Why do Assessment?
Assessing an individual’s skills while they are on the job is a valuable way of determining whether they are performing to the required standard, whether further training may be needed, or whether they have skills that can be utilised in other areas (such as in future team leadership or managerial capacity).
What are the benefits?
From an organisation’s point of view, workplace assessment can determine whether the right people are in the right jobs, whether further training is required, and which employees have the potential to benefit the organisation in the long term.
The South African Qualifications Authority (SAQA) and the Quality Council on Trades and Occupations (QCTO) views assessment as one of the key elements within Education and Training.
The Education and Training System is one in which learning attainment is based on achievement through appropriate assessment of learning outcomes specified in NQF registered standards and qualifications.
As per regulations stipulated by SAQA, ETQAs are required to monitor the quality of assessments, conducted by constituent providers who have been awarded accreditation. Moderation is therefore a crucial element in the quality assurance of assessment.
A gap analysis is a method of assessing the differences in performance between a business’ information systems or software applications to determine whether business requirements are being met and, if not, what steps should be taken to ensure they are met successfully.
The gap analysis needs to
- List of characteristic factors like attributes, competencies, performance levels of the current state.
- List factors needed to be achieved in the future objective, future state
and highlighting the gaps that exits and need to be filled
- The analysis forces an organisation to reflect on who it is and ask who they want to be in the future.
OFO Code System
The OFO is a skill-based classification system, which encompasses all occupations in the South African context. The classification of occupations is based on a combination of skills levels and skills specialisation which makes it easy to locate a specific occupation within the framework.
A job is seen as a set of roles or tasks to be performed by an individual.
An occupation describes a series of jobs or specialised tasks, performed by an individual, which can be grouped together for the purpose of this classification.
Identified occupations are classified according to two main criteria – skill level and skill specialisation. The concept of a skill is used in the context of competency rather than a description of a task or function.
The skill level of a job or occupation is related to competent performance of tasks associated with a job or occupation.
It is therefore possible to make a comparison between the skill level of an occupation and the required educational level on the National Qualification Framework.
A LMS (Learning Management System) is a software application for the administration, documentation, tracking, reporting and delivery of educational courses or training programs.
The LMS will aid the trainer to deliver material to the learner, learners to assess training programs, assessment, track learners progress, keep online records and training administrative tasks to be performed electronically.
LMS is focused on online learning delivery and is complemented by other learning technologies such training management systems to manage trainer-led training or a Learning Record Store (Virtual Library) to collect and track learning data.