Sanlam Sky is a division of the Sanlam Group focusing on the developing markets. The division plays an important role in employing previously disadvantaged people with little or no prior training and experience. Training is the methodical development of Knowledge, Skills and Attitude that is required by the employee to perform a given task on the job satisfactorily. The training department therefore has a key responsibility of providing effective training to the newly appointed and existing employees and can be viewed as an essential vehicle for company success. The study identified that investment is allocated for the training and development of employees over the past years at Sanlam Sky and the organisation has not measured the effectiveness of training prior to this study. The main purpose of this study was to determine if the training initiatives at Sanlam Sky are effective or not and then identify factors to improve effectiveness of training at Sanlam Sky. The study also addresses the question of “what are the assessment methods for measuring T&D effectiveness that exist in the literature?” The empirical study included the distribution of a self-administered questionnaire amongst operations and distribution staff. Data was collected from multiple sources including 88 respondents and triangulated with unstructured interview data sourced from the learning managers; this data was used to assess the effectiveness of training and develop strategies for improvement. The findings indicate that the training provided at Sanlam Sky is effective, however there are no clear guidelines on identifying training needs in the organisation. The study identified that there is no evaluation framework that is used at Sanlam Sky. The trainees are not given an opportunity to choose how they want their training to be facilitated. Hypothesis of the study was tested and finally the study offers recommendations to be implemented in improving the effectiveness of training.

Withdrawal from a program of studies can have negative consequences that extend beyond those that directly affect the dropouts. Beyond the lack of employment related skills and the impact that dropping out may have on students' confidence in their ability as learners, attrition also has an effect on the educational institute and sponsoring agencies. For example, program attrition leaves the training provider with empty seats but no corresponding reduction in training costs and the sponsoring agencies with a limited return on their training investments. This study examined attrition in short-term vocational programs to determine if factors from research on other postsecondary populations are applicable to these kinds of students. A formula was also developed to predict, early in the program, which students are most likely to withdraw. A review of the research confirmed that what is known about factors related to attrition for students in short-term vocational programs is limited. This necessitated a "borrowing" of factors from research directed at high school students and those in adult and higher education programs. By means of a mailed questionnaire, and using institute records, data were collected for those factors relevant to the population and program under study. These factors were divided into those students brought with them and those they experienced after they began their training. Of the 36 pre-entry factors studied, 12 produced statistically significant relationships when compared to persistence/withdrawal. The significant factors included high school graduation; test scores on reading vocabulary, reading comprehension, reference skills, math computation, math concepts and applications, and combined reading and combined math scores; mean differences in age; the student's socioeconomic status; certainty of program choice; and locus of control as related to high school persistence/withdrawal. Of those categorized as postentry, 10 of the 28 factors produced statistically significant relationships when compared to the indicator variable. These factors were enough study time, study time compared to others, hours per week at PVI, tests passed per attempt, tests exceeded per attempt, feeling that friends had gained from the program, estimation of program success, financial concern, agency sponsorship, and the use of Training Consultants. Combining the statistically significant factors using multiple regression analysis produced a prediction formula which included tests passed per attempt, combined math scores, study time compared, age, and feeling that friends had gained from the program. Conclusions based upon the results of the study centered around the application of attrition factors from the study of other populations and the utility of prediction for practitioners. In essence, the researcher believes it is inappropriate to make assumptions regarding attrition by short-term vocational students based upon research findings from other populations. In addition, even though the findings which characterized persisters as "good students" indicate that attrition rates may be reduced by either restricting admission by students who do not fit the profile or by providing these students with additional support, the amount of variance accounted for (16 percent) based upon the results of the multiple regression analysis suggest caution be used in making any decision. The researcher concludes by recommending that future studies examine attrition by using a variety of research methods in an attempt to clarify which factors are related to student attrition. / Education, Faculty of / Educational Studies (EDST), Department of / Graduate

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Skills development is acquired by the beneficiaries that are sufficient for self-sustenance when the period of study expires. The outcomes of this study will help government with an indication of the success or failure of EPWP and ways of improving identified shortfalls and/or failures in the North West Office. It highlights problems of the current skills development by delineating the weaknesses and pitfalls. The relevant literature has l been visited and has served as a primary data that adds value to the dissertation. Collation of the relevant data is followed by a discussion of the employee perception of the impact of skills development implementation. The relative lack of research of impact skill development is the primary impetus of this study. The sample was drawn from The Department of Public Works, Roads and Transport in the North West Province office employees who were cooperative in the execution of the study. As a result of this, the research on the subject has moved beyond the limited confines of skills development to focus more on the impact of the skills development. Skills development is focused on standardisation and synchronisation of information as a result of improved organisational efficiency, but unfortunately problems with skills development can create challenges and dissatisfaction among the end users, resulting in failure to deliver the anticipated benefits. The findings of this study revealed that there is deficiency The Department's mandate with regard to Expanded Public Works Programme will ensure that the delivery of accessible services through integrated socially developmental and empowering processes can improve the quality of life of communities within the province by the way of community development programmes thus eradicating poverty and look at the conclusion and recommendations made in this dissertation. / Thesis (MBA) North-West Ubiversity, Mafikeng Campus, 2013

published_or_final_version / Business Administration / Master / Master of Business Administration

This study looks into the ability of computer systems, using both video disc images and overlay graphics, to replicate the Army's new M1 tank, so that soldiers using a light pen and simulated test equipment can effectively troubleshoot the tank, using only the technical manual and video terminal display. The computer trained students were then compared with an untrained control group to see if the simulated "hands-on" skills could be effectively transferred to the actual M1 tank during a real troubleshooting exercise. Students' attitudes were also sampled to provide an affective evaluation of the troubleshooting simulation. Research reveals that computer-assisted instruction has had some success in training electrical troubleshooting. The need to train soldiers in mechanical maintenance and the high cost of using the real tank system as a teaching aid led to this study of using computer technology as a cost effective alternative. An analysis of variance showed a significant difference between the training group and the control group in the number of errors made and the number of correct steps per minute at the p > .05 level. An additional test showed that skills learned could be further transferred to a similar, but untrained task on the tank. Students' affective responses indicated that they enjoyed learning from the computer simulation. This technique may have a major implication for civilian education as well. It could be possible to use this interactive video/computer technique to teach 'hands-on' tasks, ranging from chemistry lab experiments to overhauling an automotive transmission. Students could simulate selected tasks, equipment, supplies, and procedures repeatedly to gain mastery in complete safety without consuming valuable resources. Student performance on the computer terminal has been shown to be directly transferable to the actual equipment, and the substitute computer training has been acknowledged by the students as being an enjoyable and worthwhile experience.

M.A. (Industrial Psychology) / As more and more individuals join organizations, the need to assist such individuals with their career adjustment appears to be increasing in both importance and urgency. Traditional interview-based approaches, while they tend to be helpful, do not appear to be able to meet the needs of an expanding work force, particularly if costs and availability of qualified professional assistance are considered. The main purpose of the study was to determine whether career adjustment could be facilitated by means of an experientially based career development programme, seen as a viable alternative to the interview-based approaches. Personal factors, locus of control and job satisfaction were employed as the criterion measures to reflect changes as a result of the career development programme. The experiment was conducted in a municipality in the Witwatersrand area and the final sample consisted of 55 participants, randomly assigned to 30 in the experimental group a~d 25 in the control group. Differences between the experimental and control groups were determined by means of an analysis of variance for unequal groups...