What are the differences?
Sustainable business transformation matters because it grows businesses with meaningfully employed people who ultimately contribute to business success.
In this blog post I will provide you with pointers on how to implement hazzle free sustainable business transformation versus doing learnerships and graduate development programs for the sake of BEE points only.
The three differences are:
- 1. An appropriate learnership qualification and talented learners VS any learnership for the sake getting a learnerships done for BEE points only.
Begin with the end in mind! Do this by following these tips:
- Choose a learnership that is directly related to the actual roles and critical skills needed in your organization. For example choose to do a medical sales rep learnership (https://www.diverseconversations.co.za/health-products-sales-representative/ ) if you know that this specific role in your company is critical to your company success vs a too general learnership that is only vaguely related to roles in your organization.
- Select learners as part of a team involving managers of critical skill roles when you interview for learnership opportunities. Let the managers make the choice of learners who will be enrolled e.g., ask your sales and marketing managers to interview with you when doing recruitment and selection for medical sales rep learnerships.
- 2. Do the workplace experience yourself with the guidance of an experienced skills development provider VS no involvement form yourself in the workplace experience of learners.
Learners are taking part in a yearlong interview! This is true when you are guiding learners and graduates through their workplace experience yourself because you observe their interactions and performance on an ongoing basis. In addition, the managers in your organization are already convinced that the top performing learners are the talent that you are looking for. That way saving you recruitment costs and scoring BEE points for absorption.
Selecting top talent from the learner pool is hardly possible if learners do workplace experience elsewhere.
- 3. Top performing learners from the group are absorbed vs. learners are send back to unemployment.
I agree this is not that easy! You might say – It is only possible to employ top performing learners if we have vacant positions!
If point 1 and 2 above were done successfully employing the learners are not such a far-fetched concept.
Here are some tips:
- When a vacancy arises even if the learnership is not totally completed, give the top performing learners and graduates who are already inducted in your organization an opportunity to be absorbed. In most cases they can finish the last few assessments whilst starting in the new position.
- Absorb top performing learners to ‘wait in the wings’ by contracting them in an appropriate short-term assignment.
- Enroll your top performing learners in further learning and development. For example, once the medical sales rep learnership is completed enroll the top performing learners in an accelerated development program which contains extra learning such as Marketing Principles, Pain Management or Oncology.
In closing, let’s work together to create true business transformation and meaningful employment by doing learnerships which creates meaningful employment.
Let’s take our discussion further: info@diverseconversations.co.za.