In the South African context, a skills development program is by far the best and most effective way to transfer skills without the need to get overly involved in finding and managing a BEE partner to acquire the credentials. By using a skills development program to train and upskill staff within the organisation, you can be sure that the participants are deserving and have the requisite knowledge and skills to carry your business forward in a meaningful way.
Setting up an effective skills development program in the workplace involves several considerations. Both using a Skills Development Facilitator (SDF) and leveraging internal staff as mentors have their pros and cons. The benefit of course is that the staff you choose to upskill through the program are likely to become ambassadors of your brand and stay with the company. They will be invested in the business and in my mind is by far the best way to go about it.
Using a Skills Development Facilitator (SDF)
A Skills Development Facilitator (SDF) plays a crucial role in the planning, implementation, and management of skills development programs within an organization. Their responsibilities span across various areas to ensure that employees receive the training and development needed to meet both personal and organizational goals.
Pros and cons of using a SDF
Pro’s of using a SDF
Expertise is the primary pro of using a Skill development Facilitator. SDFs are professionals who specialize in skills development and have extensive knowledge of training methodologies and industry best practices. The bring an objective Perspective to the process. An external facilitator can provide an unbiased assessment of the skills gaps and training needs within the organization. Often we are blinded by our association within the organisation and “fresh eyes” are invaluable.
SDFs will create and give participants access to a structured program to get the best from the staff members and provide access to resources that can be tailored to your organization’s specific needs. They can help ensure that the training programs are compliant, meet industry standards and comply with relevant regulations. In ther South African context skills development legislation and accreditation can frequently change and a professional SDF would be able to alter or adjust the program to ensure compliance.
Cons of using a SDF
The primary Con of hiring an SDF is the cost. It can be expensive, especially for smaller organizations. An SDF may not be as invested in the long-term success of the employees as internal mentors and unless the initial needs assessment and introduction to the company culture and goals is extensive, an external facilitators might not have a deep understanding of the company culture and specific operational nuances to ensure success.
Pro’s and Cons of using Internal Staff as Mentors
Pros of internal mentorship
Internal and experienced mentors is an extremely Cost-Effective way of exposing and training staff for more senior positions within an organisation. Internal mentors have a deep understanding of the company’s culture, processes, and expectations and understand the subtle nuances of “what makes us different” and ultimately successful.
Mentoring can foster strong, long-term relationships within the organization, contributing to a supportive work environment where the skills transfer and development is an ongoing process which becomes more like a collaboration as the process moves forward. Involving staff in training can increase engagement and morale as they feel valued and recognized for their expertise. It has often been mentioned by the mentors, that there comes a point where the innovation and creative input of mentees becomes invaluable to the decision making processes.
Cons of internal mentorship
Training and mentoring require significant time and effort from mentors and associated staff, which might detract from their regular duties. This needs to be taken into account when considering to use mentors. It is also very important that all potential mentors are consulted on the process and their input into the effect the mentoring process may have on their performance. Internal mentors may have biases or might be less objective in assessing and addressing skills gaps. This may also spill over into the area of “fear of losing ones job”. (Why train someone to take your position or to take the position you aspire to?) Not all employees may have the necessary skills or experience or desire to effectively train others.
Hybrid Approach to Skills development
Many organizations find that a hybrid approach works best, combining the strengths of both methods. Using an SDF to conduct a comprehensive skills gap analysis and design a tailored training program that can be facilitated or assessed from time to time for it’s compliance and effectiveness.
The implementation of the program would be by Internal Mentors and once the program is designed, internal staff can take on the role of mentors to deliver the training, supported by periodic check-ins with the SDF. Regular evaluation of the effectiveness of the training program by the SDF is essential and enables the SDF to make adjustments as needed, leveraging both the expertise of the SDF and the feedback from internal mentors and trainees.
Steps to Set Up a Skills Development Program
Identify Skills Gaps
You need to conduct a thorough assessment of current skills versus required skills for achieving organizational goals. Set Clear Objectives and define what you aim to achieve with the skills development program. Decide whether to use an SDF, internal mentors or a hybrid approach.
Create a structured plan that includes training content, delivery methods, timelines, and assessment criteria. This is often best performed by a professional skills development facilitator.
Rolling out the training program requires planning and ensuring that participants have access to necessary resources and support. Each participant will be away from their primary duties during the training program so in order to minimize the effect on the day to day functioning of the organisation, thorough planning is required.
Continuous validation and monitoring of the program’s effectiveness is essential and evaluation of the skills being developed. Make necessary adjustments to improve outcomes that better align with the organisational goals.
Ultimately, the best approach will depend on your organization’s specific needs, resources, and goals.
