BEE LEVEL 1 CONTRIBUTOR

Modules

• Implement Ethics and Policies in a Business
• Planning and Optimising Business Performance
• Analyse Organisational Needs and Deliver Services
• Apply HR Practices and Legislative Business Compliance
• Apply Business Performance Management Practices
• Develop Marketing Plans and Strategies
• Implement Operational Management Principles and Techniques
• Evaluate Financial Information of a Business

Modules

• Gathering and analyzing information.
• Analyzing events that impact on a business and its competitive environment.
• Complying with organizational standards.
• Motivating an individual or team.
• Negotiating in a work situation.
• Understanding the role of business strategy as it applies to junior management.
• Managing the budget within a specific area of responsibility.
• Applying management principles and practices within a specific area of responsibility.
• Managing work unit performance to achieve goals.
• Behaving ethically and promoting ethical behaviour in a work situation.
• Demonstrating understanding of the consequences in a work unit of HIV/AIDS.

Modules

• The Role of the Manager
• Occupational Learning and Communication
• Written Communication
• Problem-solving
• Leading and Motivating a Team
• The Code of Conduct and Customer Service
• Time Management
• Performance Management
• Budgeting

Modules

• Management Planning Skills
• Management Leadership Skills
• Management Organizational Skills
• Management Controlling Skills
• Management Ethical Skills
• Workplace Communication Skills
• Second Language Component
• Mathematical concepts in the Workplace

Modules

• Business Principles
• Business Economics
• Leadership Management
• Business Management & Administration
• Marketing Principles
• Communication Skills
• Mathematical Applications

Modules

• Communication Skills
• Mathematical Literacy
• Principles of Business Management
• Business Processes & Operations
• Basic Marketing Principles
• Marketing & Selling Processes
• Principles of Pricing & Costing

Elective Modules

• Analysing the current and future state against best practices.
• Create and implement operational plans.
• Create and design processes
• Review performance management systems.
• Improve the performance of teams.
• Understand management and leadership theories.
• Set up coaching systems.
• Select and recruit staff.
• Manage conflict successfully.
• Communicate effectively within a diverse environment.
• Prepare, implement and control a budget.
• Understand financial reports.
• Apply mathematical analytical tools and financial data.

Modules

• Carrying out simple research tasks.
• Interpreting current affairs related to a specific business sector.
• Applying knowledge of self and team to enhance team performance.
• Maintaining records.
• Managing time and the work process.
• Explaining the structure of an organisation.
• Conducting a formal meeting.
• Inducting a new member of a team.
• Motivating a team.
• Describing the management function of an organization.
• Identify and maintain records.

Modules

• Maintain an information system.
• Process numerical and text data.
• Receive, distribute and dispatch mail in an office environment.
• Receive and execute instructions.
• Process incoming and outgoing telephone calls.
• Behave in a professional manner in a business environment.
• Attend to customer enquiries.
• Operate and take care of equipment in an office environment.
• Manage time and work processes within a business environment.
• Investigate the structure of an organization.
• Demonstrate an understanding of the business environment.
• Keep informed about current affairs relating to one`s own industry.

We offer the Generic Management programs as well as the mini- MBA to different industries, with credits in brackets:

• Wholesale and retail management (79 credits)
• Public administration management (39 credits)
• Food manufacturing (108 credits)
• General administration (25 credits)
• Sheriffing (31 credits)
• Disaster risk management (46 credits)
• Service station management (74 credits)
• School governing bodies (51 credits)

The focus of our Leadership Academy team is to:

• Turn passion for leading people into value add results to ensure a successful career and progress through the levels of organizational complexity, as required in modern day companies.
• Ensure that successful candidates gain credits towards recognized qualifications. The programs “give life” to traditional qualifications.
• Ensure that leaders develop the ability to understand the behaviours of colleagues and followers in different situations which will enable them to become superior in their leadership roles.
• Program designs are based on three levels of Stratified Systems theory (levels II, III and IV).
  • Our REALITY LEADERSHIP course is for new supervisors and junior managers and those who show leadership potential(NQF4).
  • The MASTER LEADER course is designed for Junior and middle management (NQF5).
  • The “mini-MBA” course is for Management (NQF 6).
• Clients have a choice between a full one year Learnership or an action packed shorter version over a period of 6 months…2 to 3 days per month as well as learner assignments. Only some modules will be credit bearing because we tailer make the program for client companies with a very different assessment process.
• In this format the duration is as below:
  • Reality Leadership and Master Leader: Maximum of 6 months, two days per month face to face interaction.
  • “Mini-MBA”: 6 months, 3 days per month.
• All programs start with a blend of theoretical and practical input based on a specific industry, like manufacturing, agriculture, mining, etc. We develop specific case studies for the type of industry.
• We offer various Person and team assessments applicable to individuals, teams and organizations which learners will be familiarized with and enabling application during the program as well as after the course. These are included in each of the courses and available for use by learners who are found competent.
• Simulate and demonstrate competencies via “reality management and leadership” assignments like Dragon’s Den and Master Chef reality shows.
• Small diverse teams compete throughout the programs. Teams member ‘pitch’ their ideas and solutions to complex business situations to a team of experienced and successful leaders (consultants and business people).
• We create an environment of competition with teams being evaluated continuously to identify top individual and team performers.

Some fundamental building blocks, used in the process of achieving best practice.

• Emotional Intelligence (EQ): Understanding the concept, assessing own EQ and developing the relevant quadrants (2 days)
• Assertiveness: Assessing the current situation and developing skills to cope with demands strong individual focus and action packed “mental fitness exercises”, 2 days
• Facilitate with Confidence: for facilitators of meetings and training courses, 2 days
• Mentoring an on-line course(see detailed information elsewhere)
• Navigate my Career and on-line course(see detailed information elsewhere)
• Generational Leadership Understanding and leading the modern workforce, 2 days
• Reality Leadership 12 days, 2 days per month. Option to do this as a learnership qualification over 12 months
• Master Leader 12 days, 2 days per month. Option to do this as a learnership over 12 months
• Mini-MBA 39 days contact time and gain a national certificate in Management and Leadership for the full qualification. 18 days for the 6 months option
• Improving Business Acumen:Junior staff to increase understanding of business principles and processes, role of departments, competencies at different levels, appreciation of leadership functions, basic financial and ecomomic principles in companies. Note: The program can be adapted and presented at low level operational staff,supervisory and junior management levels. 8 x 4 hour sessions
• Career path design: Individuals to understand behavior management, potential assessment and how to design their career paths to ensure effective mentoring will take place(in-company mentoring and/or external mentoring. Including potential and personality assessments
• Motivation Understanding behavior and personality concepts, how to structure outcomes and performance of team members (include psychometric assessment), 2 days
• Developing my Personal Brand: Shaping behavior preference and value alignment with occupation and company, 2 days
• Managing Organizational Performance: Create insight into individual and organizational performance systems and parameters, 2 days
• Team management principles: Get the tools to analyse team member behavior and increase team output, 2 days

To be the best we need to employ the best, for specific roles during a specific period in the life of the organization. We have a well established system and process which guarantee long term results for our clients

“It is always better to be assessed to ensure your career planning and ‘fit for purpose ‘accuracy. Careers and life is too short to make this vital mistake – predicting your or someone else’s future based on ‘gut’ feel”.

Top performing organizations employ real talent – ensuring their competitive advantage. Such companies have a talent pipeline which ensure that they have internal feedstock and ‘bench strength’ Many of these organizations are successful because they delve into great detail and use validated systems and business models, in all areas of their business, before they make decisions. In today’s world of fierce competition, we need differentiators. We design systems to ensure your organization and /or team can achieve superior outputs and financial returns

The psychometric assessments we administer are in three categories

• Potential Assessment – cognitive ability and pace for advancement, coping with complexity.
• Personality Assessment – the type of person to fit specific position/s or situations best.
• Team/ group behavior Assessments – ensuring rapport and team member congruence.

Most assessments are done on-line with feedback given to client and the person/s assessed.

When we employ human resources in the modern business arena, we need to have the best person in each position (technically, cognitive and in terms of personality). The ROLE PROFILE needs to be defined in context to add real value and align with all the potential differentiators to ensure we become and stay competitive.

We have a database with more than 1000 Role Profiles and 100 competence definitions and explanations. Shape your team and organizational culture by applying a COMPETENCE MODEL.

When facilitating our learnerships and other courses we aim to use e-learning systems for 90% of the time. Some programs are full e-learning, such as the Mentorship and Navigate my career courses shown as examples.

Please contact us for more information about cost effective methodology that might suite your organization

MENTORING: for individual and business growth.

Mentors are taken on a journey to enable successful mentoring via a very structured process.

Mentors will gain deep insight into their role, the context of modern work and organizations and understanding behavior and processes to ensure career advancement.The program is designed in the context of financial value add, organizational dynamics and how the process of mentoring can complement and enhance business growth and sustainability.

It is important that understanding of talent management and mentoring systems, dynamics in organizations and people is developed and more insight gained by participants. A significant chunk of one of the eight modules deals with how organizations are structured in the context of business models, which then allows for the integration of specific career paths
Learning and experiencing the importance of assessing potential and capability for advancement is vital. The areas of psychometric assessment results and developing potential of people is explored.

Learning about personality types, emotional intelligence, organizational culture and other factors to improve performance in business and life in general are important factors dealt with.

Defining a personal brand through learning and discovering “fit for purpose” at any point of a career is vital to achieve goals and a recipe for this is weaved into the program

We explore Leadership principles, models and theories. Mentors and mentees can design their own application model as they transition through the organizational strata and/or specific situations in your career and life.

Participants in the program get the opportunity to do a detailed data integration for themselves, accept accountability and set their personal goals and development plans for their journey.

Learners can explore the domain of psychometric assessments to assist in understanding potential, realistic pace for advancement and the link between personal characteristics and occupational choices.

Fatigue Risk Assessment (FRA)

Shows the primary risk factors that contribute to an overall fatigue risk, and involves assessment and surveys with a simple population of employees on site. Shift patterns and how they impact circadian rhythms.

• How breaks are organized
• What counter measures are offered to employees for fatigue mitigation
• Commute times for employees
• Hydration and nutrition options during shift
• Temperatures in workspaces
• Cursory review of employee’s health issues for risks to fitness for duty.
• Lifestyle questionnaire for fatigue risk to sample group.

Shift Roster Analysis

Your Circadian Rhythm makes you sleep at certain times a day, regardless of how much you slept. We will share with you the most dangerous times in your shift roster and monitor against government regulations.

This product comes in two offers:

• We organize all current rosters including contractors into a 28 day format. We analyze each roster for conflicts with DMR’s COP on fatigue and make suggestions for compliance.
• We put each roster through a software program and analyze to show you the most dangerous parts of each roster to reduce accidents.

Fatigue Education (TTT)

Integrated education for everyday use while keeping employees fit for duty. We will train appointed employees to be the trainers for other employees. Key elements of the training include exercising, eating healthy, and tips on how to get a good night’s sleep and how fatigue impacts their day.

Family Fatigue Education:

How can families support your shift worker?

We realized very quickly that fatigue doesn’t start in the workplace, it starts at home. Educating the family-mother, father and kids-is the answer!

(Have the answer, and it is quick win. It consists of importance!)

Code of Practice (COP)

We review the needs of the mining company outlined by the Chief Inspector of mines including the following. Identify the causes of fatigue that are work related, including:

• Work time arrangements
• High physical workloads
• Temperature extremes
• Excessive noise
• Work stress
• Poor ergonomics  design of workspace and equipment
• Possibility of non – work related causes.

Fatigue COP review– let our team of fatigue experts review your program with our Gap analysis and give you the confidence that your documents are complaint.

Predictive Risk Intelligence Safety Module (PRISM)

Works with your company’s clock in time attendance system, like Honeywell or Chronos, and calculates who is your most fatigued employee. Wouldn’t it be nice to know if your most fatigued employee’s is getting ready to drive a million dollar piece of equipment over a hill? Now you can.

Alert Meter

Alertmeter is a 60-90 seconds test that shows the employees alertness level at the start of shift. Sometimes we are impaired for reasons beyond drug and alcohol whether it’s a crying baby at home, worried about finance or stressed about the health of a loved one. Alert meter’s world class software makes sure every employee going through the gate is on their game!

We employ experienced and tertiary qualified individuals who all have many years of experience in different industries such as mining, manufacturing, wholesale and retail, information technology, agriculture, etc.

Our philosophy regarding quality delivery and control is based on selecting wise individuals who all worked at senior levels in organisations

PROBUS HOLDINGS and its subsidiary and associate companies are accredited with the following Sector Education and Training authorities:

• Services SETA (12870)
• Agri SETA (AGRI/c prov 0026/06)
• MerSETA (17-QA/ACC//1396/18)
• TETA (TETA17-823)