors and SMEs in Africa.
Floraison's Knowledge Fostering Program (KFP) was designed to help make young professionals job ready through practical knowledge of accounting and compliance. The program bridges the gap between academic learning and corporate needs. Associates gain exposure to the requirements of multinational companies in India and the needs of domestic entrepreneurs. Completing the program provides associates with foundational skills and a head start in their careers over peers. Floraison continues supporting associates even after completion through an online knowledge portal.
The document evaluates different types of financial wellness programs for businesses to implement. It breaks programs down into 5 categories - Tools, Education and Literacy, Coaching and Behavioral, Services and Products, and Enhanced Employee Education Programs. Each category is described in 1-2 sentences highlighting their unique strengths and weaknesses. Employers are advised to consider their employee needs and benefits philosophy when selecting a program.
SPJIMR (S.P. Jain Institute of Management and Research) is a leading business school in Mumbai, India. It offers various postgraduate management programs, executive education programs, and specialized courses in areas such as entrepreneurship, social sector leadership, and family managed businesses.
The document discusses lessons learned from an entrepreneurship development program over 4 years. It focuses on assessing entrepreneurs to identify gaps, admitting the right candidates who have been in business for at least 2 years with revenues between $30,000-$250,000, and using coaching to encourage implementing lessons tailored to each business's unique challenges. Entrepreneurs pay for the program themselves, which leads to easier implementation and attendance compared to free programs. The goal is helping entrepreneurs grow their businesses from small startups to global enterprises.
Oyara Enterprises provides entrepreneurship training, facilitates financing for small businesses, manages funding for investors, and offers resources to disadvantaged communities. It offers skills development programs in entrepreneurship, human development, and career coaching. The organization works primarily in rural South Africa and focuses on entrepreneurs, young professionals, graduates, and teens.
Confused by The Apprenticeship Levy Scheme? Read our booklet!Olivia Chapman
The Apprenticeship Levy Scheme makes it easy and economical to get all the benefits of structured apprenticeship training in your business: New management and leadership skills; better staff retention and loyalty; improved efficiency and customer service; increased knowledge and added value for your business...
This document provides an overview of BEE-Easy's business including:
- Their offices located across South Africa and project sites.
- Their 7 core business principles of trust, transparency, fair exchange, etc.
- Their values of love, respect, and high integrity.
- Their partnerships with various organizations focused on skills development, enterprise development, and community projects.
- The services they offer related to verification, skills development, ownership solutions, enterprise and supplier development, and socio-economic development.
Genius Group Investor Presentation (May 2022).pptxRoger Hamilton
SINGAPORE, May 27, 2022 - Genius Group Limited (NYSE American: GNS), a world-leading entrepreneur Edtech and education group, today held their first investor call as a public company, following their IPO on NYSE American on April 12, 2022.
During the earnings call Genius Group Founder and CEO Roger James Hamilton discussed the Company’s 2021 financial results for both the Pre-IPO Group and Post-IPO Group of companies. The revenue for the Pre-IPO Group grew 67% from $7.6 million in 2021 to $12.8 million, and pro forma revenue for the Post-IPO Group including the four IPO Acquisitions in 2021 was $28.6 million.
The Pre-IPO Group saw growth in all revenue segments, with 83% growth in digital Edtech revenue, 72% growth in education revenue and 54% growth in campus revenue. The number of students on the Group’s GeniusU Edtech Platform grew by 50% to 2.7 million students.
Mr. Hamilton provided an overview of Genius Group and its mission to disrupt the current education model, insight into the Company’s plans for growth organically and through acquisitions, and guidance for 2022. Current management expectations are for 50% student growth, up to between 3.8 million and 4.0 million students, and revenue for the Post-IPO group reaching $43 million to $45 million.
The investor call took place after the market closed on May 26, 2022 and is available on the investor relations page of the Company’s website (https://ir.geniusgroup.net/).
Vocational school business plan exampleupmetrics.co
If you are planning to start a new vocational school business, the first thing you will need is a business plan. Use our sample Radiant - Vocational School Business Plan created using upmetrics business plan software to start writing your business plan in no time.
Before you start writing your business plan for your new vocational school, spend as much time as you can reading through some examples of the education and training-related business plans. Reading sample business plans will give you a good idea of what you’re aiming for and also it will show you the different sections that different entrepreneurs include and the language they use to write about themselves and their business plans.
We have created this sample Radient - Vocational School Business Plan for you to get a good idea about how a perfect vocational school business plan should look like and what details you will need to include in your stunning business plan
The document discusses Fox School of Business and Management, describing it as one of the largest business schools in the Philadelphia region that provides quality education to prepare students for successful careers. It also notes that approximately 40% of Fox School graduates enter the finance industry each year. Stakeholders like the government, employees, students, alumni, donors, and parents all have interests in Fox School achieving its educational and ethical responsibilities.
- Both deductive and inductive learning should be emphasized in entrepreneurship education. Deductive learning involves applying existing knowledge while inductive learning involves developing creative solutions to new problems.
- Incubator programs provide support for new ventures during their vulnerable startup period by giving them skills and resources to survive. Mentoring from professionals further helps entrepreneurs develop their ideas and skills.
- Some programs establish venture capital funds for selecting student ventures to fund based on evaluations of their business plans and management teams. Students can gain experience evaluating potential investments.
- Field consulting with local businesses allows students to assist organizations in later growth stages and gain awareness of managing a growing company, including expansion and exit strategies. This benefits both
Working Knowledge is a social enterprise that partners with colleges and schools to help prepare young people for the workplace. They have worked with over 23,000 learners, 2,300 staff members, and 3,850 businesses. Their programs include employer awareness events, live brief projects with employers, and staff training. Surveys of learners, businesses, and staff show improvements in employability skills and positive perceptions of the programs. They are looking to expand their programs and partnerships in the coming academic year.
This document provides an overview of entrepreneurship development and outlines the process. It discusses:
1. Entrepreneurship development aims to improve entrepreneur skills and knowledge through training to increase new business creation and economic growth.
2. The key steps in entrepreneurship development programs are outlining objectives, selecting potential entrepreneurs with education or local market knowledge, and providing support through private or government organizations.
3. The process involves clearly defining program objectives, selecting educated or uneducated targets with potential, identifying local market needs, and providing training and resources to help entrepreneurs improve over time.
Why your business should run an apprenticeship schemeThe Pathway Group
This document discusses the benefits of businesses offering apprenticeships. It notes that apprenticeships provide benefits to both young people and businesses. For businesses, apprenticeships allow them to train talented employees with the specific skills needed. Apprentices are willing to work hard and businesses receive financial support for hiring them. While there are long-term commitments, apprenticeships help address skills shortages and give back to the community.
8 key actions to improve talent management and productivity in SingaporeRoffey Park
The document provides suggestions for small and medium enterprises (SMEs) to improve talent management and productivity. It suggests that SMEs should: 1) provide leadership programs, stretch assignments, and lateral promotions to engage key talent, 2) develop a culture of coaching through training managers, 3) enhance communication and engagement with employees by seeking their input, 4) value older workers and involve them in mentoring younger employees, and 5) conduct a "generational audit" to understand differences between generations in the workplace.
We Did Us brings together vetted artisans to combat unemployment and poverty through skilled craftsmanship like woodworking, flooring, kitchen design, plumbing, and carpentry. They offer high quality yet affordable home renovation services like outdoor furniture, flooring solutions, kitchen makeovers, and general repairs. Contact We Did Us at wedidus@gmail.com or 062 294 2042 for precise, neat work with no mess or fuss to help renovate homes and start income-generating activities.
This document provides information about the Youth Employment Service (YES) programme, which aims to create work opportunities for black youth through 12-month employment contracts with participating businesses. It outlines the criteria for businesses to qualify for the programme, how to register and participation fees. Achieving YES targets can help businesses move up one or two levels on their B-BBEE scorecard and gain recognition and bonus points. The document also summarizes Haggai's learnership and skills development programmes, which aim to equip unemployed youth with qualifications, job skills and experience to find employment or start their own businesses.
Transformation in South Africa is everybody's business. Our pain is being turned around as redress for economic exclusion is being addressed. We have a long way to go but we getting there!
Prosurement aims to enable economic transformation in South Africa through skills development initiatives, supplier development and business linkages to stimulate economic growth. It focuses on training, skills development and creating business linkages between large companies and small, black-owned businesses. This is intended to reverse damage done to black entrepreneurship during apartheid by providing opportunities for education, networking and procurement.
We provide 4-hour financial literacy workshops for employees that cover budgeting, financial goals, escaping debt, and post-workshop assistance. The normal cost of R1400 per delegate is reduced to R500-R900 through co-funding from Santam. The workshops help employees cope with financial challenges and qualify as skills development for BBBEE purposes.
This document discusses transformation objectives in South Africa and services provided by Prosurement to help organizations achieve transformation. Prosurement offers workshops and assessments to uncover barriers to unity in organizational culture and provide strategies and tools to create a cooperative workforce. They are a level 2 BEE company that can provide 125% procurement recognition and act as an enterprise and supplier development beneficiary through various services like financial literacy workshops, BEE consulting, and policy development.
We provide 4-hour financial literacy workshops for employees that cover budgeting, financial goals, escaping debt, and post-workshop assistance. The normal cost of R1400 per delegate is reduced to R500-R900 through co-funding from Santam, and counts as 15% skills development spend for BBBEE compliance. Workshops are held at your venue or ours to help employees better manage financial challenges.
We have space for August and September 2017 This is a limited offer, please contact Averil or Russell to book your staff members for this amazing offer.
Prosurement works closely with Green source to facilitate value for Local Economic Development Initiatives. This project is sponsored by the department of Foreign Affairs (Kingdom of the Netherlands). It has an interesting co-funding option. Please contact me if you want to be part of this exciting project.
This document provides an overview of Black Economic Empowerment (BEE) in South Africa. It discusses that BEE aims to address the legacy of inequality from apartheid through broad-based black empowerment across multiple dimensions, including ownership, management, employment equity, skills development, preferential procurement, and enterprise development.
The key points made are:
1) BEE is a central part of the South African government's strategy to transform the economy and increase black participation in ownership, control, and management of companies.
2) BEE is measured using a scorecard system that evaluates performance on various criteria to determine a company's BEE contribution level and procurement recognition level.
3) The intended beneficiaries of
Out people your competitors....Learn how to improviseTjoh
This document discusses how improvisation skills can help businesses succeed in today's challenging environment. It describes workplace improv as using improv comedy techniques to help teams think creatively, communicate effectively, and solve problems collaboratively. The company offers customized improv workshops and training to help businesses improve skills like leadership, communication, innovation, and change management. Attendees practice improv games that are then debriefed to relate lessons to the workplace and ensure new behaviors transfer back on the job.
Pro South Africa BEE Consulting provides specialist services to help companies achieve compliance with Black Economic Empowerment (BEE) scorecard requirements in South Africa. This includes BEE scorecard verification preparation, gap analysis, supply chain management training, and empowering suppliers. The company aims to be a leading catalyst for organizational change and sustainable economic transformation in the country. It works with clients to define their transformation goals and make these part of their market offering.
This document provides information about an EME Certificate that South African companies with annual turnovers less than R5 million can obtain for R500 including VAT. Obtaining this certificate provides the advantages of being BEE compliant such as being able to trade services with other businesses and government departments, apply for enterprise development from larger businesses, and having a more marketable product or service. To get an EME Certificate, a company needs to provide its registration details by email or phone to the listed contact.
Pro South Africa BEE Consulting provides specialist services in BEE compliance, including scorecard verification preparation, gap analysis, supply chain management training, and empowering suppliers. They offer software solutions for compliance and risk management from their partner U-Risk. PSA helps clients define their transformation goals and make them part of their market offering through supply chain transformation, briefing sessions for suppliers, and data collection software. Their vision is to be a leading catalyst for organizational change and sustainable economic transformation in South Africa.
This document provides information about an EME Certificate that South African companies with annual turnovers less than R5 million can obtain for R500 including VAT. Obtaining this certificate provides the advantages of being BEE compliant such as being able to trade services with other businesses and government departments, apply for enterprise development from larger businesses, and having a more marketable product or service. To get an EME Certificate, a company needs to provide its registration details by email or phone to the listed contact.
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WAVE Mirror Project, We customise mirrors for internal reflection. This Social Project creates sustainable income for WAVE. Please support our initiative, mail me for your order.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
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[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
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- Stakeholder Analysis
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- Initiatives and Action Plans
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- Systematic strategy formulation and execution.
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- Enhanced alignment and strategic focus across the organization.
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2. DISCLAIMER: The information contained on this article has been extracted from GG No. 41546 and articles related thereto. GG No. 41546 is a draft publication on an amendment to the Codes of Good Practice on Broad Based Black Economic
Empowerment and is open for public commentary therefore, the information contained on this article is intended solely to provide general guidance on matters of interest for the personal use of the reader, who accepts full responsibility for
its use. The application and impact of laws can vary widely based on the specific facts involved. Given the changing nature of laws, rules and regulations there may be delays, omissions or inaccuracies in information contained on this article.
While every attempt has been made to ensure that the information contained on this article has been obtained from reliable sources, Haggai is not responsible for any errors or omissions, or for the results obtained from the use of this
information. All information on this article is provided “as is”, with no guarantee of completeness, accuracy, timeliness or of the results obtained from the use of this information, and without warranty of any kind, express or implied, including,
but not limited to warranties of performance, merchantability and fitness for a particular purpose. In no event will Haggai, or its partners, employees or agents, be liable to the reader or anyone else for any decision made or action taken in
reliance on the information on this article or for any consequential, special or similar damages, even if advised of the possibility of such damages.
YESPROGRAMME
Qualifying Criteria
Generic Entities - 40% subminimum met on all priority elements
or 50% average across priority elements (Ownership, Skills and ESD)
Must score full points on expenditure on Bursaries for Black Students
at Higher Education Institutions.
Qualifying Small Enterprise – 40% subminimum met on 2 priority
elements with Ownership being one of these or 40% average score across
priority elements and Ownership being one of them.
EMEs with an annual Total Revenue below R10 million per annum,
have no sub-minimum eligibility requirements
YES Entities must ensure that they maintain or improve B-BBEE
Status Level and performance against the Targets under the
overall Scorecards obtained in the priority year before
participating in YES
BEE Recognition Level Impact
The Y.E.S. programme refers to a 12-month work opportunity
with fixed term or temporary employment contracts for black
youth. Key focus is job creation for black youth
BBBEE Recognition:
Achieve Y.E.S Target and
2.5% Absorption
Move 1 B-BBEE Recognition Level up
on the Scorecard
Achieve 1.5 x Y.E.S Target and
5% Absorption
Move 1 B-BBEE Recognition Level up
on the Scorecard + 3 Bonus Points to
the overall Scorecard
Double Y.E.S target and
5% Absorption
Move 2 B-BBEE Recognition Levels up
on the Scorecard
How to participate
Register YES
Recurring Fees
R20 000 per company -
turnover above R200 mil per
annum
R15 000 per company -
turnover between R100 and
R199 mil per annum
R10 000 per company -
turnover between R50 and
R99 mil per annum
R2500 per SMME - turnover
between R10 to R50 mil per
annum
Free registration for SMMEs
with turnover below 10mil
Qualifying companies with a
turnover of over R50 million
per annum will commit
a percentage of NPAT
towards YES targets for
B-BEE recognition
Timing – aligning the 12 month
initiative with the assessment
period if vital in ensuring
recognition on the B-BEE
scorecard.
Know your numbers
The YES target for compa-
nies with over R50 million
annual turnover is determined
as the greater of:
- 1.5% NPAT/R 55000
- 1.5% of headcount
- The value in company turnover
R 50 – R500 mill, 6 to 15 Youth
Jobs, determined by turnover
bands
The YES Target for companies
with under R50 million turnover
(QSEs) is determined by the
employee headcount 1 – 299
Head Count,
YES Youth Target
1 – 15 Youths determined by
Headcount bands
saying YES to Youth Employment Success
3. Our learner focus is on creating whole individuals through
training initiatives which are holistic. The youth of today are
disheartened and uninspired, but through our work we take
our learners on a journey of personal change, we aim to build
individuals who are confident and take back their future. Our
learners not only obtain the NQF Qualifi-
cation enrolled in but are also equipped
with critical soft and interpersonal skills
that are required for proper integration
into a business environment.
Our unemployed learners are positioned
to work on community initiatives and to visit schools in their
area to inspire others and create social impact. Further individu-
als with potential are groomed to seek opportunity and create
enterprises of their own.
Haggai is focused on creating Entrepreneurs and for those who
are not natural Entrepreneurs the focus is to create employable
youth who understand business dynamics and really create
value in small businesses.
Our focus is on the youth, assisting them to develop a proper
career curriculum that leads to a qualification and ultimately an
income.
“...equipped
with valuable
personal
change
management
skills”
valueforour
YOUTH
4. Our strategic approach ensures a return on investment for businesses, as they are able to train their required
number of leaners for their BEE Scorecard, while assisting young individuals with finding employment or
Enterprise Development opportunities. Learner absorption is the end goal.
Haggai together with the Young Africa Business Development Group (YABDG) work strategically to position
enterprise and supplier development that makes business sense. Supply chain development focus on the
establishment of non-core entities, strategic or price sensitive enterprises and suppliers based on business needs, aligning with local
economic development strategies.
Young Africa Business Development Groups sole focus is creating small enterprises with the objective of creating employment in South
Africa. Young Africa Business Development Group provides essential infrastructure such as: systems, business support services, training and
mentoring, to qualifying businesses from startup, up to the stage of being a self-sustained entity. YABDG provides critical business develop-
ment services to ensure longevity of these entities.
A soft return on investment is obtained by ensuring
learners complete their Learnership program, providing
business with a talent pool to employ from. These
learners are ready to launch their careers and commit-
ted to working with business to make top line and
bottom line impact.
“…creating soft
talent pool
return on
investment”
“…enabling
learner
absorption
BEE bonus
points”
Optimised BEE outcome and ROI
Value for business is created by ensuring a business meets their B-BBEE
Targets while optimising on obtaining tax allowances and incentive benefits.
Talent Pool Management
valuefor
BUSINESS
5. OURSTUDENTS
Admissions selection criteria:
Our Sourcing strategy attracts
learners who are engaged and
ready to take on the challenge
which a Learnership Offers.
Our recruitment process ensures
that the unemployed youth who
join our program are ready and
committed to follow through with
their education and find work
opportunities post their
Learnership.
Our recruitment success is based on the
following approach:
We follow a unique broad-based approach
Gr 12 vs Graduates
Learners are
- Prescreened
- Pre-vetted
- Interviewed
- Exposed to a heart connection
Our learners are given practical hands-on work
experience in managing a small business
initiative. This exposure enables them to
integrate and experience the various
departments which are at play in
making a business successful.
Giving the students this type of
perspective allows them to find a
connection with a field of study
which will keep them passionate
and motivated while at the
same time giving them an
overview of an orgainsation
and its working parts,
ensuring the creation of a
“Business-Ready
individual”.
Our learners are assisted in finding career opportunities or furthering their
studies if desired, in additional, those with entrepreneurial flair are
supported to start their own enterprises via our partnership with the Young
Africa Business Development Group.
Learners are exposed to career and entrepreneurship opportunities
during their learnership, this assists them in finding their “Heart
Connection”. This connection is that of passion and drive for the
career the learners have chosen, learners often lack career guidance
and exposure leading them to follow career paths that they are not
aligned to.
Finding the "Heart Connection" is finding the learners true interest
and helping them follow this career path. During our incubation
phase we take the current educational qualification and convert that
to a business equivalent qualification that enables the youth a much
better integration into the business
environment.
Practical Business Experience
“...those with
entrepreneurial
flair are support-
ed to start their
own enterprises
via our partner-
ship with the
Young Africa
Business Devel-
opment Group.”
As part of the Learnership we identify the
challenges which have held the learner back from
finding work opportunities and address this as a
key development area in their Change Manage-
ment journey. The hurdles holding learners from
finding employment can be as simple as a fear of
using English while for others this is more
complex.
We focus on unemployed youth
High Absorption Rate
6. Skills Development Facilitation support
The Workplace
Skills Plan (WSP)
is the key to
unlocking Skills Development Potential within an Organisation. The
Workplace Skills Plan provides a planned and structured approach to the
type and amount of training organisations will be sending their employ-
ees on for the year ahead, based on the skills needs of the organisation.
It is vital that an organisation submits a WSP as no points can be claimed
on the skills element of the B-BBEE Scorecard if the organisation does
not provide a WSP. In order to obtain the full benefit of the WSP, organi-
sations need to have all their documents in order, including a Pivotal
Report and the Annual Training Report (ATR) which must have also been
submitted.
Haggai as a business training partner ensures that all the relevant docu-
mentation and support is available to you to ensure optimal return on
training investment.
Haggai Skills Development Experts offer the following services:
•WSP submission and mandatory grant management • Discretional
grant applications • The establishment and training of an internal
training committee • Project management of training interventions
Skills Development is a two-fold return on investment as it enables a
business to develop its Talent Pool while simultaneously obtaining the
tax benefits for the spend.
Haggai as an end-to-end solutions provider With a risk orientated view on ensuring the maximum return on investment for
clients Haggai prides itself on its holistic approach to training and B-BBEE
management, Haggai can assist business in managing the risks of a learnership as well as the management of a Talent Pool.
In addition, Haggai can support business with submission of the Annual Training Report (ATR) as well as the Work Place Skills Plan (WSP).
Haggai ensures that all the relevant forms and documents are available to claim against the Skills Development Levy and available tax
rebates from SARS.
OURVALUE ADDING SERVICES
Workplace Skills Plan (WSP) submission
Keeping up to speed with industry trends and staying relevant
is pivotal when bridging gaps between a businesses’ present
realities, their skills development needs and employees’ career
aspirations.
Meeting B-BBEE requirements and the various charter requirements necessitates
a diverse offering to ensure business needs are met and learners are enabled with
exposure. Career pathing learners to finding their passion is vital to ensuring their
engagement and commitment to completing their qualification and ultimately finding work opportunity.
Haggai offers industry specific expertise to assist businesses to meet their requirements through the correct planning and implementa-
tion. The expertise offered is channelled through to the individualised business objectives and flows through to the ideal learner selection,
this alignment is the strong foundation on which the Haggai Talent Pool strategy is founded.
Industry Specific Offerings
Skills Development Facilitation (SDF) involves an analysis of
skills requirements within a business and coordinating the
submission, maintenance and updating of the skills develop-
ment plans and reports to the relevant SETAs.
When you have a SD Facilitator, you have peace of mind. SDF
is the cornerstone of the entire Skills Development Element
on the B-BEE scorecard.
Our internal SDF will provide the following services to ensure
a risk-free approach to Skills Development as a whole
• WSP and ATR support/submission • Discretionary grant
applications • Training advice • Learnership implementa-
tion • SETA liaison • Training intervention project manage-
ment • Learner tracking • Quarterly Learnership progress
reports • Tax rebate and ETI support
7. Affirmative action ensures that qualified people from designated
groups have equal opportunities in the workplace.
Your goal as employer is to ensure that these designated groups
are fairly represented in your organisation. Designated groups are
black (Africans, Coloureds and Indians), women and people with
disabilities.
Affirmative action provisions apply to employers who employ 50 or
more staff members or whose annual turnover is more than that
set down in Schedule 4 of the Act (the figures vary according to the
type of industry).
Our EE team can assist with the following:
- EE legislative training
- EE analysis – to determine if you comply with the EE checklist
- EE committee support and guidance
- Consultation support
- Annual EE reporting for employers that employ 150+ employees
- Bi-annual reporting of employers that employ 50+ employees or
whose annual turnover is above the threshold
Employment Equity Compliance
Learnerships can add significant value to businesses by preparing a
talent pool for graduation into employment or career progression.
A learnership is a work-based learning programme that leads to an
NQF registered qualification. Learnerships are managed by Sector
Education and Training Authorities (SETAs).
Learnerships enable organisations to obtain the benefit of talent
development while receiving much of this human capital spend
back. If the learnership process and paper trail is complete and
affective, organisations will receive 94% of the initial spend back
through various rebates.
A learnership requires that a learner enters into a fixed-term
employment contract for the duration of the Learnership with the
sponsoring company. A learnership is defined by studying towards
a qualification registered on the National Qualifications Framework
(NQF). The cost of the qualification to qualify as a learnerhip falls to
the company; once the qualification is completed, the learnership
will end.
Learnership Compliance
Skills development is a priority element on the B-BBEE scorecard
providing companies with an opportunity to earn full points
against the total scorecard. A business that fails to achieve a 40%
minimum threshold of those skills development points is penalised
on their overall B-BBEE rating. Including learnerships in a business-
es’, talent strategy is an effective way to ensure the minimums are
achievable.
Keeping up to date with developments and changes in legislation
is vital to ensuring compliance, we, therefore, ensure that all the
aspects of a learnership are adhered to.
B-BBEE benefits for a company engaging in
learnerships
8. Student sourcing, selection and educational journey is
aligned to the sponsoring organisation's talent strate-
gy and future talent pooling requirements. This
alignment ensures the learners are ready for employ-
ment and the sponsoring organisation is able to obtain
true value for their training spend.
Under the Haggai Learnership, hands-on industry
specific experience assists the individuals to find their
desired career path and also provides a business with a
candidate ready for full-time employment.
Further to this candidates are exposed to Performance
Management principles ensuring they are ready for
corporate South Africa and aligned with business
social skills.
Talent Pool Offering
Our Classrooms:
Our experienced facilitators provide the platform for learning in the
classroom; they ensure students are present and participate in the class.
Haggai considers that individuals on their programs come from all walks
of life and need to be related to in this manner. Our facilitators work on
finding a connection to each student to facilitate their
engagement, personal change and transformation.
Assessment:
Both formative and summative evaluation is used as
part of our outcomes-based learning programme:
Formative Assessment: Class activities linked to
the business environment
Summative Assessment: The learners are
evaluated against a portfolio of evidence that
showcases the various skills that they have
acquired during their practical experience
throughout the learnership.
Learning Programme Final Integrated
Summative Assessment
A FISA is done at the end of every
Learning Programme to show integra-
tion of learning completed in the
individual unit standard based
programmes.
Final Summative Assessment:
The FSA is done at the end of
the qualification / learnership.
It is a SETA requirement that
a FSA is conducted on each
of the exit level outcomes
of the qualification, as well
as on the overall qualifi-
cation at the end of the
learning and assess-
ment period.
Our Academic approach
OURUNIQUEROIFORTHECLIENT
Haggai meets clients and organisations
where they are at in their B-BBEE and
reporting maturity and work toward
the desired level of compliance.
Haggai’s approach is to ensure focused
spend and value for clients, partnering
with their talent strategy to achieve
effective talent pooling, focused spend
and full compliance.
Integrated Skills Approach ensuring value
The Haggai Student is a young professional with
sound experience and exposure.
Haggai aims to ensure their students are whole
individuals who create impact both within their
community and within their organisation.
A Haggai student is an individual who comes
ingrained with Change Management skills and
exposure, guaranteeing an individual who is ready for
the dynamic work environment which is created by
innovation and fast-paced technology.
The Haggai Student
“...partner-
ing with
their
talent
strategy to
achieve
effective
talent
pooling...”
9. QUALIFICATION NQF LEVEL &
CREDITS
ENTRY
REQUIREMENTS
COURSE OUTCOMES MODULESDURATION
SAQA # 57712
Further Education and
Training Certificate:
Generic Management
Level 4
150 Credits
Communication at NQF
Level 3
Mathematical Literacy at
NQF Level 3
Computer Literacy at NQF
Level 3
Developing plans to achieve
defined objectives
Organising resources in
accordance with a developed
plan
Leading a team to work
co-operatively to achieve
objectives
Monitoring performance to
ensure compliance to a plan
Making decisions based on a
code of ethics
Apply leadership concepts in a work
context
Apply the organisation's code of conduct
in a work environment
Conduct a structured meeting
Employ a systematic approach to
achieving objectives
Identify responsibilities of a team leader
in ensuring that organisational standards
are met
Manage expenditure against a budget
Monitor the level of service to a range of
customers
Motivate and build a team
Prioritise time and work for self and team
Solve problems, make decisions and
implement solutions
Describe the relationship of junior
management to other management
roles
Manage individual and team perfor-
mance
Demonstrate basic understanding of the
Primary labour legislation that impacts
on a business unit
12 Months 1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
1.
2.
3.
4.
5.
GENERIC MANAGEMENT
10. QUALIFICATION NQF LEVEL &
CREDITS
ENTRY
REQUIREMENTS
COURSE OUTCOMES MODULESDURATION
SAQA # 50080
Further Education and
Training Certificate:
Project Management
Level 4
136 Credits
Communication at NQF
Level 3 or equivalent
Mathematical Literacy at
NQF Level 3 or equivalent
Computer Literacy at NQF
Level 3 or equivalent
Work with others to
undertake or support the
project management
activities
Assist the project manager
and/or project team by
contributing and participat-
ing in planning, execution
and control activities
Provide support to the
administration of a project
Supervise a project team of a
small project to deliver
project objectives
Provide assistance in implementing and
assuring project work meets quality
requirements
Conduct project documentation
management to support project
processes
Contribute to project initiation, scope
definition and scope change control
Contribute to the management of
project risk within own field of expertise
Develop a simple schedule to facilitate
effective project execution
Explain fundamentals of project
management
Implement project administration
processes according to requirements
Monitor, evaluate and communicate
simple project schedules
Participate in the estimation and
preparation of cost budget for a project
or sub project and monitor and control
actual cost against budget
Plan, organise and support project
meetings and workshops
Work as a project team member
Supervise a project team of a small
project to deliver project objectives
12 Months 1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
1.
2.
3.
4.
PROJECT MANAGEMENT
11. QUALIFICATION NQF LEVEL &
CREDITS
ENTRY
REQUIREMENTS
COURSE OUTCOMES MODULESDURATION
SAQA # 66249
Further Education and
Training Certificate: New
Venture Creation
Level 4
149 Credits
Communication at NQF
Level 3
Mathematical Literacy at
NQF Level 3
Demonstrate an ability to
identify and create a new
venture
Demonstrate knowledge of
interpersonal skills required
in a business environment
Demonstrate an understand-
ing of basic economics
within a market economy
Manage a new venture by
applying business principles
and techniques
Demonstrate an understand-
ing of the role of leadership
and management
Apply innovative thinking to the develop-
ment of a small business
Apply the principles of costing and pricing
to a business venture
Demonstrate an understanding of an
entrepreneurial profile
Demonstrate an understanding of the
function of the market mechanisms in a
new venture
Explain and apply the concept, principles
and theories of motivation in a leadership
context
Finance a new venture
Implement an action plan for a new venture
Manage finances of a new venture
Manage general administration
Negotiate an agreement or deal in an
authentic work situation
Plan and manage production/operations in
a new venture
Plan strategically to improve new venture
performance
Produce business plans for a new venture
Research the viability of new venture
ideas/opportunities
Implement and manage human resource
and labour relations policies and acts
Administer contracts for a selected new
venture
12 Months 1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
1.
2.
3.
4.
5.
NEW VENTURE CREATION
12. QUALIFICATION NQF LEVEL &
CREDITS
ENTRY
REQUIREMENTS
COURSE OUTCOMES MODULESDURATION
SAQA # 71490
National Certificate:
Contact Centre Support
Level 2
128 Credits
Numeracy at NQF Level 1 or
equivalent
English (verbal and written
communication skills) at
NQF Level 1 or equivalent
A Second Language (verbal
and written communication
skills) at NQF Level 1 or
equivalent
Computer operating skills at
NQF Level 2 or equivalent
Identify Contact Centre
customers and their needs
Respond to customers with
factual and accurate
information
Gather and process data
specifically related to Contact
Centres
Operate as a team member
in a diverse working
environment
Perform to the required
standards and requirements
Implement and articulate
operational activities in a
Contact Centre
Collect and record information queries and
requests from customers
Contribute to a diverse working environment
in a Contact Centre
Identify and respond to customer needs in a
Contact Centre
Input data received onto appropriate
computer packages within a Contact Centre
Meet performance standards within a
Contact Centre
Provide information to customers in a
Contact Centre
Gather and provide relevant information to
contribute to contact centre problem
solving
Handle a range of customer complaints in
Contact Centres
Instil in myself a personal Contact Centre
culture
Work as a member of a Contact Centre Team
Apply in-bound Contact Centre Operations
within a commercial environment
Apply out-bound Contact Centre Operations
within a commercial environment
Apply in-bound and out-bound Contact
Centre operations within an emergency
context
12 Months 1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
1.
2.
3.
4.
5.
6.
CONTACT CENTRE SUPPORT
13. QUALIFICATION NQF LEVEL &
CREDITS
ENTRY
REQUIREMENTS
COURSE OUTCOMES MODULESDURATION
SAQA # 93996
Further Education and
Training Certificate:
Contact Centre Opera-
tions
Level 2
132 Credits
Competency against unit
standards in Contact
Centres at NQF Level 2 or
equivalent Verbal and
written communication
skills) and numeracy at
NQF Level 3 or equivalent
Competence in a Second
Language (verbal and
written communication
skills) at NQF level 2
Understand and implement
service levels and their
monitoring in Contact
Centres
Monitor and control Contact
Centre support Staff and
their meeting of targets and
standards
Apply specific Contact
Centre sales knowledge and
skills in creating and meeting
sales targets and require-
ments
Identify specific Contact
Centre customers
Coach others in Contact
Centres
Work with Contact Centre
statistical data
Comply with service levels as set out in a
Contact Centre Operation
Describe features, advantages and benefits
of a range of products or services
Identify customers of Contact Centres
Implement Contact Centre specific sales
techniques to generate sales through a
Contact Centre
Monitor and maintain performance
standards in a Contact Centre
Provide coaching to personnel within a
Contact Centre
Retrieve and correlate statistical data
applicable to Contact Centres
Provide coaching to personnel within a
Contact Centre
12 Months 1.
2.
3.
4.
5.
6.
7.
8.
1.
2.
3.
4.
5.
6.
CONTACT CENTRE SUPPORT
14. QUALIFICATION NQF LEVEL &
CREDITS
ENTRY
REQUIREMENTS
COURSE OUTCOMES MODULESDURATION
SAQA # 61595
Further Education and
Training Certificate:
Business Administration
Services
Level 4
140 Credits
Communication at NQF
level 3
Mathematical Literacy at
NQF level 3
Computer Literacy at NQF
Level 3
Knowledge of the procedures
for stock and fixed asset
control
Develop Administrative
systems
Improve organisational
effectiveness
Resend information that is
routinely and regularly
required, as well as specific
information that is requested
from time-to-time
Manage service providers
Be an effective employee in
the administrative section of
an organisation
Be aware of how fraud can be
present in an office environ-
ment
Display cultural awareness in
dealing with customers and
colleagues
Identify and solve work related
problems together with others
Apply efficient time manage-
ment processes, procedures
and techniques
Be an effective member of a
team
Achieve personal effectiveness in 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 organisation
Display cultural awareness in dealing with
customers and colleagues
Manage administration records
Manage service providers in a selected
organisation
Present information in report format
Work as a project team member
Apply efficient time management to the work
of a department/division/section
12 Months 1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
BUSINESS ADMINISTRATION SERVICES
15. QUALIFICATION NQF LEVEL &
CREDITS
ENTRY
REQUIREMENTS
COURSE OUTCOMES MODULESDURATION
SAQA # 64289
Further Education and
Training Certificate:
Automotive Sales and
Support Services
Level 4
147 Credits
Communication at NQF
Level 3
Mathematical Literacy at
NQF Level 3
Plan quarterly sales
Perform vehicle sales
Apply client service standards
for client satisfaction
Advise customers to optimise choice and
benefits
Apply the skills of customer care in a specific
work environment
Conduct sales and support services
Demonstrate knowledge and application of
ethical conduct in a business environment
Evaluate personal sales performance in the
retail industry
Identify customers and generate selling
opportunities
Sell products to corporate fleet owners
12 Months 1.
2.
3.
4.
5.
6.
7.
1.
2.
3.
AUTOMOTIVE INDUSTRY
SAQA # 71950
National Certificate:
Automotive Components:
Manufacturing and
Assembly
Level 2
123 Credits
Mathematical Literacy at
NQF Level 1
Communication at NQF
Level 1
Engineering Science at
NQF Level 1 or equivalent
Operate and monitor
machines in the automotive
component or related
environment
Assemble or manufacture
components and perform
finishing operations
Demonstrate an understand-
ing of Occupational Health,
Safety and Environmental
standards in the workplace
Complete finishing operations and dispatch
product
Explain emergency preparedness and
response procedures
Identify, inspect, use, maintain and care for
engineering hand tools
Operate and monitor production machines
Prepare surfaces
Read and interpret engineering drawings
Verify compliance to safety, health and
environmental requirements in the workplace
12 Months 1.
2.
3.
4.
5.
6.
7.
1.
2.
3.
16. QUALIFICATION NQF LEVEL &
CREDITS
ENTRY
REQUIREMENTS
COURSE OUTCOMES MODULESDURATION
SAQA # 49052
National Certificate:
Plant Production
Level 3
120 Credits
Literacy and Communication
at NQF Level 2
Technical skills pertaining to
agricultural activities
equivalent to NQF 2
Identify and describe the
physiological processes and
anatomical structures of a
plant
Soil nutrient preparations are
performed in a safe, effective
and responsible manner for
the benefit of plant/crop
growth with consideration to
the environment
Plants are propagated in a
limited range of conditions
Apply basic control measures
for insects, plant diseases and
common weeds
Monitor and co-ordinate the
harvesting of crops
Monitor and supervise the
manipulation of plants by
applying a broad range of
techniques
Apply routine maintenance and servicing
plans and procedures
Assist in farm planning and layout for
conservation and rainwater harvesting
Demonstrate a basic understanding of the
physiological functioning of the anatomical
structures of the plant
Explain application of marketing principles
within an alternative and dynamic agricultural
marketing environment
Explain costing and the viability of an
agri-business
Explain human resource policies and
procedures
Explain store inputs categories, labeling and
storage methods
Explain the planning and scheduling of tasks
in a production environment
Explain the propagation of plants
Interpret factors influencing agricultural
enterprises and plan accordingly
Maintain water quality parameters
Manage soil fertility and plant nutrition
Monitor and co-ordinate the harvesting of
agricultural products
Monitor and supervise a food safety and
quality management system in the agricultur-
al supply chain
Monitor natural resource management
practices
Monitor pests, diseases and weeds on crops
Monitor plant manipulation
Monitor operation & maintenance of irrigation
systems
12 Months 1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
1.
2.
3.
4.
5.
6.
AGRICULTURE
17. QUALIFICATION NQF LEVEL &
CREDITS
ENTRY
REQUIREMENTS
COURSE OUTCOMES MODULESDURATION
SAQA # 78523
National Certificate:
Automotive Repair and
Maintenance
Level 2
125 Credits
Literacy and numeracy at
NQF Level 1
Basic concepts of engineering
science and technology at
NQF Level 1
Demonstrate understanding
of how an engine and
components operate
Communicate with peers and
supervisors in an automotive
work context
Use and maintain automotive
workshop tools and
equipment.
Conduct a general automotive
service
Remove and install automo-
tive components
Carry out an automotive service
Demonstrate understanding of the principles
of fluid power
Keep the work area safe and productive
Remove and fit automobile components
Select, use and care for engineering hand tools
Select, use and care for engineering measur-
ing equipment
Select, use and care for engineering power
tools
Service automobile batteries
Understand the fundamentals of engine
technology
Balance a wheel
Select and use vehicle lifting equipment
12-18
Months
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
1.
2.
3.
4.
5.
ENGINEERING
18. QUALIFICATION NQF LEVEL &
CREDITS
ENTRY
REQUIREMENTS
COURSE OUTCOMES MODULESDURATION
SAQA # 57881
National Certificate:
Welding Application and
Practice
Level 2
158 Credits
Literacy and numeracy at
NQF Level 1
Basic concepts of engineering
science and technology at
NQF Level 1
Use and apply mechanical and
welding technology,
techniques, processes and
skills, as applied in the
fabrication and welding
industry, using appropriate
tools and measuring
equipment
Use and apply a variety of fillet
welding, oxy-fuel cutting and
oxy-fuel joining processes
Demonstrate knowledge of
the welding industry and its
productivity requirements, by
applying appropriate
work-procedures
Communicate effectively in
order to achieve personal,
business and organisational
objectives. (Range: Reading
and interpreting work
instructions, documents and
drawings; maintaining
effective relationships;
exploring options for further
learning)
Welding Safety and applicable
work-site practice
Effective communication
techniques within the
workplace
Numeracy skills applicable to
the welding environment
Dealing with HIV-aids
Apply work site practices
Braze metals using the oxy-fuel brazing
process
Cut materials using the oxy-fuel gas cutting
process (manual cutting)
Describe the welding industry`s composition
its productivity requirements and communi-
cation techniques
Identify and select material to specification
Select, use and care for engineering hand tools
Select, use and care for engineering measur-
ing equipment
Select, use and care for engineering power
tools
Use welding definitions and symbols
Weld carbon steel work-pieces using the
shielded metal arc welding process in the
down-hand position
Weld carbon steel work pieces using the
cored-wire welding process in the down hand
position
Weld carbon steel work pieces using the gas
metal arc welding process in the down-hand
position
Weld work pieces using the oxy-acetylene gas
welding process in the down hand position
Weld carbon steel work pieces using the gas
tungsten arc welding process in the down
hand position
Deal with safety, health and environmental
emergencies in the workplace
Perform basic first aid
Perform basic fire fighting
Prepare and secure work pieces for welding
12-18
Months
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
1.
2.
3.
4.
5.
6.
7.
8.
ENGINEERING
19. WELDER APPRENTICESHIP
LEVEL 1
Generic Training - Orientation
- Induction
- Safety
- Basic first aid training
- Basic fire training
- Electrical safety
Basic Workshop Practice
- Materials, engineering drawings & sketches
- Measuring and measuring equipment
- Marking off
- Hand tools
- Workshop tools
Hand Skills
- Fabricate a project applicable to the trade
- Keys & locking devices
- Threads and pitches
- Basic bearing maintenance
- Lubrication
- Allowances & tolerances of fits
- Basic gas cutting & welding
- Basic arc welding
LEVEL 2
Welding 1
- Materials drawings & sketches
- Principles & techniques of sketches
- Thermal applications
- Machines
- Oxy – fuel gas cutting
- Oxy fuel gas welding & brazing
- Shielded metal arc welding
Basic Rigging
LEVEL 3
Welding 2
- Oxy – fuel gas cutting
- Oxy fuel gas welding & brazing
- Shielded metal arc welding thermal applications
- Gas metal arc welding
- Gas Tungsten Welding
Phase 1
Phase 2
Phase 3
Phase 1
Phase 1
Phase 1
APPRENTICESHIPS
MOTOR MECHANIC APPRENTICESHIP
LEVEL 1
- Induction
- Safety
- Basic first aid training
- Basic fire training
- Electrical safety
- Perform a service on a vehicle
- Headlight adjustment
- Measuring of engine components
LEVEL 2
- Remove and replace wheel bearings
- Identify, remove, diagnose and replace fuel system
- Exhaust system repairs
- Cooling system repairs
- Lubrication components
- Suspension front and rear
- Steering system
- Wheel alignment
- Wheel balancing
LEVEL 3
- Remove and replace cylinder heads
- Engine rebuild
- Fuel injection
- Basic electrical and electronic repairs
- Turbo’s
- Clutch repairs
- Brake system diagnosis and repairs
- Ignition system diagnosis and repairs
- Remove, test and replace electrical components
LEVEL 4
- Diagnose, remove, inspect and replace advanced transmission systems
- Identify, test and repair advanced mechanical and electronic systems
- Identify and understand advanced high speed diesel engines
- Understand advanced electronic ignition systems
- Understand, diagnose, remove and replace and commission air conditioning systems
- Remove and replace diesel fuel injectors and pumps
- Service filters and diagnose engine performance
Phase 1
Phase 2
Phase 1
Phase 1
Phase 1
20. 1 PHILIP ENGELBRECHT, MEYERSDAL, ALBERTON
info@haggai-edutrain.com
www.haggai-edutrain.com
+27 11 867 3384
+27 63 743 1844
Haggai operates on a national
basis with offices and training
facilities in;
Gauteng: Pretoria, Meyersdal, Brakpan
Limpopo: Polokwane
Free State: Bloemfontein
KZN: Pietermaritzburg,
Western Cape: Somerset East, Tygervalley Cape Town, George
Eastern Cape: Port Elizabeth.
Our Campuses