What is HRD?

Human Resource Development (HRD) is a framework for the expansion of human capital within an organization by helping employees to develop their personal and organisational skills, knowledge and abilities.HRD is a dynamic, on-going, continuing and empowering process that needs to be assessed periodically to ensure the effectiveness of the individual, group and organisation. The goal is to improve the organisation's performance by maximising the efficiency and performance of the people within an organisation. Through HRD, the organisation and the individual employees are developed by the integrated use of training, organisation and career development efforts, so that they can accomplish their work goals in service to customers.

 

HRD @ CTU
CTU has developed a unique HRD model to address the IT skills GAP at a professional level in a cost effective way for companies to continuously develop and introduce new ICT professionals to the industry.


To enable companies to become dynamic, (in the Infrastructure Optimization model specifically) in a difficult economic environment, efficiency, productivity and innovation is required to enable businesses to cut costs and increase productivity.


The CTU Career Campus offers a variety of programmes with National Qualifications and International Certifications which develop skills and prepares the graduates for a future filled with exciting opportunities. Our facilitator-led programmes are developed and updated regularly according to new technological developments and market trends. our "Workplace experience programme" enables learners to become familiar with the corporate/working environment through various field trips and internship programmes hosted by participating corporate clients.
An Internship is a programme designed to give university and technikon graduates an opportunity to extend their academic qualifciations with structured workplace exposure and specialised training. The MICT SETA utilises the concept of internships to fast track high level skills, to offer needed work experience to unemployed graduates and to empower graduates with practical knowledge commensurate with their qualification.
The CTU Recruits Division offers a value added service to both our corporate clients and graduates alike. We supply qualified ICT resources for vacancies within organisations and have an extensive database to source from on a national basis and across multiple disciplines. In turn, we focus on finding our students those sought after career developmenet opportunities. We provide a superior selection process to employers allowing them to appoint only those individuals best suited and in line with required technical skills, as well as ensuring a culture fit to their culture and corporate environments.
A learnership is a work-based route to a qualification. It is a workplace education and training programme comprising of both structured practical workplace (on-the-job) experience and structured theoretical training. The duration of a learnership is approximately twelve months, and results in a full national qualification.
Part-time ICT Development is aimed at currently employed individuals who want to develop and enhance their careers as ICT Professionals. Current ICT Professionals can stay ahead by attending training and completing international certifications in the latest technology.
CTU will assist individuals who want to change their careers - entering the IT Industry. Individual consulting is offered, to assist the best possible learning plan. CTU will assist with choosing the correct IT career path and correct certification paths. Clients enbables us to assist the career changer with exposure to the IT environment by introducing them to industry and private companies.

CTU Development Path


CTU Development Path

 

 

Learnerships

 

Definition:
A learnership is a contractual agreement in terms of which a learner is provided with theoretical and practical training that leads to a qualification.
What is a Learnership?

A Learnership is a work-based route to a qualification. It is a workplace education and training programme comprising of both structured practical workplace (on-the-job) experience and structured theoretical training. The duration of a Learnership is approximately twelve months, and results in a full national qualification.


Funding Learnerships:
Under the Skills Development Act, Seta’s must disburse grants in line with the published funding regulations.  The National Skills Fund will also make grants available for the Deisgn and development of these learning programmes.  There are two ways in which employers will be able to claim grants for Learnerships:

  • They can include learnerships in their Workplace Skills Plan.  These Workplace Skills Plans are submitted to SETAs in line with the requirements of the Skills Development Act.  The grants received are calculated as a percentage of the levy paid to SARS.
  • They can claim additional grants for each Leanership Agreement entered into. These grants will only be available once Learnerships are registered with the Department of Labour.  On every Learnership Registration Form, the amount of the grant the SETA may pay to employers will be recorded.

The size of the grant will take many variables into account.  If an employer provides a Learnership for an unemployed person the employer may also be able to claim a grant towards the allowance that must be paid to the learner.  However, employers should note that they must get the approval of the SETA for the grant before they proceed with an agreement with the learner –as the grants will depend on whether or not sufficient funds are available from the SETA.  A SETA can decide whether or not to pay the grant.
Why Learnerships?

  • To fast track the development of current employees
  • To offer employees an opportunity to obtain a nationally recognised qualification
  • To recognise experience and knowledge acquired by employees through formal learning
  • To offer learners much needed work experience
  • To expose the unemployed learners to better job prospects

The benefits for the employer include:

  1. Workforce: Appropriately skilled employment pool to draw from increased productivity because of a skilled and competitive workforce.
  2. Learnerships Grant Payment: The MICT SETA estimates the cost of a Learnership to be R25 000. The MICT SETA contributes an amount of R12 500 per learner towards the Learnership Grant for the duration of the Learnership. For unemployed (18.2) learners, the MICT SETA also contributes a Learner Allowance in accordance with the various NQF levels. Level 1 - 4 is R9 600 per annum per learner, and Level 5 is R13 520 per annum per learner. No contribution towards a Learner Allowance is made by MICT SETA for employed (18.1) learners.


 

Internships

 

What is an “Internship”?
Definition:
An internship is an opportunity to integrate career related experience into an undergraduate education by participating in planned, supervised work.
Characteristics of an Internship:

  • Contributes to the students personal and professional development through challenging work assignments
  • Is completed before the student graduates from the university although in some cases internships can be completed the summer between the student completing the undergraduate degree and before beginning a graduate degree program
  • Is planned and schedules through consultation with the department or college so as to fit into the undergraduate experience
  • Involves supervision components that is mentoring and educational
  • Includes career related experience that complement what is learned in the classroom
  • Will have a reflection and evaluation process at the conclusion of the internship
  • Builds upon the relationship the department/college/university has with employers
  • Is most successful when the student, the department/college, and the employer all share responsibility in making it a valuable experience.

Why Internships?

  • To fast track high level skills;
  • To offer unemployed graduates with needed work experiences; and
  • Empower graduates with practical knowledge levelling with qualifications.

Benefits for the employer

  1. Workforce: Appropriately skilled employment pool to draw from increased productivity because of a skilled and competitive workforce.
  2. Internships Grant Payment: The MICT SETA, in partnership with employers, contributes R22 500 per learner for the duration of the Internship, regardless of the total costs of the project.

Note that there is no business tax incentive for Internship programmes



 

 



 

Workplace Skills Plan

 

CTU has trained staff that can assist with the analysis of previous Work Skills Plans
Analysis. With the assistance of CTU, we can analyse your Workplace Skills Plan, and determine and develop the following:

  • Training schedules
  • Training completed
  • Completion of the Annual Training Report
  • Complete a Workplace Skills Plan

CTU can further more assist with drawing up of a project plan, to plot a way forward.  
Strategic Planning:
CTU will assist clients in drawing up strategic Human Resources Development plans, thus assisting in planning for current and future projects and needs that might arise. With the WSP and Strategic Plan on hand, CTU will be in the position to support the development of  ICT professionals for specific IT disciplines in order to adhere to the clients WSP. 
Balanced Score Cards:
By evaluating the Balance Score Card, it will allow CTU to identify the gaps and skill requirements within your organisation/company. The Job Description and BSC allow key insight into job competencies. Training needs can be anticipated, team dynamics determined, succession planning implemented and alignment to future strategic growths and developments determined.
CTU is in the ideal position to assist clients with the analysis, planning and implementation of their Work Skills Plans as our strategic knowledge and training products are in-line with the needs of the Skills Development Strategy of South Africa.