Details
This course equips managers and team leaders with the practical skills to plan, implement, and evaluate people development effectively within a work unit. Participants learn how to identify skills gaps, align development initiatives with business objectives, and compile structured people development plans that support both performance and career growth. By focusing on practical tools, recognised frameworks, and continuous improvement, the course helps organisations build capable, motivated teams while ensuring that training investment delivers measurable results.
Objectives:
- Understand the role of people development within an organisational talent strategy
- Conduct and record a training needs analysis
- Identify skills gaps using performance and skills data
- Compile a structured people development plan
- Select appropriate learning and development interventions
- Implement, monitor, and evaluate people development activities
- Use evaluation results to improve future development initiatives
Delivery Methods
| Delivery Method | Duration | ||
|---|---|---|---|
| 3 Days | Get a Quote | ||
| 3 Days | Get a Quote |
Discounts Available
Save up to 10% by booking and paying 10 business days before the course.
Brochure:
Audience
- Line managers and supervisors responsible for developing staff within a work unit
- Team leaders involved in planning or coordinating training and development activities
- Human resource and training practitioners supporting talent and skills development
- Skills development facilitators and workplace mentors
- Aspiring managers preparing for people and performance management responsibilities
Pre-Requisites
Learners starting to learn towards this unit standard are proficient in Language, Literacy and Communication, including intrapersonal and interpersonal skills, at NQF level 4.
Course Outline / Curriculum
Topic 1: Conducting a Training Needs Analysis (TNA)
- Purpose and role of training needs analysis in people development
- Linking people development to organisational talent management strategy
- Identifying desired business outcomes and performance requirements
- Defining critical competencies (knowledge, skills, and attributes)
- Conducting skills audits using skills matrices to identify gaps
- Using performance appraisal results to inform development needs
- Consulting stakeholders to validate and interpret TNA findings
Topic 2: Recording Training Needs Analysis Results
- Purpose and structure of a training needs analysis report
- Documenting training and non-training development interventions
- Linking development needs to individual career development paths
- Describing TNA methodology and strategic organisational objectives
- Conducting and presenting gap analysis between current and future skills
- Communicating TNA outcomes to stakeholders using appropriate formats
Topic 3: Compiling a People Development Plan
- Developing structured people development plans for a work unit
- Selecting appropriate learning interventions (learnerships, mentoring, e-learning, etc.)
- Setting clear learning objectives and outcomes (knowledge, skills, attitudes)
- Applying instructional design principles to support effective learning
- Ensuring alignment with OBET, the NQF, and Recognition of Prior Learning (RPL)
- Promoting lifelong learning within the organisation
Topic 4: Implementing and Evaluating the People Development Plan
- Managing and monitoring implementation of development plans
- Tracking progress against quality and performance requirements
- Distinguishing between monitoring and evaluation
- Applying Kirkpatrick’s four levels of evaluation
- Collecting learner and stakeholder feedback
- Using evaluation findings to improve future development initiatives
Schedule Dates and Booking
There are currently no scheduled dates.