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Procurement – The importance of a Robust Procurement Policy

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When it comes to procurement, I often hear the words: “Why all this red tape when we want to procure goods/services”; OR “We need this urgently, can’t we use petty cash or the company credit card “.

Hence, I thought it appropriate to write about some fundamental principles regarding the importance of a robust procurement policy.

As we continue to grow and evolve as a training company, it’s crucial that we pay close attention to this.  Let’s take a moment to explore why.

  1. Selecting the best Supplier/Business Partner

To start of the process, we need to be sure we select the best Supplier/Business Partner to supply us with the goods/services.  These suppliers are maintained on an approved supplier list.

When the need arises to procure goods/services from a partner that does not form part of our current approved list of suppliers, the following criteria needs to be considered before adding to that list:

  1. 2 – 3 Quote principle: Always get 2 to 3 quotes from different suppliers.  This enables you to compare prices and different offerings.
  2. Reputation & Quality: Does the supplier have a good reputation in the market and a track record of quality products/services and an after-sales support structure.
  3. B-BBEE scorecard: Always consider the supplier’s B-BBEE scorecard/certificate.  Procurement plays a pivotal role in our overall B-BBEE scorecard and needs to be considered when selecting a new supplier.

To help us with the above, we make use of an online onboarding platform to give us the ability to manage, control and secure the full lifecycle of a payee.

  1. Getting approval

Probably the most important element to the procurement process is a company culture of “Approval before engagement with suppliers”.

As a company, our buyers/purchase requesters need to obtain approval from their relevant line manager before kick starting the purchase process with the supplier.  This is done via our purchase requisition form from where we can create an approved purchase order to send through to the supplier.

The above seems obvious, however due to time pressure and multiple training programmes running simultaneously, we can easily fall into the trap of engaging with a supplier before approval to get the process started earlier.  This creates the risk of legally binding us to service provider without oversight from management.

  1. Cost Efficiency

A well-designed procurement policy helps us optimise our spending and ensure that every Rand is wisely allocated.  It also helps to identify cost-saving opportunities, negotiate better deals with suppliers, and avoid unnecessary expenses.  This not only contributes to our bottom line but also allows us to invest more resources into enhancing the quality of our training programs and services.

  1. Risk Mitigation

In today’s business environment, risks are ever-present.  From supplier reliability issues to compliance concerns, there are numerous factors that can disrupt our operations if not properly managed.  As mentioned under point # 1, to help us mitigate these risks, we need stringent evaluation criteria for suppliers, ensuring compliance with relevant regulations, and fostering transparency and accountability throughout the procurement process.  This will help safeguard our business continuity and reputation.

  1. Quality Assurance

As I mentioned in my February article, 2024 is dubbed the “year of the client”.  Delivering exceptional training experiences to our clients is at the core of what we do.

Our procurement policy plays a critical role in maintaining the quality and consistency of the resources and materials we utilise in our programs.  By establishing standards for product and service specifications, conducting thorough vendor assessments, and monitoring performance metrics, we can uphold the high standards that our clients expect from us.  This not only enhances customer satisfaction but also strengthens our competitive advantage in the market

  1. Sustainability and Social Responsibility

As a responsible corporate citizen, we have a duty to consider the broader impact of our procurement practices on society and the environment.  Whether it’s supporting local businesses and communities, or reducing waste generation, we can align our procurement decisions with our values and contribute to building a more sustainable future.

In conclusion, a good procurement policy is not just a tick box exercise or adding unnecessary red tape to our decision-making process.  It’s a vital strategy to ensure our Company’s effectiveness and sustainability.  By adhering to our procurement policy and embracing a culture of continuous improvement, we can optimise our resource utilisation and uphold our commitment to responsible business practices.

Thank you, and here’s to the shared quest of our continued success as a leading training company.

Tough Times need Tough People And smart saving choices

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Written by Cobus Terblanche, Training Force Chief Financial Officer


TIMES ARE TOUGH… This is a statement we often hear these days, and in our current environment, it’s a hard reality. From South Africa to Training Force, all the way through to our individual households, times certainly are tough. Hence, I thought it appropriate to write about some fundamental principles regarding good financial management.


In this environment, understanding the basics is the key to success. These principles do not only apply to our day-to-day operations but also to personal financial well-being.




For our operational teams, the concept of budgeting aligns closely with project planning and running of a successful project. It involves strategic thinking about where financial resources should be allocated to achieve the best project outcomes. A well-thought-out budget serves as a gatekeeper to show us where we might be going wrong in the way we’re running our projects and where we’re bleeding financially.


On a personal level, budgeting is a tool to showcase your financial priorities. Identifying and allocating funds for necessities ensures financial stability and protects you from unnecessary expenses. Again, it serves as a gatekeeper to show you where you are overspending + where you potentially have wasteful expenditure.


Expense tracking


Operational efficiency depends on meticulous record-keeping, especially when it comes to expenses. Tracking every transaction, no matter how small, allows us to maintain transparency and control over our financial activities. This disciplined approach contributes to the overall financial health of the company.


Similarly, on a personal level, maintaining a record of expenses is a practical habit. It provides a clear picture of where your money is going and allows you to identify areas where you might have wasteful expenditure or costs you no longer need/use.


Cash flow management


There is a saying “Cash is King”. It’s also referred to as “business oxygen” and is the most evidential sign of a strong balance sheet. Our business cannot breathe without cash flow.


All businesses need cash to achieve their short-term goals – to pay employees, trade suppliers, and a host of other expenses. It’s therefore vitally important to manage cash flow through forecasting, budgeting, and the use of variance analysis.


A sign that a business is doing well is one that regularly maintains a minimum cash reserve for rainy days/protection. At Training Force, the key to strong cash flow management is to invoice our projects timeously and collect the cash/payment as quickly as possible. Remember, every sale we make only realizes when the money is in our bank account.


On a personal level, the most important habit is to save. Once our salary hits our bank account, try to store/save some of it (however small amount) in a separate account. This will protect you for when life happens, and you need to pay an unplanned expense. Also, as mentioned under the expenses section, try to cut out wasteful expenses or costs you no longer need/use.


Team communication/shared financial responsibility


At Training Force, communication between teams is essential for financial success. Open communication about financial goals and challenges allows for a more cohesive approach to decision-making.


2024 is dubbed the “year of the client”. To honour this commitment, communication between our different teams is essential to ensure the best customer experience and empathy. This, in turn, will ensure our financial sustainability.


Likewise, at home, involving family members in financial discussions and decisions promotes shared responsibility. Establishing financial goals together and working towards them creates a sense of unity and purpose.


Recognising achievements, large and small


Excellence deserves recognition, and celebrating achievements, no matter the scale, is crucial for me. Acknowledging successful projects, meeting targets, and staying within budget fosters a positive and motivated work culture.


Similarly, at home, recognizing and celebrating financial milestones – be it a successful budget adherence or a well-planned purchase – reinforces good financial habits and encourages continued discipline.


In conclusion, these fundamental principles, when applied with diligence and consistency, lay the groundwork for success. Whether at work or in your personal life, embracing these practices contributes to stable and thriving finances.


Thank you, and here’s to the shared quest for financial success.

Training as a Team – Building strong client relationships in training and development.

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Written by Michael Barnett, Training Force: Chief Commercial Officer


In the ever-evolving realm of training and development, nurturing and sustaining robust client relationships isn’t merely a commendable practice; it stands as the bedrock of achievement. Whether you operate as a freelance trainer, within a training organisation, or as an in-house corporate trainer, the vitality of your client connections bears direct influence on your capacity to deliver training solutions that truly resonate and foster enduring triumph. Let’s explore why cultivating these robust client relationships is of utmost importance in the training and development sector.


A primary advantage of fostering a strong client rapport is the insight you gain into your client’s needs, objectives, and hurdles. Training and development solutions are far from being one-size-fits-all. By forging formidable relationships with clients, you position yourself to finetune your services to meet their precise requisites. This paves the way for more effective training initiatives, ones that squarely address their specific requirements and help boost profits and growth.


Trust serves as the bedrock of any flourishing business relationship. When your clients place their trust in you, they become more amenable to close collaboration and receptive to your guidance. Over time, sturdy client alliances generate market credibility, making it easier for potential clients to have faith in your proficiency and the value you provide. This trust often culminates in enduring partnerships, recurrent business, and valuable referrals.


In the training and development sphere, effective communication is essential. Strong client relations facilitate open and transparent dialogue. Clients tend to convey their feedback, voice concerns, and pose queries with greater ease when they feel at ease with you. This communication proves priceless in ensuring that training programs remain on course and align with the evolving requirements of the client.


The business landscape undergoes continual transformation, as do the needs of your clients. A robust client relationship equips you to navigate these shifts adeptly. By staying well-informed about your client’s sector and challenges, you can adapt training programmes as required, ensuring they remain pertinent and influential.


Such relationships frequently foster deeper levels of collaboration. When clients perceive you as a trusted partner rather than a mere service provider, they are more inclined to involve you in strategic dialogues and planning. This synergy can result in the co-creation of leading training solutions, amplifying the value for the client, and equipping you with valuable information.


The art of building robust client relationships isn’t confined to soliciting new business alone; it’s equally about retaining and expanding your existing client base. Contented clients, who sense their importance, are more likely to sustain their collaboration with you and may even extend their engagement with your services. This creates a stable and sustainable business model.

Healthy, Wealthy, and Wise – Lessons in mental health awareness from the pandemic

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Written by Liverne Le Grange, HR Operations Manager of Training Force


During the COVID pandemic we saw an increase in mental health awareness across the world. While everyone’s physical health was at sever risk during the outbreak of the virus, we were all hyper aware of the fragility of mental health while we navigated social distancing, isolation, loss, grief, and more. People were posting their thoughts, both written and recorded, across social media platforms, alerting others on how to take care of their mental wellbeing throughout an incredibly trying time.


The World Health Organization record an approximate 25% increase in depression and anxiety amidst the pandemic. Looking at this finding, one can’t help but to wonder how much our employers contribute to our feelings of depression and anxiety? Is there a direct correlation between the two and if so, how can our employers turn the tables to safeguard our mental wellbeing as well as our psychological safety in the workplace?


Mental wellbeing can be described as a combination of one’s feelings and how one functions in daily activities, including interacting with others and managing work stress. Whereas psychological safety is defined as feeling safe to speak up on concerns, risks, or questioning without fear of being humiliated or punished for doing so.


Post pandemic work conditions have seen employers take various measures to provide employees with the necessary support to help them through personal or work-related stresses that may impact their over wellbeing. These measures might include Employee Wellness Programmes which promise to provide professional services to employees 24/7/365. This generally comes at no additional cost to the employee.  Some employers even grant their staff a “duvet-day” or a “mental-health day” for those times they might not feel up for the challenges that come with a new day but might physically be in good health.


Many employers aim to create a psychologically safe working environment for all their staff and look to different methods of building the environment through:


  • Creating safe platforms for employees to voice their opinions or concerns
  • Providing opportunities for employees to come up with new ideas
  • Giving recognition where praise is due
  • Allowing for constructive/productive feedback
  • Turning risk/mistakes into opportunities for growth


Psychological safety can tell you a lot about a company’s culture. To create a progressive working environment where everyone collaborates, companies need to focus on creating psychologically safe workplaces for all.

Employee well-being and psychological safety can truly transform the workplace and assist staff in their productivity, increasing the bottom line and embracing a true growth culture.

Occupational Qualifications vs. Higher Education Qualifications in South Africa: Understanding the Differences and Advantages

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South Africa boasts a diverse and comprehensive educational framework that caters to the multifaceted needs of its population. Two significant pillars of this framework are Occupational Qualifications (OQs) and Higher Education Qualifications (HEQs). Both serve critical roles in equipping the nation’s workforce with necessary skills, albeit in different ways. This article delves into the primary differences between the two and their unique advantages.


What are Occupational Qualifications (OQs)?


Occupational Qualifications refer to a structured learning process geared towards a specific occupation or job role. These qualifications are typically linked with vocational and skills training. In South Africa, OQs are developed by the Quality Council for Trades and Occupations (QCTO) and are designed to ensure that individuals are job-ready upon completion.


What are Higher Education Qualifications (HEQs)?


HEQs are traditional academic qualifications offered by universities, technikons, and other tertiary institutions. They range from undergraduate diplomas and degrees to postgraduate master’s and doctoral degrees. In South Africa, the Council on Higher Education (CHE) is responsible for ensuring the quality of these programs.


Key Differences:

  1. Purpose and Design:
    • OQs are designed to equip learners with specific skills and knowledge directly related to a job or trade. They’re more hands-on and practical.
    • HEQs provide a broader academic foundation, often focusing on theoretical knowledge, critical thinking, and research.
  1. Duration:
    • OQs can vary in length but are typically shorter, ranging from a few weeks to a few years.
    • HEQs generally take longer, with undergraduate degrees lasting three to four years and postgraduate programs extending even further.
  1. Assessment:
    • OQs employ a competency-based assessment, ensuring the learner can perform specific tasks or roles.
    • HEQs assess understanding, knowledge, and cognitive skills, often using examinations, essays, and research projects.

Advantages of Occupational Qualifications:

  1. Immediate Relevance: OQs are tailor-made for specific industries, ensuring immediate applicability in the job market.
  2. Flexibility: They often cater to people who are already working, offering part-time or evening classes.
  3. Cost-effective: Generally, OQs are less expensive than traditional degree programs. Companies also fund these programmes.
  4. Bridge to Formal Education: For those who might not have had the opportunity for formal schooling, OQs can serve as a stepping stone to higher education.

Advantages of Higher Education Qualifications:

  1. Broad Knowledge Base: HEQs offer a comprehensive education, promoting critical thinking, and problem-solving skills.
  2. Career Advancement: Many professions require or prefer candidates with higher education qualifications for senior roles.
  3. Research and Innovation: Universities and technikons are hubs for research, allowing students to contribute to new knowledge and innovations in their field.
  4. Networking: Tertiary institutions provide opportunities to network with professionals, professors, and peers, often leading to job opportunities post-graduation.

In Conclusion:


Both Occupational Qualifications and Higher Education Qualifications hold substantial value within the South African context. The choice between the two depends on an individual’s career goals, personal circumstances, and learning preferences. While OQs offer a direct pathway to specific careers, HEQs provide a broader foundation that can open doors to various professional opportunities. Ultimately, the South African education system’s strength lies in its ability to cater to a myriad of needs, ensuring that every individual can find a path that suits them best.

Breaking Barriers: Women Leading the Way in South Africa’s Private Training Provider Sector

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In a country as diverse as South Africa, where the echoes of history still reverberate through society, leadership dynamics have begun to shift. The private training provider sector, traditionally dominated by white males, is witnessing a significant transformation as women ascend to leadership positions, reshaping the landscape and challenging long-standing norms.

The Struggle for Equality: South Africa’s tumultuous history, marred by the apartheid era, has left indelible imprints on the societal fabric. The struggle for equality has been ongoing, encompassing not just racial disparities but also gender inequalities. Against this backdrop, the rise of women in leadership positions within the private training provider sector holds profound significance.


The Rarity of Female Leadership: Despite strides made in recent years, the private training provider sector remains predominantly led by white males. This lack of diversity at the top echelons has not only perpetuated gender disparities. Still, it has also hindered the sector’s ability to adapt to the changing needs of a diverse workforce. However, women are beginning to dismantle these barriers, spearheading change and fostering inclusivity.


The Power of Representation: Women taking up leadership roles in this sector are not just individuals ascending the career ladder but agents of transformation. Their presence challenges the conventional image of a leader and encourages a re-evaluation of leadership qualities. Representation matters, and women leaders act as role models for aspiring female professionals, illustrating that the path to leadership is attainable for all, regardless of gender.


Navigating Challenges: The journey for women leaders in a predominantly male sector could be smoother. Overcoming stereotypes and biases demands resilience. The disparity in pay, lack of access to mentorship opportunities, and implicit gender biases can pose formidable challenges. However, these obstacles have kept women in leadership roles from forging ahead, armed with determination and a vision for a more equitable future.


Embracing Diversity for Success: One of the most striking changes ushered in by women leaders is the prioritisation of diversity and inclusion. Their lived experiences and perspectives enrich decision-making processes, fostering innovative solutions to the complex challenges faced by the private training provider sector. This shift away from the traditional modus operandi has the potential to yield unprecedented results.


Fostering Collaborative Leadership: The emergence of women in leadership roles is reshaping leadership paradigms. Collaborative leadership, emphasising empathy, active listening, and consensus-building, is being championed by many women leaders. This departure from the more hierarchical and authoritative styles that have characterised the sector signals a more inclusive and participatory approach to leadership.


A Call to Action: The transformation within South Africa’s private training provider sector is not just a phenomenon limited to one industry but a reflection of a broader societal shift. It beckons leaders, organisations, and policymakers to reassess existing structures and cultivate environments where diversity flourishes. Encouraging mentorship programs, dismantling systemic biases, and implementing equitable policies are imperative steps toward achieving this transformation.


In conclusion, the rise of women in leadership positions within South Africa’s private training provider sector symbolises more than just professional advancement. It signifies a journey toward dismantling deeply entrenched gender norms, redefining leadership, and fostering inclusive growth. As these women navigate the challenges and opportunities, they stand as beacons of hope, guiding the way toward a more equitable and progressive future.

Streamlining SDL compliance: The advantages of collaborating with a training provider.

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By Daniel Orelowitz, Managing Director at Training Force


Working with an accredited and reputable training provider can be incredibly beneficial for an employer in South Africa looking to claim the 20% Mandatory Grant through the Skills Development Levy (SDL). Such a training partner is instrumental in helping companies navigate and meet all administrative requirements to claim the grant. From helping with the creation of a Workplace Skills Plan (WSP) and an Annual Training Report (ATR) to outlining the skills requirements of the business and mapping out the necessary training to address those needs, a training partner will implement training programmes and monitor progress toward ensuring compliance. In addition to assistance with the grant-claiming process, a training partner can provide customised training solutions tailored to the company’s specific needs, boosting workforce skills and productivity, while advising on the best training programmes to maximise the benefits of the SDL and increase the likelihood of success in claiming the Mandatory Grant.


Unpacking the importance of SDL


The SDL is a mandatory levy imposed on employers. Governed by the Skills Development Act and administered by the South African Revenue Service (SARS), this levy is calculated based on 1% of an employer’s total annual payroll, and the funds collected are used to promote training and skills development across various sectors, aiming to address skills gaps, promote employment, and enhance productivity by encouraging employers to invest in the development of their workforce.


Funding skills development


Most employers, depending on their legal requirements, are required to register with SARS and submit SDL payments every month, and in compliance with the SDL regulations, employers become eligible to claim the 20% Mandatory Grant, which allows them to recoup a portion of their SDL contributions through the implementation of approved training programmes for their employees. As such, the SDL plays a crucial role in supporting skills development and improving the competitiveness of the South African workforce.


In addition to the 20% Mandatory Grant, there is also an SDL Discretionary Grant, which is awarded to employers at the discretion of the relevant Sector Education and Training Authority (SETA). The grant is used to fund skills development initiatives that align with the SETA sector skills plan.


To be eligible for the SDL Discretionary Grant, employers must be registered with the appropriate SETA, pay the SDL every month, and apply to the SETA by 30 April annually, demonstrating that their proposed skills development initiative is aligned with the SETA’s sector skills plan. It is also of paramount importance that the training interventions mapped out in the Workplace Skills Plan when submitting the mandatory grant are declared upfront. This allows the SETA to better forecast the dissemination of funds nationally and increase the likelihood of funding being awarded to an employer. The amount of the SDL Discretionary Grant is determined by the SETA and can be used to fund a variety of skills development initiatives, including training and development programmes for employees, internships, apprenticeships, learnerships and skills development research and promotion.


What does SDL compliance require?


SDL compliance for businesses entails fulfilling the legal obligations related to the payment of the levy and the utilisation of funds for approved skills development purposes. Employers must accurately calculate and submit SDL payments to SARS based on the prescribed percentage of their payroll and comply with reporting obligations. Compliance requires action, which means that companies must implement approved training programmes and initiatives that align with the company’s workforce development needs in a manner that contributes to addressing skills gaps and promoting employee development. Businesses must maintain records and documentation to demonstrate compliance with SDL regulations in the event of audits or inspections.


Outsourcing compliance to increase effectiveness.


A training partner can assist companies in achieving SDL compliance and making use of the relevant grant opportunities in several invaluable ways:


  1. Provide administrative support: Navigate the bureaucratic aspects of SDL compliance by guiding businesses through the registration process, submitting SDL payments accurately and on time, and ensuring that all necessary documentation is completed and filed correctly.
  2. Complying with the Quality Management Systems (QMS) requirements set by the relevant SETA: SETAs have comprehensive systems with guidelines to navigate their processes and procedures. It is important to align with a training provider who has in-depth knowledge and experience in navigating and interpreting SETA requirements.
  3. Development of training plans: Design a comprehensive WSP and ATR to outline the company’s training needs and objectives, as well as the strategies for addressing those needs.
  4. Establishment of Training Committees: Employers must establish training committees that meet regularly and consult on the training needs and plans of the organisation. This follows best practices and forms part of the requirements of Mandatory Grant Compliance. A reputable provider is willing to guide employers with the establishment and objectives of an organisation’s Training Committee.
  5. Implementation of training programmes: Provide expertise in designing and delivering training initiatives that align with WSP or Training Plan objectives and meet the specific needs of the business. Reputable providers can provide you with the required implementation plans upfront to help you navigate your skills need.
  6. Monitoring and reporting: Track the progress of training initiatives, monitor employee participation, mitigate learner attrition, and ensure that records are accurately maintained, such as learner attendance registers, training materials, and assessment results.
  7. Compliance audits and inspections: Help companies prepare the required documentation and records. They can assist in conducting internal audits to identify any potential compliance gaps and suggest corrective measures to ensure full compliance with the SETA requirements. Additionally, outsourcing to a training provider can assist with BBBEE scorecard compliance through the subsidisation of grants allotted to employers.

Big benefits, bigger impact


Partnering with a reputable training provider offers significant benefits in ensuring SDL compliance. Their expertise in navigating administrative processes, developing comprehensive training plans, and implementing approved programmes ease the administrative burden for companies. By monitoring progress, maintaining accurate records, and providing support during audits, they contribute to seamless compliance. Furthermore, their guidance maximises the benefits derived from SDL initiatives, promoting skills development, and enhancing workforce productivity. Working with a training provider not only increases the likelihood of successful SDL compliance but also facilitates the optimisation of training opportunities, ultimately leading to a more skilled and competitive organisation while contributing to the skills development of the national workforce.

Three-way partnership with a client, LESCO and Training Force delivers innovative B-BBEE learnership solution.

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Skills development is one of the major requirements of the Broad-Based Black Economic Empowerment (B-BBEE) scorecard, and learnerships make up a significant part of skills development. However, not all businesses have the capacity to take on sufficient learners to meet their obligations. Such was the case with a client of Training Force, who had the funding but no available roles. Training Force then partnered with LESCO, a manufacturer and distributor of a wide range of innovative electrical products and accessories for the South African domestic market, who could take on learners, but not the funding. This created a mutually beneficial three-way arrangement that gave the learners valuable work experience while earning an income, and at the same time delivered B-BBEE points for both LESCO and the client.


The requirement


A client approached Training Force to assist with finding a host site for learners to complete their learnership, which itself is not an unusual situation. However, as this was a technical learnership there was also a specific requirement for the host site to meet the criteria stipulated by the Manufacturing, Engineering and Related Services Sector Education and Training Authority (merSETA), the sector education and training authority encompassing manufacturing, engineering, and related services. This meant that the host needed to not only be in the right industry but also have the appropriate accreditations to take on the learners.


“merSETA has stringent requirements, which made this placement quite a challenge. LESCO went above and beyond the call of duty to comply, navigating all the obstacles, hurdles and red tape required for their certification. Throughout the process, they were willing to adjust and amend to provide for the learners, including several disabled learners who needed specific accommodations. They went out of their way to make this work and took on a big task in embracing the true spirit of B-BBEE,” says Yogini Sigamoney, Project Manager for Learnerships at Training Force.


The process and the benefits


Training Force began the recruitment process after LESCO was briefed on their requirements, and potential candidates were interviewed by both parties to ensure the correct fit.


“One of LESCO’s goals is to empower previously disadvantaged people, and learnerships provide a good access point to offer the youth an opportunity to be exposed to the manufacturing environment. Training Force is a reputable company, and we were happy to work with them on this project. They assisted us in sourcing learners to meet our specifications, namely persons living with disabilities, aged between 20 and 29 years and living within a 5km radius of our factory,” explains Teboho Moloi, Cost & Procurement Manager at LESCO.


The partnership with Training Force and its client ensured that LESCO had the learners they needed, while Training Force took on the task of implementing, monitoring, and closing off the programme, as well as providing feedback to both parties. At the end of the year-long learnership, participants received a National Qualification Framework (NQF) Level 1 in manufacturing and engineering, as well as invaluable work experience and skills and fixed-term contracts of employment at LESCO.


Lessons learned


“The project involved a great deal of coordination between LESCO and Training Force, including onboarding, training, managing attendance, leave and incentivising performance. We had a few teething problems at the start but worked these out to implement better ways of management and communication. We also introduced several different motivational factors to help learners reach targets,” says Moloi.


“LESCO’s willingness to adapt and change was instrumental to the success of this programme, and their door was always open. This was a learning experience for us, and it has helped tremendously in facilitating this kind of arrangement going forward,” Sigamoney concludes.