HOW CAN WE HELP

WE OFFER A FULL RANGE OF SPECIALISED QUALIFICATIONS, FROM NQF LEVEL 2 TO NQF LEVEL 7 DEGREE, DESIGNED TO IMPROVE AND DEVELOP THE PROFESSIONAL CALIBRE OF INDIVIDUALS WITHIN THEIR CAREER.

HOW CAN WE HELP

WHETHER YOU ARE LOOKING TO DEVELOP EMPLOYEES, NEED ASSISTANCE WITH YOUR WORKPLACE SKILLS PLAN, TRAINING INITIATIVES OR WSP AND ATR SUBMISSIONS, WE CAN HELP YOU.

OLG'S SPECIALIST ARTICULATION PATHWAY

The Open Learning Group’s (OLG) logistics and supply chain qualification offering includes both Higher Education and Training (HET) programmes and Further Education and Training (FET) programmes. These qualifications start with learnerships and skills programmes at NQF Level 2 and progress up to a BBA degree at NQF Level 7.

This means that our range of qualifications cater for every level of employee in an organisation. Students at OLG who start with the NQF Level 2 learnerships can work towards the BBA level over time, acquiring valuable knowledge and skills at each level.

All our qualifications are offered through a supported, blended distance-learning model which means that students and practitioners are able to complete their studies at their own pace.


About our Specialist Articulation Pathway

Articulation refers to moving or progressing from one qualification to another in a formal programme pathway. “Specialist pathway” could be defined as an offering of programmes in a specialist niché area – in our case, this would be the logistics and supply chain industry.


How can students benefit from this?

OLG’s articulation pathway provides practical, lifelong learning for students. After completing one qualification, students have the opportunity to apply for a qualification at a higher NQF Level in order to further their career.


Personalised and integrated student support

We provide personalised and integrated support throughout your studies, in order to increase your potential to graduate. We aim to empower students in order to drive their own career development. Likewise, companies who have identified aspiring and potential managers are able to implement a career development plan in order to grow these employees’ management and technical skills.


Further Education and Training (FET) programmes and learnerships

NQF Level 2 to NQF Level 5

Aimed at learners out of school and new or junior employees


NQF Level 2


NQF Level 3


NQF Level 4


NQF Level 5


Higher Education and Training (HET) qualifications

NQF Level 5 to NQF Level 7

Aimed at students wanting to obtain a degree and senior employees, managers and supervisors


NQF Level 5


NQF Level 6


NQF Level 7

DISTANCE LEARNING: THE FLEXIBLE OPTION FOR THE FUTURE

Education is among the main factors contributing to a person’s development and the prosperity of a community and country. With the rapid changes in today’s competitive marketplace, flexible education options are becoming more attractive to those looking to advance themselves with an accredited qualification.

One of the most flexible and progressive options with which to achieve this, is distance learning. This mode of learning allows you to fit your studies into your work and home life. In most cases you can set your own pace of study, allowing you to control when and where you study.

One of the most flexible and progressive options with which to achieve this, is distance learning. This mode of learning allows you to fit your studies into your work and home life. In most cases you can set your own pace of study, allowing you to control when and where you study.

The Open Learning Group (OLG) offers a supportive, blended distance model which substantially enhances the learning experience and takes the “distance” out of distance learning.

Read more about OLG’s blended distance learning model.

Other benefits of distance learning include the following:

  • Distance learning makes higher education more accessible to all and could thus be an excellent solution to South Africa’s current skills shortage dilemma.
  • Distance learning is much more flexible than traditional styles of classroom education. Students who need to take other classes or work full-time can do classwork when they have time instead of being restricted to a rigid schedule. Skills enhancement and career growth are therefore fast-tracked and can help the person to reach his or her potential.
  • You gain transferable skills like working independently, planning, research, time management and self-discipline while studying.
  • Most of the time a distance learning programme costs less than a full-time degree.
  • You can study more subjects and enrol for programmes that are not available in your immediate area.
  • Students who enrol in classes with online learning management systems obtain a wider range of networking opportunities, as students make connections with a more diverse range of people and not just their immediate class.
  • There is no need to travel when studying distance education, saving time and energy.
  • Distance learning enables students to learn from some of the best professors, speakers and experts in their chosen field.
  • Sitting in the classroom is not necessarily the best way for all students to learn. Some students may learn better at their own pace and in a different format than traditional educational options.
  • Online education is beneficial to employers, as students who study further in their own time without losing out on day-to-day work, are valuable assets to companies who want to capitalise on the increased skills offered by additional qualifications.
  • With all of the benefits offered by distance learning, it is no surprise that this form of study is fast becoming one of the best ways to expand skills and further careers in a flexible, rewarding way.
SKILLS DEVELOPMENT FUELLING GLOBAL COMPETITIVENESS

South Africa and its businesses need to invest in skills development to ensure they are globally competitive and contribute meaningfully to the economy. Skills development will provide South Africans with true employment – not just a job – which is key to competitiveness in South Africa, as well as to the rest of the world.

Skills development enables employers to identify gaps through an initial skills audit, integrate needs in their performance managements systems, implement succession planning initiatives and ensure new processes/technological changes. Besides incentives offered by the various Sector Education and Training Authorities (SETAs), an employer can also benefit from skills development in the following ways:

  • Through skills development, employers demonstrate their commitment to comply with current B-BBEE codes and gain a competitive edge by being recognised as an employer of choice.
  • Skills development provides the company with a greater ability to scale and flex, reducing risk.
  • Employees obtain accredited qualifications through professional development programmes that will lead to invaluable work experience and personal growth. This encourages employee loyalty, as employees will feel valued and grateful for being afforded an opportunity to grow which, in return, can lead to increased job satisfaction, a positive workplace culture, and high staff retention.
  • Employees can up-skill (or even re-skill) according to their career aspirations, which will provide the employee with increased motivation and confidence to fulfil his or her duties. As a result, better efficiency, effectiveness and eventually improved business will emerge, as the business will have better skilled staff working at a higher level of productivity, completing work faster and more accurately. Employees will also be given the opportunity to learn competencies beyond their original roles.
  • Training employees can increase customer satisfaction and revenue as it can equip an employee with soft skills (like the knowledge on how to handle certain situations), especially relating to client service and customer satisfaction.
MAXIMISING SKILLS DEVELOPMENT LEVY ROI

If your company has Pay-As-You-Earn (PAYE) registered employees and your payroll is more than R500 000 per year, the Skills Development Act requires that you pay the Skills Development Levy (SDL), which aims to fund education and training, to the South African Revenue Service (SARS) on a monthly basis.

Each business required to pay the SDL has to assess the status of their business, especially where training is concerned, to establish:

  • Who are your customers and why do they buy from you? Are there any needs that your employees aren’t equipped to meet?
  • Who are your competitors? How do they serve the market and how do they utilise their skills to create a competitive advantage?
  • What are your business’ strengths and weaknesses?
  • What social trends are emerging that might affect your operations?

If you are required to pay the SDL (businesses that are public service-related, national or provincial public entities, NPOs, or municipalities are excluded), you have to register the business with SARS and pay over these levies by the seventh of each month. When paying the SDL, you use the same EMP201 form you use to pay over PAYE and Unemployment Insurance Fund (UIF).

Appoint a training officer or a skills development facilitator to register your business with the required SETA. The training officer needs to:

  • identify the training requirements within the business;
  • decide what training would strategically benefit your company and your employees best (taking into account factors such as company growth strategies, succession planning, BEE Scorecards, management grooming, upliftment programmes, each employee’s career development and skill needs, etc.);
  • develop a structured Workplace Skills Plan, which should be submitted to the required SETA (the SETA training year runs from 1 April each year until 31 March the following year and the WSP needs to be submitted by 30 June); and
  • evaluate your company’s training, and compile and submit your Annual Training Report (ATR) to the SETA by 30 June each year. The ATR specifies compliance with the training plan and if all the requirements are met the employer will qualify for a percentage-based refund on funds contributed to the SDL.
  • The Open Learning Group (OLG) can ensure significant return on investment by assisting the training officer and company with the implementation of the WSP. OLG can recommend preferred providers with the composition of WSP and advise on how to implement internal training programmes/initiatives to meet the needs of the company. Experienced OLG lecturers apply workplace components to programme content, making the training more applicable and practical to suit the workplace environment and boost ROI.
  • The Open Learning Group (OLG) can ensure significant return on investment by assisting the training officer and company with the implementation of the WSP. OLG can recommend preferred providers with the composition of WSP and advise on how to implement internal training programmes/initiatives to meet the needs of the company. Experienced OLG lecturers apply workplace components to programme content, making the training more applicable and practical to suit the workplace environment and boost ROI.

PROGRAMME OFFERINGS

OUR RANGE OF QUALIFICATIONS CATER FOR EVERY LEVEL OF EMPLOYEE IN AN ORGANISATION, TO BEST SUIT YOUR TRAINING AND DEVELOPMENT REQUIREMENTS.

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HET Programmes

 
Our accredited Certificate, Diploma and Degree qualifications are designed to prepare and develop individuals for the dynamic world of logistics and supply chain management.
 
VIEW PROGRAMMES
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FET Programmes

 
Our learnerships that are aligned primarily to the Transport sector and Wholesale & Retail sector and can be broken down into skills programmes which address very specific requirements in the workplace.
 
VIEW PROGRAMMES
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SLP Programmes

 
Our short programmes are ideally suited to individuals who want to develop in a specific area within the logistics and supply chain industry.
 
 
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Do you have any questions?

Copyright Open Learning Group (Pty) Ltd © 2019. All Rights Reserved.

Open Learning Group (Pty) Ltd ‐ Reg No. 1997/020392/07 a subsidiary of Open Learning Holdings (Pty) Ltd ‐ Reg No. 1998/009375/07 Open Learning Group is registered with the
Department of Higher Education and Training as a private higher education institution under the Higher Education Act, 1997 ‐ Registration Certificate No.: 2009/HE07/005.