Advertise Here
Icon

Directory

IconAccounting & Tax
IconAccreditation Bodies
IconActuaries
IconAssociations and Institutes
IconAuditors
IconBBBEE Consulting and Verification Agencies
IconBusiness Process Management
IconBusiness Process Outsourcing
IconCompany Secretarial Services
IconCompare Medical Scheme Benefits
IconCompliance
IconConsumer Protection
IconCorporate Governance
IconCredit Bureaus
IconDebit Order Collection Facilities
IconEducation and Training
IconEmergency Medical Rescue
IconExpatriate Cover
IconFAIS
IconHealthcare Consultants
IconHuman Resources
IconInformation Technology and Software Partners
IconLegal
IconManaged Healthcare Service Providers
IconMedical Aid Administrators
IconMedical Aid Schemes
IconMedical Schemes Trustees Liability Insurance
IconMedical Service Providers
IconOmbud
IconPolicy Administration
IconPublications
IconRegulatory Authorities
IconSurveys & Research
IconTraining Courses & Workshops
IconWellness Programs
Image
  Subscribe To »

SKILLs or Personality Pills...

Published

2015

Thu

05

Mar

 

By Rita Lally, Director
SmartMoves Human Capital

Companies who pay the Skills Development Levy will be wanting to get a refund on their levies paid by way of Grants and should be actively preparing to submit their annual training plans to their respective SETAs; as well as report on activities that have taken place over the previous twelve months.   As the financial services industry has gone through considerable transformation and professional upliftment over the last few years – there should not be a shortage of data for submission, especially in the product and services training arena.

The process of identifying training needs, aligned to that of the business, has become simpler within the FAIS sphere.    Everyone providing advice and/or intermediary service has to do it, to be deemed ‘fit and proper’.  CPD is no longer an option.  How easy is that!?  Gone are the days when a business manager seriously considered allocating a heavy budget on training, as he feared the employee may leave the organisation once upskilled.   We all know what happened when no training took place, and the employee stayed!... “Hello Mr. Ombudsman”.

Identifying technical development is only one component of the process.   Human Resources have a theory, that when a business ‘hires purely for technical ability, they fire for behaviour’.   This can be a waste of time, talent, as well as a costly exercise.    In addition to knowledge, the personal behaviours and attributes are critical competencies for a person to successfully carry out their responsibilities.  Employees should know what is expected from them behaviourally, and be objectively appraised against these factors.  There are programs to assist, other times, there are not.  You cannot train a person to be honest. .. You can, of course, arm him with the Codes of Conduct and basics on How to Treat the Customer Fairly which align with the ‘integrity’ requirement.

All forms of development should in effect enhance the individual’s performance and be reflected in output adding value to the business.  There is absolutely no point or need to provide training for training sake, as up to 70% of training today happens in the workplace anyway.   With FAIS requirements, a large number of employees will be ‘working under supervision’ at any one time.   The responsible person should not only be technically proficient to give guidance, but have the ability to coach effectively.  Yet ‘coaching’ is a good example of a skill that is often overlooked - so vital in your industry today.  If not already, this should be an option in those training plans.

Aligned with development is the possibility of promoting people to management positions.  Unless an organisation is large and has a pool of resources available from which to choose, it is not uncommon to see technical people appointed into those roles.  It can be a toss up as to whether it works or not.  Not everyone is suited to lead.  Consider the quote ‘people leave managers, not organisations.’   A situation that is untenable can be soul destroying for the employee who eventually leaves to go to perceived greener pastures.    A recognised psychometric evaluation is probably the only key to unlocking and identifying potential.   In this instance, throwing money into leadership training may not necessarily be a good option.

The purpose of this article is to provide brief insight for you to critically evaluate the development needed in your organisation over the next year.  The workplace skills plan is not an annual paper exercise, but a strategic business tool for you to get a return on your investment of people.  Yes, it is great to get money back, but even better when the results are tangible.  Qualifications, for example, are a good foundation, but do not necessarily produce high performers.  How do you crystallise that talent?  Not everyone, needs every form of training.  Treat your employees as individuals and align future development accordingly.  Those organisations that show they care, are the organisations that win.

About SmartMoves Human Capital
SmartMoves Human Capital is an integrated one stop Human Resources, Industrial Relations, Payroll, Financial Management and Reporting and Training services firm. The company offers a wide range of line and senior management training interventions.

Visit us at www.smartmoveshc.co.za to find out more.

 
Source: SmartMoves Human Capital
 
« Back to previous page Print this page » |
 

Breaking News »

Lloyd’s presents solutions for global industry and government partnerships

Lloyd’s presents solutions for global industry and government partnerships to fast-track societal and economic COVID-19 recovery Open-source frameworks provide blueprint for better protecting society ...
Read More »

  

Insurance Gateway Launches Virtual Offices

Insurance Gateway developed a new way of connecting brokers to their clients. This new platform will launch 1 July 2020 and I would like to invite you to have a look. To view our offices please click the link below ...
Read More »

  

Norton Rose Fulbright’s Insurance Comic Book

It is never fun having to reject a claim but we have found a fun way to learn how to do it fairly. As the brainchild of who else but Donald Dinnie, director at global law firm Norton Rose Fulbright, for ...
Read More »

  

SAIA Appoints Ms Pamela Ramagaga as General Manager: Insurance Risks

It is with great pleasure to announce to you that the South African Insurance Association (SAIA) has appointed Ms Pamela Ramagaga to the position of General Manager: Insurance Risks effective 1 June 2020. Ms ...
Read More »

 

More News »

Image

Investment »

Image

Life »

Image

Retirement »

Image

Short-term »

Advertise Here
Image
Image
Advertise Here

From The Glossary »

Icon

Retirement Fund Tax:

In 1996 the Tax on Retirement Funds Act was passed and levied a 9% tax annually on the interest and net rental income earned by a retirement fund. With effect from 1 March 2007 this tax has been scrapped and no longer applies to retirement funds.
More Definitions »

 

Advertise

 

eZine

 

Contact IG

 

Media Pack

 

RSS Feeds

By using this website you agree to the Terms of Use.
Copyright © Insurance Gateway (Pty) Ltd 2004 - 2020. All Rights Reserved.