✅ 1. Needs Analysis and Programme Design
- Identify skills gaps or workforce needs within the organization or sector.
- Determine the target group (e.g., unemployed youth, graduates, or employed staff).
- Align the programme with business goals and legislative frameworks (e.g., BBBEE, Skills Development Act).
- Select the type of programme (Learnership → NQF-aligned; Graduate Programme → role-based experiential learning).
✅ 2. Stakeholder Engagement
- Involve:
- SETA (for learnerships) or accrediting body
- Training providers
- Internal departments (HR, Legal, Operations)
- Line managers (mentorship & supervision)
- External partners if applicable
✅ 3. Programme Planning
- Develop implementation plan, including:
- Duration (usually 12–24 months)
- Learning outcomes (for learnerships, aligned with SAQA/NQF)
- Rotations and job exposure (especially for graduates)
- Resources and budget
- Draft contracts/agreements:
- Learnership: Tripartite agreement (learner, provider, employer)
- Graduate: Fixed-term employment contract
✅ 4. Recruitment and Selection
- Advertise the programme widely (internally/externally).
- Shortlist candidates based on eligibility criteria:
- Learnership: Matric or relevant NQF level
- Graduate: Relevant tertiary qualification
- Conduct interviews, assessments, and medicals (if needed).
- Sign contracts and onboarding documents.
✅ 5. Programme Delivery
- Induction: Orientation on workplace culture, expectations, and policies.
- Training delivery:
- Learnership: Structured classroom (30%) + workplace learning (70%)
- Graduate Programme: On-the-job training, coaching, and mentorship
- Provide tools, equipment, and access to work-based learning opportunities.
- Ongoing support and mentoring.
✅ 6. Monitoring and Evaluation
- Track progress through:
- Learner logbooks or portfolios of evidence (POE)
- Monthly reports and performance reviews
- Regular check-ins with mentors and managers
- Conduct midterm reviews and provide feedback loops.
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